CheckMate

The discussion about what works and what doesn’t for recruiters and employers trying to find solid qualified candidates, and vice versa, is as hot now as I’ve ever seen it. The whole Web 2.0 concept including social networking sites like LinkedIn and Facebook…what appear to be ever-increasing needs for very specific experience with a limited talent pool to supply those needs…recession fears… All of that makes for a glut of information that can leave your head spinning.

So, I wanted, as always, to give you something that would be useful to you, and right now. Because, no question, there are things you can do as a candidate when dealing with recruiters that will make a big difference.

Tons of things have been written, but I’ve still never seen anything better than “10 Ways to Make Recruiters Love You”, which was written over a year ago by Carl Chapman at Confessions of an Executive Restaurant Recruiter. Carl’s idea originally was that there needed to be a “Recruiter’s Bill of Rights” to go along with a Candidate’s Bill of Rights that had previously been published, and that evolved into this list.

You can download the much longer PDF here, but here’s the summarized list:

1. Confidentiality - Recruiters are entitled to have confidentiality and security of the information shared with prospective jobseekers regarding the companies with whom the recruiter is working and the positions which he is trying to fill. Any sharing of information with colleagues or co-workers should only be done with express prior permission of the recruiter.
   

2. Credibility - Jobseekers that apply for positions or express interest in a position during recruitment will do so and substantiate that he or she is willing to accept a new position based upon the criteria that is outlined to the recruiter. This means that a jobseeker is ready, willing, and able to commit to a job change for an acceptable offer.




3. Accuracy - The resume and all other documents presented to the recruiter accurately depicts the experience, work history, and accomplishments of the jobseeker. All items will be a true representation of fact.




4. Consideration - All interested candidates, will work with the recruiter based upon their ability and aptitude, and that consideration should be free from racism, sexism, and other forms of prejudice and intolerance.




5. Consistency - Decisions to accept or reject offers will be made on the basis of facts and parameters discussed with the recruiter prior to the jobseeker receiving an offer. There will be no eleventh hour “gotta haves” that are sprung on the recruiter.




6. Follow-Up - Recruiters are entitled to consistent communications regarding the status of their candidate, regardless of the how busy the candidate might be or any change in the status of the candidate as regards his or her job search. Recruiters make their living by being available for phone calls, they are always available or have a system of notification such as pagers, forwarded telephones, or voice mail. There is no acceptable excuse for not calling your recruiter back, other than death - either yours or his.




7. Preparation - Each candidate pledges that they will review all relevant information about the organization provided by the recruiter and do research that is appropriate for the level of the position on which they are working.




8. Respect - Scheduling of interviews will occur in a manner that connotes mutual respect for the hiring manager, their time and their efforts, as well as the needs of the company and formalized hiring process.
   




9. Communication - Every inquiry from your recruiter regarding the status of candidacy or application with him or any other company is worthy of a response.
   




10. Information - The recruiter will be provided with the necessary and truthful information about the candidate, his or her work history, compensation, performance, felony record, drug use, and other legal hiring criteria etc. in order for the recruiter make an informed decision about the candidate’s suitability for the position.

“Follow-Up” is probably my favorite, but I like all of them - I don’t see how as a candidate you can go wrong following those guidelines.

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