When An Executive Recruiter Calls
By Gary Kaplan© Journal of Property Management. September/October 2000.
The phone rings, and an executive recruiter is on the line. How do you react?
By the time the recruiter calls you, he or she has sifted through many possibilities for a specific opening, and you are among several candidates who, initially, seem like a perfect fit for the opportunity. At this point, the recruiter's goal is to present the opportunity and, if the position is not for you, ask for a referral to an appropriate associate.
Whether or not you are considering a job change, take the call if it is a convenient time. (If not, say so politely and arrange for a better time and place for the discussion.) Close your office door because you will want to give the recruiter your undivided attention.
The executive recruiter should introduce him-or-herself and the firm first. Listen carefully to ascertain if the recruiter is legitimate. Prank calls and competitive curiosity are not unknown gambits. Note the name of the recruiting firm and the specific caller for later verification.
You might also want to determine if the recruiting firm is a contingency or a retained executive search firm. Contingency firms are paid only if a candidate they present is hired. They are looking for as many candidates as possible to present to their clients. Be wary of a recruiter who just wants your résumé and not a meeting.
In contrast, retained executive search firms are engaged by client companies to assist them in filling a specific position. The retained firm serves as an exclusive consultant to corporate management and, like an attorney or CPA, has its fees and expenses paid by the client whether or not a candidate is chosen.
Be Responsive
Even if the proposed opening is of no interest, it is in your best interest to welcome the caller and handle his questions and requests in a courteous, business-like manner. Your professional response will be remembered the next time an opportunity rises. So it is wise to establish, from the start, a relationship that can serve you well in the future. The executive recruiter is not your enemy, but an ally in your career development.
If you are not interested in making a change or if the position does not fit your expertise, be helpful when an executive recruiter asks for your thoughts on other possible candidates. Solid, viable recommendations that make sense reflect well on you.
If the position is not appropriate for you, but you are interested in entertaining job opportunities at a later date, you might want to solicit information from the recruiter on how to submit your resume for consideration as other opportunities arise.
If you are actively interested in the presented position, inform the recruiter when and where you prefer to be contacted, either at home or in the office, and when and how to reach you when you will be away on vacation or a business trip.
One of the most grievous errors potential candidates make from a recruiter's perspective is the temptation to use the recruiter's opportunity as leverage to negotiate a more favorable position with a current employer. Worse yet, some candidates go through the interviewing process only for the satisfaction of adding a notch to their career belts. Don't do it. You will be remembered not too kindly and will never be called again.
Realistic Résumés
While a specific degree or an enviable record of accomplishment is not necessarily the requirements of a position, integrity always is.
When you are asked to submit a résumé (or, as an active job-seeker, you send one in), make sure it is an accurate reflection of your capabilities and track record. Your references and credentials will be checked thoroughly. Anything less than represented destroys your credibility with the recruiter, and you will not be called again.
Executive recruiters are inundated with hundreds of résumés daily. Make yours a stand-out. It should be easy for the recruiter to gain a sense of your business acumen. Don't overload a resume; a concise, two-page review is all that is required. Focus on quantifiable accomplishments in your career history, expressed in percentage gains or dollar amounts. Only send supplementary material when requested. Recruiters have neither the time to review nor the office space to store your performance reviews, customer testimonial letter, publications, photo, and award certificates.
Similarly, your cover letter should be brief, concise, succinct and honest. Indicate in general terms your geographical preferences, career goals, and current compensation level.
Remain Professional
Once you have begun discussions in earnest with the recruiter, bear in mind that he or she is not your therapist, counselor, or cleric. While confession, ethnic jokes, over-familiarity, and gossip may seem good for your soul, it is not appropriate in any of your dealings with a recruiter.
When meeting the recruiter, greet everyone with warmth and courtesy. This is just good business practice because even the receptionist may be asked for an opinion of your presentation and conduct.
Also, remember that a recruiter is retained by the client company to serve as its representative. Therefore, you should treat the recruiter just as you would the potential employer in all your contacts. More than one candidate has shown up in casual attire for a recruiter meeting and lived to regret it.
Know Your Issues
Before the preliminary meeting with the recruiter, have a clear grasp of your own requirements and constraints. You should know your desired level of autonomy, responsibilities, compensation, and family issues. A child who needs unique medical care or a partner with deep ties to a current community may become a deal-breaker with a company based in a distant setting. Be aware of your non-negotiable terms, as well as plain old fear of change that might affect your ultimate acceptance of an opportunity.
Bring these up with the recruiter soon after the process begins. Any person and family misgivings are best dealt with realistically to save everyone potential upheaval. The recruiter will appreciate your forthright evaluation of your situation and work within those parameters for the next opportunity.
Even though a proposed job prospect seems enticing and gratifying, stay calm. Take the rose-colored glasses off and critically evaluate the company and the specific position offered. A seasoned recruiter will always be able to provide details on job specifications and corporate culture. Gather as much ancillary information about the company as possible and analyze its prospects, products and services, place in the industry, growth plans, and management team. Evaluate the position's responsibilities, reporting path, and personal growth potential. Ask yourself and the recruiter: "How do I fit into this company? Does the company/position provide for meaningful growth? What are my prospects for promotion? How will this position enhance my career advancement?"
Too often, candidates are seduced by the opportunity, only to drop out when they fully realize the implications of a job change late in the interview process. An executive recruiter and his or her client have put a great deal of time and effort into your candidacy and will be frustrated if you pull back after several interviews have occurred. If at all possible, evaluate what you are getting into before becoming too deeply involved.
If your interest is waning, call the recruiter and be honest about your declining interest. Your truthfulness saves everyone a lot of time and wasted effort, again to your credit.
Keep the Recruiter Involved
Experienced recruiters appreciate candidates who respect their time and effort. Never by-pass the recruiter by submitting résumés directly to the company, which will only forward them to the recruiting firm.
Once involved in the series of company interviews, always go through the recruiter in any of your communications with the company. In the event that the company calls you directly, keep the recruiter informed; the client company may not have the time to do so.
Also, keep the recruiter up-to-date on any changes in your family, current employment, and compensation situations that bear on your candidacy. A promotion, relocation, a raise or a bonus, added benefits, new perks, or a major business victory will have an impact on the recruiter's presentation of you to the prospective company.
Finally, don't hesitate to send a note of appreciation to the recruiter. Whether an offer is made to you or not, or you accept or decline one, a thank-you letter is a class act -- and it's memorable.
