Considering partnering with a recruiter to assist you with your job search? That relationship will partly be determined by your current employment status and situation. Are you unemployed and looking for a job today? Moving to a new area and looking for a job in 6 months? Employed and looking to make a move in the next year – “keep me in mind if you hear about X”? If this is an attainable request, let the recruiter know.
A tricky part of the job-seeking process is determining the right amount of contact to have with a recruiter. When should you follow up? And how? No one wants to be a pest, but at the same time, you don’t want to risk being forgotten either. Truly, there is no way to definitively say one way or another is better. It really comes down to the situation and your approach.
If you are working in a temporary job and the recruiter or firm you are working with encourages you to check in frequently, then follow their instructions. If you’re browsing – maybe looking to make a move in the next year, maybe a monthly or quarterly “check-in” is plenty. Have this conversation and understand how you will develop a relationship with a recruiter.
Unemployed and need a job today?
This relationship will include regular contact – often weekly, but in a hot job market, it could be more frequent. A recruiter will contact a candidate immediately if an employer is ready to schedule an interview or additional information is needed. If the recruiter says they won’t have any feedback or other information until X day, no reason to call and “check-in” prior to that.
It’s also important to keep the recruiter in the loop regarding any applications you’ve sent directly or interviews you have scheduled through your own efforts. Not only to keep from duplicating efforts, it will also let the recruiter know he needs to light a fire under his clients that had expressed interest in your resume.
Currently employed but want to change jobs in the next or moving to the area in the coming months?
Talk with a recruiter about timing and strategy. Some employers need to hire immediately, and others know of a hiring need in 3 or 6 months. Maybe they are bringing on a new practice group in a few months and will need a paralegal and secretary to support this group? They possibly have a big client working on an acquisition in the next year. Hiring Managers want to lay a foundation to build that team.
They are job seekers with a unique request. These are often job seekers that are generally happy in their current job but are interested in hearing about an opportunity to work remotely or lessen their commute. If a distinctive requirement if the only way you’ll consider another job, make that clear with the recruiter.
Be clear in your job search requirements, discuss a plan regarding future communication, keep the recruiter in the loop with regards to your own search efforts or any other change to your candidacy and let’s find you a new job!