Q: What is your opinion about recruiters? Is it worth the effort to hook up with several of them?
A: When looking for a job I recommended that you reach out to as many sources as possible. A multi-pronged, multi-layered, multimedia approach is best. That, of course, includes recruiters.
As you may know, there are different types of recruiters. The two main categories are Search Firms and Employment Agencies, also called Recruitment Firms or Placement Companies.
Search firms usually work on higher level professional and executive positions that pay 100k and above. They work on a retained basis which means that they charge the employer a fee based on a percentage of the new employee’s annual compensation. This percentage can range from 25 to 35 percent, and a portion of this fee is paid in advance upon signing the agreement with the search firm. Although it rarely happens, search firms are paid this fee for their work even if the position is ultimately not filled.
Employment agencies usually work on a contingency basis which means that the employer pays them a pre-determined fee only when they actually fill the job with a successful candidate.
If you ever come across an employment agency that charges you - the candidate - instead of the employer, avoid getting involved with them.
Many recruitment firms specialize in the placement of employees in certain industries or professions. For example: hi-tech, manufacturing, finance, non-profits, administration, accounting, the sciences, research, etc. Some agencies specialize in temporary placement and others emphasize placing contractors. Do some research, including referrals from friends and colleagues, to find the most effective ones in your field or area of interest.
Whichever type of recruitment firm you choose, it is important to develop and maintain a strong relationship with the recruitment professional you work with in that company. They can often be very helpful in your search and can continue to be an important professional connection even after you are employed.
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