A trusted relationship between an IT recruiter and a candidate is coveted in our business from both perspectives. You don’t have to be looking for a new job to have a relationship with a recruiter. Any relationship requires effort to maintain, but being connected with a good recruiter definitely has its rewards…
by Justin Brewington, Technical Recruiter – Direct-Hire Services
In our previous blog article, “How to Find a Good Recruiter: Six Useful Questions to Ask,” EdgeLink Technical Recruiter, John Kahlil Somera explained the process of identifying and qualifying a recruiter from a job seeker’s perspective. I would like to expand on the topic by asking, “once you have found a great recruiter, what’s next? How do you ensure your relationship is a productive one?” Continue reading
HOW TO FIND A GOOD RECRUITER: Six Useful Questions To Ask
by Kahlil John Somera, Technical Recruiter
Are you currently working with a recruiter to help you find a job? If so, does the recruiter meet, exceed or fail your expectations? How do you know that you are working with a good recruiter? Continue reading
by Gina Storey, Senior Technical Recruiter – Contract Services
In this dynamic industry, recruiters face many challenges–many due to the complexity of us humans. I have met with some incredibly creative and remarkable people that have been gracious with their time and job search information. At the same time, I have also encountered many candidates who carry a negative bias about recruiters, which causes them to keep a lot of important and critical details under wraps.
My job as a recruiter is two-fold; one main responsibility is to find suitable positions for my applicants, another is to deliver strong, qualified candidates to my client. When I present a candidate to a client, I communicate a summary of their skills and career goals along with an overview of their current job search activity. One of my biggest challenges is to get candidates to understand the benefits of sharing information with me regarding their job search; this includes other interviews they have had and other companies/opportunities they have pursued. To them, I may appear nosy, but as their advocate and their only voice to the client, I must have all current and accurate information in order to go to bat for them and guide the hiring process. My best intentions are with my candidates and I have no interest in jeopardizing their other job prospects (on the contrary!), I am simply aiming to be a credible advocate for them. If there are ever any “surprises” that pop up in process that I knew nothing about, not only is my credibility with my client compromised, the candidates credibility is also tarnished. So, if you get annoyed with me for asking a lot of questions about other opportunities you have in the pipeline, just remember that I am doing my best to help you gain a fabulous job. And, if you happen to get that fabulous job through another avenue, I will be the first to congratulate you on a job well done!