Now Hiring with Karla Williams

Everyone loves to hate recruiters

by Karla Williams

In my experience everyone hates recruiters until a recruiter works with you to land you the job of your dreams.  And as an experienced recruiter, I’m ok with this because I know that I provide a valuable service to both the companies that engage me to help them fulfill their talent needs as well as to the candidates that value my expertise and my contacts and that I ultimately end up representing. 

The fact of the matter is that there are only 5 - 10% of the candidates that are available in the current market, working and disengaged, that top recruiters will actively represent.  You see, top recruiters, the type of recruiters who you want to know, the type of recruiters that earn in the mid six figures year after year, the type you want to know you will only represent the best of the best.  If this sounds elitist, believe me, it is. 

To the average job seeker, I’m sure you are phenomenal in the performance of your duties and at executing successfully in your chosen vocation – but so am I and so are good recruiters.  We sell talent – because most people can’t sell themselves.  In fact most people don’t even know that they need to actively and aggressively sell themselves continuously - but most importantly while they are still employed.  And most companies are too busy doing what it is that they do to maintain the multitudes of contacts that a successful recruiter maintains as a matter of course.    

This is what a recruiter brings to the table.  Contacts.  They are your employment agent.  

So instead of figuring out whether you should engage with a recruiter and what value they bring to the table - resolve to engage with anyone that can further your goals.  Get your name out there, meet third party recruiters, meet in-house recruiters, meet managers in the companies where you want to work. 

It won’t be a waste of time the next time you find yourself out of work – or you find yourself in a situation in your current employment where you need resources – NOW!.  Imagine how much respect you will garner in your next job if your manager, peers, and subordinates know you as the “go to” person in your organization – the person that can get things done – not necessarily because of what you know – but because of who you know – and more importantly - who knows you. 

That, among a multitude of things, is what recruiter knows. 

Hey - I can't tell all my secrets!

Why work with an Executive Search Consultant?

In order to do my job effectively for both my clients (hiring authorities) and my candidates (prospective employees), I have to consider a myriad of factors when making a match between employer and employee. So many factors, tangible and intangible, need to be considered on both sides in order for a successful match to be made.

Some of the top factors considered are:

• Education, skills and abilities: Unless the applicant is just entering the workforce in an entry level position, the employer will need to see that the person they select has acquired the necessary career skills and abilities, as well as the appropriate training and education, necessary to be successful in their organization. Likewise, the candidate/propsective employee will want to know that they have the necessary knowledge, abilities and skills to be successful in their new job and therefore protect their good name and professional reputation in the marketplace so that they can attain their ultimate career goals.
• Experience and background: The employer will want to know that the organizations where the candidate has worked in the past have prepared them to be successful in their organization. They will look at size of company (small or large), titles (how does their title match up with the propsective employees past titles, experience, education). In addition the employer will want to assess whether the management philosophy of past employers as well as the type of culture the employee has been successful to date will contribute to the candidate's likelihood of being successful in their organization. The prospective employee/candidate should also consider these same factors. Why? If the candidate has been successful in an unstructured environment it is unlikely that they will easily make the transition to a more structured environment. In addition, the title, duties and salary of the position in question should fill a "gap" in the candidates background so that their overall portfolio of experience is strengthened in a manner to facilitate the candidate's keeping of their career on an upward trajectory.

The trickiest factor in making a successful match between employer and employee is the biggest intangible factor for employees and candidates alike to assess - and that fctor is the cultural fit. Will the candidate fit into the organizational culture of the new organization? How are their communication skills? Is the candidate a 9 to 5 worker or a work-oholic? Do they need more structure? Less structure? Are they a lone wolf or a team player and which is the expected norm at the company in question? In my opinion this matter of a "fit" is the chief reason why apparently qualified candidates are not extended offers of employment after completing the interview process.

There are many great companies and employees in the marketplace waiting to meet each other. It is my job to facilitate the introduction, guide both parties through the interview process and then ultimately help the candidate decide whether any offer of employment that they receive will ultimately result being a good fit for them as well as for the companies that I represent. After all, productive, successful work leads to happy and satified employees.

After 18 years in the staffing and recruiting business, placing everything from security guards to executives, I have learned a few things about the placement process that can aid both parties. If you are an employee considering making a career move or an employer looking to add the next superstar to your team, give me a call.