ClearRock

BOSTON - Job-seekers have about a 20% less chance of getting a job through an executive recruiter in today's tight job market, so it's more important than ever for candidates to best know how to attract the attention of, and work with, recruiters, according to ClearRock, a coaching and outplacement firm headquartered in Boston.

"Recruiters are placing, on average, about one out of every 12 people they meet with - up from about one in 10 candidates in previous years," said Anne Hawley Stevens, managing partner for ClearRock. "There are fewer recruiters working with more candidates, and a recruiter in this job market is typically placing only about one or two candidates per month," said Stevens.

Stevens recommends that candidates take the following steps to improve their odds of landing a new job through a recruiter:

• Provide recruiters with a written version of your "two-minute drill" in addition to a resume and cover letter. A two-minute drill is usually a verbal resume which candidates deliver during interviews that outlines their backgrounds, strengths, accomplishments, and desired job objectives. "You need to set yourself apart from all the other people sending resumes to recruiters," said Stevens. "Include some information about yourself that isn't on your resume, or show how your past accomplishments make you an excellent fit for your desired position."
• Posting your resume on numerous job boards will reduce the likelihood that a recruiter can help you. "Recruiters are best able to place candidates who cannot be found through other sources," said Stevens. "Some companies automatically search job boards after a recruiter refers a candidate, and they could say they found the person's resume online - which would eliminate the need to pay a fee to a contingent recruiter, who is compensated only upon successful placement of a candidate. The recruiter then probably wouldn't continue to work as hard to place that candidate." One alternative would be to confidentially place your resume with job boards, eliminating your name, company name, and other relevant information.
• E-mail - don't mail - your resume. "The vast majority of recruiters prefer resumes sent as a Microsoft Word attachment. Candidates can also paste a text version of their resumes into their e-mails, which recruiters can add to their databases," said Stevens. Many recruiters will also accept resumes on their websites and provide information on which format they prefer. But mailing resumes is futile, since most recruiters send resumes electronically to their clients.
• Follow up by phone. Stevens recommends candidates follow up by phone with recruiters within a few days after sending their resumes. "Calling can often make the difference as to whether a recruiter grants a candidate an interview right away," Stevens said. She also advises candidates to contact recruiters again in about six to eight weeks to ensure that they are still in recruiters' databases when they get other search assignments.
• Treat the personal interview with a recruiter as seriously as a first interview with a prospective employer. "Recruiters evaluate candidates on their appearance, preparedness, job-specific skills, and how comfortable they feel attaching their names to candidates," said Stevens. "Candidates should realize they are not only representing themselves when they interview with a recruiter, but are potentially a reflection on the recruiter and his or her firm. Recruiters also assess candidates for other openings their firms may have."
• Be open, honest, and realistic. "Never exaggerate your actual experience, and be honest about your educational background, degrees, and certifications. More and more companies are verifying degrees and employment histories," said Stevens. "Also, be realistic about your salary expectations. Recruiters in this market will often ask what is the least acceptable salary candidates would consider, and they don't want to get down to final negotiations only to be blindsided with unrealistic expectations. Candidates should, in turn, expect recruiters to provide them with accurate salary ranges for positions for which they are being considered."