Most of the folks we work with, especially candidates don’t really know what to expect from a recruiter, so here is an explanation:<\/p>\n
A quick Google search says that there are 20,000 Businesses in the United States that claim themselves to be some kind of recruiting firm. (Most of these are temporary<\/em>\u00a0staffing firms. The rest are permanent <\/em>placement firms. A number of years ago , according to The Fordyce Letter<\/em>, (it closed its doors in 2016) \u00a0the country\u2019s foremost authority on the placement and recruitment profession, maintained a database of some 33,000 firms in the United States that were, in one form or another, involved in the business of direct personnel placement, either temporary placement or permanent placement.\u00a0Fifty five to sixty percent of recruiting firms went out of business over the past three or four years only to be replaced by others. Twenty new recruiting firms open in the U.S. every week.\u00a0 It is estimated that one-third of these firms work on a retainer basis and the rest in some form of contingency.<\/p>\n The average permanent recruiting firm has 3.1\u00a0(Our firm has more than 20)\u00a0<\/strong>“consultants\u201d in it who successfully averaged recruiting and placing 1.5 people a month. (This is the same statistic that existed when I got in this business in 1973.) (Individuals in our organization average 4 a month, I, personally, average 10. )<\/strong><\/p>\n The average tenure of these firms is seven years and the average “consultant” has been in the business for 15 months.\u00a0 (Our firm’s been here since 1952 and our average placement manager has been here for 16 years.)\u00a0<\/strong><\/p>\n In the early ’70s it was estimated that 5% to 10 % of the professional people that were hired in business were hired through the help of a third-party recruiter of some sort.\u00a0 That estimate today is closer to 20% or 25%.\u00a0 As the job market expands and good candidates are harder to find, third-party recruiters will be used even more.<\/p>\n Traditionally permanent recruiters have been defined in two broad camps.\u00a0 The retained recruiter, who is just that, “retained,” to find an employee which was one group and the other was the \u201ccontingency group\u201d that received their compensation only if they were responsible for causing a candidate to be hired.\u00a0 There is, however, a broad range of even contingency firms that you need to be aware of so that you can decide if they can actually help you find a job.<\/p>\n We will discuss, in general terms, the reasons that you should or should not use a recruiter and what that recruiter can or cannot do for you.\u00a0 I will then discuss in detail what you, as a job seeker, need to know about the relationship<\/strong> that different kinds of recruiters have with employers and therefore the kind of relationship<\/strong> they will have with you as a candidate. \u00a0The most important aspect of this is for you to know how all of the different kinds of recruiters can help you based on that type of recruiter’s relationship with the employer.\u00a0 <\/strong><\/p>\n \u00a0<\/strong>What you should expect and how you should deal with a \u201crecruiter ” totally depends on your understanding of the kind of recruiter that you’re dealing with.\u00a0 When you know the kind of recruiter that you were dealing with and his or her relationship to the employer, you will know how to manage your own expectations.<\/p>\n In general, here is what recruiters can do for you<\/strong>:<\/p>\n Here are some things that a recruiter cannot do for you:<\/strong><\/p>\n ….more next week<\/p>\n <\/p>\n <\/p>\n <\/p>\n","protected":false},"excerpt":{"rendered":" Most of the folks we work with, especially candidates don’t […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[1],"tags":[],"yoast_head":"\n\n
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