Find the best

recruiter For you

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Where are the jobs

Over the next decade in the U.S., health and personal care jobs are expected

to see the largest increases in newly created positions. Significant gains

are also expected in computer and information technology, construction,

mathematics, business and finance. All of these so-called ‘STEM’ fields show strong

growth, which fits with the ongoing transformation of the global economy and broader

social and demographic trends.

What many do not realize, is that even in a slow-growth economic recovery, the

unemployment rate for individuals with a Bachelor’s degree or higher was only 3.9% in

December, 2012. To bridge the talent shortage gap, many companies continue to rely

on staffing agencies and search firms.

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% change in total employment, by occupational group2010-20 (projected)

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Source: BLS Division of Occupational Outlook

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“Candidates need someone on their side as they begin to engage in the process

and meeting with a recruiter is good practice for when the client interviewing and selection process begins.”

ami cole,

Kelly recruiter

Why do you need a recruiter?

L everaging the industry knowledge and networks of recruiters is a critical

component of any job search. A professional recruiter can offer career advice,

inside knowledge of your target industry or company, compensation guidance

and “cultural fit” insight on prospective employers.

With the right recruiter you can:

1. avoid the general inbox: recruiters have direct relationships with human resources

and hiring managers so your resume goes directly to them, not a “job response

inbox” containing hundreds of resumes.

2. access unadvertised opportunities: recruiters often know about, and even fill

positions well before they are even advertised.

3. gain valuable insight regarding company culture: a good recruiter should be

able to tell you about the company culture and what to expect from individual

interviewers on your schedule.

4. get your own advocate: as an advocate, a recruiter can present you in the best

way, provide feedback and follow-up, as well as provide assistance through the

negotiation and onboarding process.

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diFFerent types oF recruiters

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staffing recruiters: work for staffing firms to provide a wide range of candidates to customers. Staffing recruiters may place administrative, professional or technical candidates, ranging from entry-level to senior-level, in temporary contract roles or as a permanent placement.

corporate recruiters: handle most aspects of the employee recruitment process for their own organization. corporate recruiters are typically in the human resources division.

executive contingent recruiters: work for search firms that are engaged by clients to perform a specific search for a range of mid and senior-level positions. contingent recruiters receive a fee only upon the successful placement of a candidate.

executive retained recruiters: work for search firms that are engaged by clients to perform a specific search for a senior executive position. retained recruiters receive a retainer (up-front fee) to execute a search.

maKe a recruiter shortlist

T here are many types of recruiters; staffing recruiters, corporate recruiters and

executive (contingent or retained) recruiters. Each may have a specific industry

or skill-set area of expertise. Ideally, you should focus on building relationships

with the recruiters that have visibility into the opportunities that are most aligned with

your career aspirations.

FolloW the Simple Five-Step proceSS beloW to Find and connect With

recruiterS that Specialize in your targeted roleS.

1. use keywords in a search engine (Google, Bing, Yahoo, etc.) to identify recruiting

organizations (Example: Executive Search Firms, Boston).

2. use yellowpages.com to identify recruiting organizations (Example: Engineering

Staffing Agencies, Chicago).

3. research and build a list of companies that you would like to target for

employment opportunities.

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4. use linkedin to identify individual recruiters that work for the recruiting

organizations or companies identified in steps 1-3 and specialize in your targeted

roles. (Example: Click on “Advanced” next to the search box on LinkedIn. On the

advanced search page enter “Recruiter” in the Title search box, “Kelly Services”

in the Company search box, and your targeted geography in the Postal Code

search box.) Review the search results for recruiters that appear to specialize in your

targeted roles.

5. Send an invitation to connect to the individual recruiters identified in step 4 with

a short personalized introduction. (Example: Hi Kim, I am building my network

of recruiters specializing in Finance and Accounting and would appreciate the

opportunity to connect. Please consider me for current or future openings. Thank

you.) After the recruiter accepts your invitation, you will have an email address to

connect directly and build relationships.

don’t just engage a recruiter, build a relationship

T he best recruiter – candidate relationships are mutually beneficial. A candidate

receives access to unadvertised career opportunities and gains an advocate. A

recruiter will appreciate reciprocal access to your network of potential referrals

as well as specific company or industry insight.

A common job-seeker mistake is to only engage with a recruiter when actively searching

for a new job. A strictly transactional relationship (candidate needs a job, recruiter needs

a candidate to fill a job), is less valuable for you, the recruiter, and ultimately the hiring

organization. Be prepared to invest time into building and maintaining a long-term

relationship.

conSider theSe guidelineS to Strengthen a

good Working relationShip With recruiterS:

1. make a good first impression: approach a recruiter as you would a prospective

employer and send an email with a professional cover letter/social media message. 

Introduce yourself during the first conversation as you would in an interview. A

recruiter will need to be comfortable with you before advocating for you as a

candidate to a prospective employer.

2. be proactive: let a recruiter know how you found them and if you’re interested in

working for a specific company or targeted industry.

3. think longer term: be prepared to stay in touch over the, short, medium and long-

term to find the right opportunity.

4. keep your information current: ensure they never have an out-of-date resume on

file and update your recruiter when things change.

5. be open to a recruiter preparation call and constructive feedback: a recruiter can

share a great deal of information about the company, role requirements and even

specific interviewer characteristics before an interview. After the interview, ask for

and be open to constructive feedback.

6. Share insights: what did you learn in the interview that would help both you and

your recruiter? Was the role as described by the recruiter or has it changed? Was

there a new interviewer in the process? Is this the right role for you based on your

career goals?

7. keep the communication open: maintain a positive relationship for the future, even

if you secure another role.

8. become a resource: share your industry knowledge and network of contacts that

may be interested in learning more about an opportunity.

9. consider all kinds of work if appropriate: project and contract (short or long-

term) work can often be a stepping-stone to a permanent role and allows you an

opportunity to evaluate the job and company. 

10. be clear: an open dialogue regarding your work experience, career goals and salary

requirements will increase the chances of a successful placement.

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cut through and position yourselF as a great candidate

T o best position yourself as a top candidate, be focused, professional and ensure

your personal online brand is in order. Read through these two ebooks, which

will help you present yourself online and avoid the pitfalls of social media: ‘Clean

Up Your Digital Dirt’ and ‘Building your Online Portfolio’. <add links>

in addition, make Sure you have:

1. completed and updated your linkedin profile. This is critical regardless of whether

you’re an entry-level graduate or a senior leader. It’s the first go-to-resource for

recruiters and hiring managers when sourcing and researching candidates.

2. added all your relevant skills and experience to your profiles and online pages.

Ask for people within your network to provide testimonials or references.

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“I really enjoy engaging with candidates who partner

with me in the job search rather than seeing me as

‘just a recruiter’. People who show they are consultative, can take on feedback and treat our relationship as

they would that with their employer are always going

to be great candidates.”

christopher parsons, Kelly recruiter

get ready For the initial call

Be prepared and ready to clearly articulate your experiences and the type of

position or industry you are targeting. Remember that recruiters are tasked with

finding candidates to fit a specific opening, and a call from a recruiter usually

means they are trying to determine if you have that particular skill or experience. You will

be elevated as a candidate if you can provide an example of how you used the skill or

experience to be successful in your current or past role.

If you find an opening online that you are interested in, follow the links and apply for

the job. Then, do a little research and send a note to the recruiter or recruiting group

directly and request an opportunity to discuss the opening. To find the specific recruiter,

follow the steps in “Make a recruiter shortlist”.

If you are able to share how your skill-set and experience will help you achieve success in

your targeted role, you will have a much better chance at being the selected candidate.

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Every three and half minutes, a Kelly temporary employee is offered a permanent position by a Kelly customer. Visit our job search site now: www.kellyservices.com

reFerenceS• http://www.bls.gov/web/empsit/cpseea05.htm

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about the author

greg arendt is the Vice President, global talent acquisition and Sourcing

for Kelly Services, Inc. and holds a unique dual role with direct reporting

relationships to the Chief Human resources Officer and the Chief Information

Officer. Prior to joining Kelly Services, greg led the global recruiting for

tower International, Inc. and spent six years as a President and Managing

Partner in executive search firms. greg holds a Master of Business administration degree from

Michigan State University – the eli Broad School of Management, and a Bachelor of arts degree in

telecommunications from Michigan State University. His experience as a senior executive in global

corporate recruiting, executive search and contract staffing uniquely positions him to provide

invaluable career management insight and job search strategies.

this information may not be published, broadcast, sold, or otherwise distributed without prior written permission from the authorized party. all trademarks are property of their respective owners. an equal Opportunity employer. © 2012 Kelly Services, Inc.

about kelly

Kelly Services, Inc. (naSdaQ: KeLYa, KeLYB) is a leader in providing workforce solutions.

Kelly® offers a comprehensive array of outsourcing and consulting services as well as world-class

staffing on a temporary, temporary-to-hire, and direct-hire basis. Serving clients around the globe,

Kelly provides employment to more than 560,000 employees annually. revenue in 2012 was

$5.5 billion. Visit kellyservices.com and connect with us on Facebook, LinkedIn, and twitter.

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