Good Will Hunting

There was a time when a job search consisted of thumbing through classifieds ads, mailing resumes and crossing your fingers.

Times have changed. Chances are that someone will contact you about an opening. That's why it's important to understand how recruiters work.

A recruiter has a contract with its client company to identify candidates. Employment agencies, on the other hand, send resumes to companies hoping that the person fits. The recruiter has an advantage because his contract with the client company means they'll be working together as a team to find the best candidate.

Will J. Sooter, W.J. Sooter Associates president, is an independent retained-executive search consultant who specializes in placing executive and technical personnel. He divides recruiters into two categories: contingency and retained.

Contingency recruiters generally work through the client company's human-resource department and often don't get feedback directly from the hiring manager. A lack of direct communication can hinder the hiring process because no one can be sure what the other person is looking for. Another difference is how they are paid.

"Contingency firms do not get paid until they make a placement," Sooter said. "This leads to a high turnover rate among contingency-firm recruiters because few are successful at making a placement and thus never make a paycheck."

Even if they're successful, the contingency company takes up to 70% of the recruiter's placement fee, which may be 15% to 20% of the position's base salary. This can lead to unethical practices because the recruiter is focused on doing whatever it takes to make the placement and get the fee.

Retained companies receive a retainer before the search begins and the balance upon successful placement. Weakening the relationship between payment and placement eliminates the temptation to use unethical practices in order to make a placement.

KNOWLEDGE IS POWER Recruiters find job opportunities and qualified candidates through advertising, Internet job postings, targeted calls to specific industry segments and through networks of industry contacts, which include former client companies and candidates.

Marla J. Collier, president of retained-search company Internet Resources, finds candidates primarily through networking because she targets people who aren't actively looking for a job change. Those people often are good at what they do and are not in jeopardy of losing their jobs. That means building relationships with potential candidates.

"We get to know the candidate, their background, experience and most important, what type of position they would be most interested in accepting, " Collier said. "Because most of the candidates we work with are not looking for a job, we do not pass a resume on to the client company until we obtain the candidate's permission. The wireless community is a small community, and people know each other."

Even if you're the ideal candidate, the recruiter shouldn't pressure you to interview with the company or change jobs. The goal is to find the right person for the job, so matchmaking must be based on a mutual understanding of your career goals.

Before recruiters will give your resume to their client, they typically will ask questions about your career goals, salary requirements, ability to relocate, education and work history. You probably will be asked to submit references, so make sure the recruiter agrees not to contact them without your approval. They also will assess your communications skills based on your meetings with them.

You should expect the recruiters to have done the same level of research with their client. Internet Resources begins its search by determining what the company is looking for and following up with extensive conversations with hiring managers and staffing representatives to learn about the company's technical capabilities, corporate structure, business strategy and growth.

"A key ingredient to making the right hire is to be able to articulate what makes this company a better place to work for than the competitor down the street," Collier said.

OPPORTUNITY DOESN'T ALWAYS KNOCK When recruiters approach you, it's important to have an open mind and listen carefully to what they have to say. Bill DeWitt, president & CEO of wireless recruiter Orion Technology, said that even if you are currently not interested in changing jobs, you might need a recruiter in the future. Establishing that relationship could prove helpful because landing jobs isn't just about whom you know; it's about who knows you. An experienced recruiter often is the first to learn of a change within a company or industry through the contacts accrued through years of networking within an industry.

"When you reach a certain level in your career, you cannot just go looking for a job," Collier said. "It's better to have the eyes and ears of a search consultant open for you so thatwhen the right opportunity presents itself, there's someone out there looking for you."

Building a relationship with a recruiter also can prove helpful in planning your career. If you're not sure what moves to make, a recruiter can help you evaluate your career goals. In the process, you will be able to determine whether a recruiter is trustworthy. That's an important trait because confidentiality is key to the job search.

"There are individuals, unfortunately, who will 'shotgun' a candidate's resume to companies in the hopes of getting their submission date-stamped earlier than other search firms," DeWitt said. "This throw-it-against-the-wall-and-see-if-it-sticks approach is both highly unethical as well as unprofessional. And because many industry professionals are well-acquainted with some employers, it can place the candidate in jeopardy of losing his current position or eliminate his chances for career advancement with his current employer."

To avoid that situation, interview your recruiter to learn as much as possible about his procedures in referring a candidate for interview. You might even be able to use your resume as a bargaining chip. DeWitt said that in most cases, if a candidate is highly marketable, the recruiter will be willing to provide references of individuals he has worked with.

Sooter recommended asking whether the recruiter is from a retained search firm and the details of the opening.

"If the recruiter balks at providing this information, then hang up the phone because it's a contingency search," he said. "A professional retained recruiter will always be straightforward and will reply to these questions."

There are ways to learn more about openings. Most search companies will have job postings on their web sites, where you can determine if a particular opening is right for you. Following up with a phone call to the recruiter should help you determine if he can assist with your job search.

If you decide to pursue the opening, any information you send should be as comprehensive as possible so that the recruiter is fully prepared. Provide as much information as possible about your education, experience, ability to relocate and salary needs. It's also important to highlight key professional strengths and explain why you're looking for a new opportunity.

The bottom line is that although recruiters can assist you, ultimately your career is in your hands.

Are some wireless companies playing Pied Piper? Tales abound of companies hiring a competitor's worker and then luring away that employee's former co-workers.

"Companies are stealing from one another continually," said Misty Baker, Global Wireless Education Consortium executive director. "That is part of a severe HR problem in the wireless industry."

Baker said many college graduates entering wireless today generally have just the basic knowledge of the field. That makes veteran employees with proven abilities highly sought-after, and when they leave, they take with them their skills and experience. Luring away their former colleagues is one way for a company to grab an entire team.

But Bill DeWitt, president & CEO of wireless recruiter Orion Technology Group, doesn't agree that employee stealing is rampant in wireless. Although many wireless companies want experienced people, he believes it's rare that a company will play Pied Piper.

"Most ethical staffing departments within the wireless industry avoid pillaging a resource unless it is well known that a company is laying-off or closing," he said.