Make It Easy For Job-Hunting Recruiters To Sell You


Recruiters are great job-hunting tools. In times like these, where there’s so much competition for jobs, they’re invaluable. They’re plugged into your field. They offer direct contact with decision makers. And they have the trust and respect of employers. In short, they streamline and shorten the job-hunting process. Practically speaking, that often means money in your pocket. But to get the most out of recruiters, you must know how to work with them. Unfortunately, some job hunters don’t. They don’t know the advantages and disadvantages of dealing with recruiters. They don’t know how recruiters work day-to-day. And they don’t know how to communicate their value to recruiters. If recruiters don’t know your value, they can’t sell you to employers.

A Recruiter’s Day

A recruiter’s day is just as jam-packed as anyone else’s. Among other things, they represent a flood of companies. They have a lot of competition filling these openings. They’re almost always on the phone. And they spend hours calling candidates, forwarding resumes, trading e-mails with employers, and so on. Sometimes, they spend all day trying to fill just one position-and have a ton of job openings to fill.

In addition, recruiters must deal with an evolving marketplace. Contacts change jobs. Companies redefine requirements. HR people change corporate protocols. Recruiters also have to do business development. Like many professionals, they lose clients all the time for good reason. Companies merge, change management, or go bankrupt. When they lose clients, recruiters must replace them. In short, being a recruiter is no day at the beach.

Recruiters Don’t Work For You

In addition to those responsibilities, recruiters are always under the gun. Usually, they don’t earn a fee unless they fill a position, so they don’t have time to call around looking for a job just for you. They don’t have time to help you write or revise your resume. And they don’t have time to assist you with the thousand other things that go into finding a job. In other words, recruiters don’t work for you.

To get the most out of a recruiter, you must meet their needs. If you don’t, you’ll be mis-using a vital resource-and maybe missing key job opportunities. Here are eight keys to working with recruiters.

  • Stay in touch with them
  • Limit the number you use
  • Select recruiters carefully
  • Assert your viability
  • Make it easy to sell you
  • Don’t hound them for results
  • Provide an elevator pitch
  • Demonstrate your skills

A good way to demonstrate your skills is to do something free for a recruiter. If you’re in marketing communications, offer to create a brochure for them. If you’re in public relations, offer to develop a press release for them. If you’re in information architecture, offer to update their Web site or expand it. You get the picture. Anything you do for the recruiter shows them your skills and earns their loyalty and respect, if well done.

In addition, make it easy for recruiters to sell you the forms of an vacancy they list them on their website  to have vaster demand of construction recruitment jobs which also charges good amount of fees for per participants. Give them a list of five key points that demonstrate your value to a company. Also, give them a list of key projects you spearheaded or worked on. Support the projects with numbers. If you say you led a new business effort, provide the amount of business generated (percentage or dollars) or the number of new clients that resulted.

Recruiters are busy people. They don’t have time to hold your hand while you look for a job. To get the most out of them, you must communicate your value to them and make it easy for them to communicate that value to an employer. Even if they have great relationships with key decision-makers, recruiters must still sell you to a CEO or HR person. Make it easy for them. Above all, use recruiters wisely. They can help you find the right job for you.