How can you use a recruiter to find job opportunities during a career transition?

Industry/Technical recruiters are all different, but one thing we do have in common is being in a specific industry. We may not be experts, but we talk with hiring managers and employees who work in those roles every single day. We hear often study the industries and pick up tidbits of info in our recruiting calls. We aren't perfect, of course, but we do have deeper knowledge of the industry, job market, and nuances within those industries, and our conversations can carry more weight than generalized recruiters. An industry/technical recruiter can be the bridge between companies and prospective candidates in a way that other recruiters and/or self-applicants can't connect.

Many niche positions will have niche recruiters. If that is the situation for you, it’s ideal to speak with them before you are ‘ready’ for your career transition. It’s highly likely that the role of your dreams will come when you are not looking! Careers seldom follow a check the box, linear trajectory. If you wait to reach out to a recruiter when you absolutely need a job, it’s still useful but less effective than maintaining a relationship.

Recruiter carries a broad definition. In general there are 2 types of recruiters. Titles and tasks can vary so I'm going to explain them by function and what they can do. Here is a brief rundown: 1. CORPORATE RECRUITER (inhouse recruiter) - They are employed by a company directly or via a contractual agreement. - They hire only for the company they represent. - Depending on size of the company, they may represent all open roles or only specific roles as a member of a larger team. 2. TALENT ACQUISITION CONSULTANT (Agency Recruiter) - They represent candidates to a select group of clients, and some may even be able open new doors on your behalf. - They are either self employed or work for a recruitment agency.

People often ask me: How do I find a recruiter/Will one help me? I first ask 3 basic questions: 1. "Do you want someone else to represent you to the market?" - If not, it's not in your best interest to seek out a recruiter!! - It's similar to looking for any agent! 2. "Are you looking for permanent or temporary/contract work?" - Something you can ask when contacted by a recruiter is: "do you specialize in temp or perm?" - "Perm" is permanent aka FTE roles, so if looking for such roles your recruiter should have experience there or vice versa 3. "What role/vertical are you targeting?" - You can ask a recruiter almost the same question - It is wise to utilize a recruiter who UNDERSTANDS what you do and has EXPERIENCE in your vertical

There is a huge difference between in what type of recruiter to seek. Executive Recruiters work for the Client. Much of our work is prepaid by them. We rarely work on huge percentages of salary as we believe that precludes a fair hire salary for the candidates. We do advise candidates where their resume falls short and on two occasions this week I got hammered by chronically under employed or job hoppers. That’s ok I won’t use them don’t need I was being generous with my time. Most candidates in this market are appreciative of my 43 years of experience. This job market is Finite . Live Heidi Klum says “ I paraphrase you either” have it or you Don’t I find people for the clients that Have It

Look for recruiters who specialize in your industry or field of interest. Specialised recruiters possess a deep understanding of the specific nuances and requirements within your industry. This knowledge allows them to better match your skills and experiences with the demands of the roles available.

The best Agency Recruiters specialize, to ensure repeatable success. Any recruiter who purports to do "a little bit of everything" may not suit your needs. Generally, there are a number of overlapping areas of specialization. The "Sort Order" can be different - as I often say "Your Mileage May Vary FUNCTION: e.g. IT, Sales, Finance, HR SECTOR: e.g. FinServ, SaaS, Telecoms, Energy GEOGRAPHY: Even with WFH, this still matters. TYPE OF PLACEMENT: Direct-Hire Or Contract Ask what kids of roles they have been successful placing. Look at the recruiter's posts, job ads, connection, linkedin groups Not a fit? Ask for a referral that addresses your function. They may have a recruiter or a "desk" (group of recruiters) that can help you

Building a relationship with a specialized recruiter can provide long-term career support. They can keep you informed about market changes, advise on skill development, and assist with future career transitions within your industry. Treat the relationship with a recruiter as a partnership. A strong, ongoing connection can lead to support throughout various stages of your career, including future job transitions or promotions.

In my opinion as Recruiter both side Client and Candidate should Honest , Communication is very important Recruiter also not only succeed on placement but we also need to motivated, assisting candidate before their joined and after their joined Good relationship with Client.

The vast majority of an Agency recruiter's income, and/or personal success, is driven by connecting talent to clients. You should aim treat them as you would any friend or partner in your life. Honesty and transparency is above all! If a recruiter finds out you're lying or withholding information from them, why would they trust presenting you in front of a client of theirs? TRUST IS PARAMOUNT! Clear and timely communication is also very important. If a recruiter is not getting timely responses from you, that can often hinder the relationship they are trying to build between them and the clients for whom they are representing. Last but not least, show you care about their success if you expect them to care about yours!!

As I've written before, candidates must understand that a recruiter does not work for you, but can partner with you to help you find the next role or a new career trajectory. I tell every candidate I speak to that "placing you and earning a fee is the least likely outcome here", as candidates have multiple ways of obtaining an offer besides via my efforts. I'm always happy to be helpful, and that does not mean I act 1000% transactional. Good Will is a Two-Way Street. Keep your commitments, however small. Be Punctual, Reliable and Thorough. If I ask you for a resume update, or a different file format, or to call me at a certain time, please do so. I'm not trying to control you, but at times I am your "batting coach" OK, Partner?

BTW: The header/prompt for this section is written rather poorly, covers more than a few things that require their own section. In the agency world "Leverage your recruiter's network" can be a euphemism for cutting the middleman (that's the Headhunter, i.e. ME) out. I would not suggest this. Let's just say, It has not gone well for candidates. This is not a hobby for me. When I get on a call with a candidate I am on a ***%$^^& mission to find out if we can work together. The more forthcoming candidates are when it comes to what they want to do, the more effective the relationship will become. I focus on Working Together to solve the problem (you need a new job) and the best candidates are often dynamite collaborators

Leveraging am agency recruiter is often frowned upon.. don't be that person! Leveraging an internal recruiter can be just as, if not more fruitful. You may find they have some great insight! Ex. If you're speaking to a internal recruiter and realize you are not a fit or being declined from an opportunity.. Use this as an opportunity to ask questions!! They often see trends in real time and this can be very helpful for your search and career planning! "Just a side question before we hang up, are there any companies that you have had a hard time recruiting from?" (I wonder why?..) "Is there anyone in your network you recommend I should speak with?" (No brainer) "What companies do you tend to recruit from?" (Great for FAANG and similar!)

A good relationship between a recruiter and a candidate is crucial to achieve mutual benefit, understanding, and cooperation. From the very first contact (ensuring you are writing their names correctly, addressing them properly, etc.), we need to build a strong win-win relationship with them. I have personally experienced different situations where I was disrespected because I was “just a headhunter” and my advice or knowledge were simply ignored, but months later, the same people were reaching out to me to inquire about new opportunities. We need to recognize the value that a recruiter brings from our perspective, and to treat them as experts in talent acquisition, just as we are all experts in our respective fields or subject matters.