Working with Recruiters, a very hot topic on LinkedIn that seems to be debated and discussed weekly now. If you’re looking for a job, would you turn to a Recruiter first or use a job board?
At some point, you’ll probably come into contact with us.
Here are some tips to help you decide if you’ve found a good recruiter, one that will genuinely care about your career.
They will be upfront about all the details, if they have an actual job that suits you, the interview stages, what your competition is like and how well they know the client. Some will try and pull the wool over your eyes, ask for unnecessary references and hide details of the job/company. Always ask the client name before your CV gets sent over, also ask the Recruiter what their relationship is like with the client and how long they’ve been working together.
If you’re a Senior Developer, they shouldn’t even be discussing anything less than that with you, they need to understand your position and what the next logical step in your career is. What if their role isn’t better than your current? They shouldn’t try and convince you, being transparent and laying out all the pros/cons is the most helpful to you. It also helps if they are a specialist in their field, this allows you real market insight and knowledge, as opposed to working with a range of people.
Recruiters should take time to get to know you, your motivations and your situation. If you need remote working, make it clear this is non-negotiable, if you need some flexi hours then also communicate this and ensure that any roles presented to you match your expectations. For example, If you can’t take a salary cut due to financial commitments, Recruiters should understand this and inform the client and continue a positive relationship with you.
You don’t want a monotonous robot to represent your entire career and value to a potential employer, do you? Ensure your Recruiter comes across as bright, well-spoken and confident enough to show prospective clients just how good you are. Also, you want to build a good relationship with them, so get to know each other too – it will help down the line.
Your Tech Stack:
If you’re a C# Developer, with experience in SQL then why would you be interested in a C++ Embedded Engineer role? Make sure they understand what technology/languages/platforms you work with and your proficiency in these, what new things you want to learn and what you want to avoid. Once they understand this, a Recruiter should only then show you relevant roles.
Like with any field, there will always be some bad apples. Hopefully this highlights some key pointers to help you work with Recruiters/us effectively.