The Candidate Playbook: How to Work with Recruiters
Many of those looking for work are reaching out to recruiters, both internal and external. Many of these same people aren’t aware of the protocol or best practices for working with those recruiters.
So, unto you, I provide the Playbook for candidates working with Recruiters:
Be Transparent
If you’re going to play coy about your salary or your skills, you are not someone they are going to want to work with. Salary requirements will depend on the overall package and responsibilities, but at least provide a ballpark estimate — that can change later as you learn more.
Be Responsive
If the recruiter has to chase you down to answer questions or to schedule you for interviews, you are not someone they are going to want to work with.
Be Flexible
You may want to drive the process, but that’s not how this works. The company is running the show (in this market) and you should do what you can to accommodate. In doing so, you also present yourself as someone who can adjust where necessary — which they may find attractive in an employee.
Be Persistent, But Not a Pest
You’ll want to continually show your interest, but check in weekly, not daily, with your recruiter. External recruiters have to comply with the client’s process and internal recruiters have to comply with the business’ process.
Be True to Your Word
If you agree to certain terms up front — in-office, relocation, skills testing, etc. — don’t try to change that in the 11th hour. Offers go sour because candidates either change their mind or misrepresent their intentions at the time of offer. Multiple bridges are forever burned at that point.
Be Professional
Some people stink at their job (sad, but true) and some processes stink overall. Don’t allow that to impact your professionalism even where others may fail.
If you adhere to these guidelines, you may not always get the job — but you’ll always be considered again for future opportunities.