Networking is amazing. You never know where a connection will lead. Levi mentioned to his personal trainer he was looking for a new job as an engineering executive. She immediately offered to introduce him to her friend, a new recruiter at a local search firm. Savvy Levi took her up on her offer because he knows all leads are good leads if you know what you want.
The recruiter, Linda, didn't ask to meet in person. "Just send me your resume for now. When something comes up, I will call you." Levi sent the resume with the understanding she would not share his credentials with anyone without his permission; an important safeguard to having his resume "shopped."
Imagine his surprise three weeks later when she emailed him about an opportunity with a reputable local company. Linda sent Levi the job description and told him to look it over before he interviewed, thus revealing her junior status as a recruiter. She didn't require a face to face and appeared to be "throwing" a resume at the opening. While Levi is smart enough not to tell her how to do her job, if he wants to be considered seriously for the position, he has to exert some control over the process.
He learned Linda's firm had the search because the hiring company had no luck filling it on their own after three months. This is a red flag because their locale is filled with highly qualified technology executives. Why haven't they:
1.) Attracted a qualified candidate
2.) Hired someone. First question suggests the gossip mill in town knows something about the job or company that keeps great candidates away. The second implies the company has impossible to meet requirements. Their reluctance to hire may also indicate lack of consensus within the company about the tasks for the position, the sphere of influence or mission.
Because Linda is young in her career, it is incumbent on Levi to manage the relationships and learn details on his own. Time for him to consult linkedin.com to see who he knows who can shed light on the company and the opportunity. Better still, he can contact his favorite recruiter and ask him what he knows about the company and job. There are few secrets among Headhunters in the local search community when a job has been unfilled for so long. Levi needs to discover what the hiring company's priority is and why they have had little success on their own in a town filled with probable candidates.
MY ADVICE: Talk to Linda face to face if possible. Tell her you want to make her look good so the more information you have when you meet her client, the better. Is there anything about the corporate culture or team she can share
Don't ask: Do you know their biggest priority?
Ask: What did they say to you to communicate their biggest priority?
Don't ask: Why haven't they filled the job?
Ask: What do they have to see to fill this position based on their past attempts. What did they say was missing?
Ask: When you spoke with the person to whom I would report, what impression do you have about his/her style? Their energy level? This assumption gives her the opportunity to reveal the level of her contact which you need to know.
If Linda does not have direct contact with the actual hiring authority, she may invent answers or repeat the canned comments from HR. Keep in mind, if HR had the right fix on the priorities, the job would be filled by now. That's why your own research is imperative. You can't rely on Linda's answers for what you need to know to conduct a great interview.
Ask: Is there something HR said more than once when they talked about their difficulty finding someone on their own?
Ask: What did you see in my background that told you I was a good fit?
Ask: I want to make sure we are talking from the same play book. What do you have in mind as the most important part of my background to get them interested in me as a candidate?
Ask: What if anything did they actually say to you that would suggest my experience managing teams in a variety of countries is of value? Use this approach for any characteristic you feel she needs to accentuate when she makes your appointment
Ask: I always send email thank-you notes to people with whom I interview. Is there any reason you'd be uncomfortable with my contacting them directly? Once Linda says, "No, go right ahead," you can follow up as need be in the future. Don't go around her, always copy her on emails and always let her know if you have contacted or otherwise spoken to the company on your own.
Linda may be inexperienced and even unprofessional, but she is still a gatekeeper and her client is still depending on her to fill the position. One negative word from her and you may be removed from consideration. Ask the Recruiter the right questions in the right way. Don't be dismissive as she learns her role, but don't be handicapped by her ineptitude.
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