With more and more people planning their next career move, I would like to address a few things that could be helpful in your relationship with an executive recruiter. Some things you can control and some things you can't, but there are ways to make yourself more marketable.

A majority of our client companies require a minimum of 2 years’ experience on the supplier side working on the account.  So if you have 3 years of experience in frozen foods and our client company is looking for 5 years of experience in sporting goods it usually isn’t going to be a good fit.  We certainly try to show client companies how you might be an appropriate fit and have valuable experience that might not exactly match their job description. But you’re up against other candidates who do have 5 years of sporting goods experience and who may be a better fit for the job.

More clients now expect candidates to walk in with a 4-year degree.  This isn’t always a deal breaker but candidates with a degree are usually considered more strongly in the current market. 

Some things you can control (e.g., finishing a degree), and some things you can’t control (your past experience). What are some areas that can make you more attractive as a candidate to be marketed by an executive recruiter?

• Have a great resume!  Not a good resume a great resume.  We want the client company to say “Wow – what a great background. Can we set up an interview?”  If the resume is difficult to follow and doesn’t show outstanding information then we usually don’t have a shot.  The candidates that say “get me the interview and I’ll get the job” are usually the ones cut earliest in the interview process.  Help us help you get that interview. Make your resume stand out from the competition.
• Interview with a recruiter the same as you would a hiring manager.  Since we are local we are fortunate to be able to meet a majority of our candidates. Prepare for the meeting and dress the part. Give us that feeling of professionalism that you would give on a interview.  I’ve met candidates with candidates wearing wrinkled clothing, caps, and who are chewing gum, etc.  No matter how good the resume is I want to know that you would represent our firm well on an interview and that you’ll be able to compete against other strong candidates.
• Keep me up to date on any changes in your status but don’t call constantly to see if I have an interview for you.  I can promise you if you are a strong candidate with a great resume you are being considered for multiple positions and will not be kept out of  any opportunity we can pursue.  Keep in mind the client company might have criteria restricting our search but a strong A+ candidate who is professional is always at the top of our. Too many calls and you can come across as desperate. A regular email to check in shows you’re organized and considerate.
• Send other A+ candidates our way.  Showing you value our relationship enough to refer your colleagues makes your stock go way up. (On the flip side – several times a week I receive referrals about someone’s cousin’s friend who lives in Cleveland who was a vaccum cleaner salesman and 10 years ago sold tennis racquets to Target.  It’s not that I don’t want to help, but I bet you get my point.)
• Don’t tell me you are a quick learner. I always assume that every motivated candidate is a quick learner. But companies don’t come to us for people who are trainable – they come to us for valuable work experience.
• Be discreet with your resume and any conversations we have about potential opportunities.  We know candidates work with multiple search firms. But I’m not impressed to learn a candidate is posting their resume or applying to positions on Careerbuilder, Monster, the Ladders, etc.  Why would a company pay a search firm to find someone who is sending their resume all over the place?