Get into a recruiter's good books

Previous bad experiences may have left you feeling that people in the recruitment business promise the earth, shake your hand, and then never contact you again.

However, the reality is that there are many professional, consultative outfits out there who offer real value to employers.

As the HR function has evolved, reliable recruitment consultancies have become a must-have resource for employers who want to streamline their processes and cut down on the amount of management time involved in sifting through applications, interviewing and shortlisting.

Today, many recruitment consultancies are seen as a partner or an extension of the employer's own team, so don't always perceive them as the enemy, and feel free to open up to them.

Make sure the consultant knows about your key achievements, what makes you tick, and what you are looking for on your next step up the career ladder, otherwise they are unlikely to be able to present you in the best light to potential employers.

Where do I start?

The barriers to entry are fairly low in recruitment consultancy, so be selective and ask friends for referrals. The initial phone call is always a good measure, so listen for the clues.

A good recruitment consultant will display three main traits in the initial contact stage: thoroughness, professionalism and interest. Make a mental note of the sorts of questions you are asked. Your consultant should be trying to find out about your achievements, your aspirations, and what is motivating you to look at other options.

You should always feel that you are being treated as a person, not a commodity, and that you're being dealt with professionally - it's a business relationship, and should be seen as nothing less.

Strength in numbers?

There is an assumption that by using multiple agencies, you have more chance of finding your perfect job. This may sound logical, but it is not always the case. If you've found one consultant who understands you and what you're looking for and is coming up with the sorts of organisations and vacancies that interest you, then it will probably serve you well to stick to one - at least for the first few weeks. Relationship building with a consultant is really the key to success.

Getting an interview

You need to treat your consultant as you would a prospective employer.

At your meeting with your consultant, you should come out feeling as though you have had a fairly tough time - don't take this the wrong way. It's good interview practice and it also shows that the consultant has understood your strengths and weaknesses.

Many consultants offer interview coaching, so take advantage of this if you think you need it. At that meeting, you also need to be very clear about the sorts of vacancies and employers that interest you. You need to appear enthusiastic and flexible. You will have a fixed idea of what you feel you can achieve salary-wise, but be prepared to be guided by the consultant - they know the market and what organisations are willing to pay. Consider the whole package before turning down potentially interesting opportunities.

Follow up

Any consultant worth their salt will ask you to make contact with them immediately after the interview for feedback. This is not only to ascertain your interest in the job, but also to see if you feel you made any mistakes - whether there is anything you said that you felt that you shouldn't and, indeed, if there is anything you did not say that you feel you should have.

A good consultant can always go back to the client and put the little glitches right. They will also get feedback from your potential new employer.

If you only do five things

1 Pick a recruiter who specialises in your area of expertise - or has a strong division in that area.

2 Make sure you build a relationship with your consultant.

3 Always speak to your consultant after an interview to give and gain feedback.

4 Keep the recruiter informed of contact numbers and interview availability.

5 Make use of additional services, such as interview coaching.

For more information

Book

Brilliant Interview: What Employers Want to Hear and How to Say It
Ros Jay, Prentice Hall, £9.99, ISBN 0273703560

Article

How to appear on a headhunter's radar

Expert's view: getting the most out of recruiters Jo Stutely, UK director, La Crème

As a recruiter, which candidates impress you the most?

The best candidates are those who are keen to get advice, will listen to the advice they are given, and do not have unrealistic expectations. Honesty is important - as is the willingness to have a full and frank discussion about the candidate's achievements, strengths and weaknesses. Additionally, a good sign is when candidates treat the interview with the consultancy with the same degree of importance as an interview with a prospective employer.

What do HR people tend to get wrong in their own interviews?

Not preparing a detailed job spec is a common mistake - it's difficult to really evaluate a candidate's suitability and capabilities if you have not thought through and clearly identified the objectives of the role. Additionally, HR professionals can sometimes forget that they are selling as well as buying. This may sound obvious but, according to feedback from our own candidates, this is often the most overlooked part of any recruitment process.

Top tips:

• Be honest - don't try to pull the wool over a recruiter's eyes.
• Be realistic - have an honest view of your market worth.
• Treat your consultant as a professional adviser whom you can trust.