When you are job searching, connecting with a recruiter can feel like striking gold. After all, they often have access to the hidden job market and insider hiring information. But to truly benefit from working with a recruiter, it’s essential to understand how they operate and what they can and cannot do for you.

​One of the most common misconceptions job seekers have is that recruiters work for them. In reality, recruiters work with job seekers, but they are paid by the employers. Their responsibility is to identify and present the best possible candidates for specific job openings on behalf of the companies that hire them. Work with a recruiter to diversify your job search.

​Recruiters are hired by organizations to fill open roles. Their success is measured by how quickly and accurately they match candidates to a company’s needs, not by helping candidates land any job.

• Contingency Recruiters: Paid only if their candidate is hired. They often move quickly and may work with multiple employers or compete with other recruiting agencies.
• Retained Recruiters: Paid a retainer up front to fill high-level, executive, or specialized roles. They often have a more exclusive relationship with the employer.
• Temp/Staffing Recruiters: These recruiters place candidates in temporary or contract roles, often with the possibility of long-term employment. Temp jobs can be a great way to gain experience, keep income flowing between full-time roles, or get a foot in the door at a company.

Tip: If you’re open to temp work, make that clear early on. Temp recruiters often move quickly and need candidates who are ready to start right away.

​Transparency is essential when working with recruiters. One common scenario involves duplicate job submissions: a candidate may apply directly to a job, then later be approached by a recruiter representing the same company. If the recruiter asks whether you’ve applied to that employer before, be honest. Misleading the recruiter will waste their time, damage your credibility, and likely hurt your chances with that company.
 
Other moments when honesty matters:

• Don’t exaggerate job titles or responsibilities on your résumé.
• Don’t conceal gaps in employment.
• Don’t pretend you’re available immediately if you’re not.
• If you have upcoming obligations like a pre-booked vacation or medical procedure, let the recruiter know early so they can plan accordingly.

 

Recruiters invest time and effort into representing you. Be someone they can trust.

Recruiters can be valuable partners, but only if you manage the relationship strategically. Here’s how to stand out:
 
DO:

• Be clear about your goals: Know your target role, industry, and preferred culture.
• Keep your résumé sharp: Customize your résumé for clarity and relevance.
• Respond quickly and professionally: Even if uninterested, acknowledge outreach.
• Build relationships: Stay in touch periodically, especially with recruiters who specialize in your field.
• Optimize your LinkedIn profile: Update your LinkedIn profile by using the right keywords, job titles, and a good LinkedIn Headline. When writing the About section on LinkedIn, adopt a more personalized tone than the tone you used on your résumé. Regardless of what your résumé says about you, recruiters and hiring managers will always reach out to your LinkedIn profile to see “what else” they can learn about you, or how you would professionally communicate with a more relaxed tone. It’s a way of getting to know you better.
• Ask thoughtful questions: Ask recruiters about the company, role expectations, and next steps.
• Be upfront about availability: If you have travel plans, surgery, or anything that could delay a start date, let the recruiter know.
• Ask about skills testing: If you have strong Excel skills or other technical expertise, ask whether the recruiter offers testing software. A high score can boost your credibility when recruiters present your competencies to employers.
• Show up prepared and polished: If a recruiter sets up an interview with an employer, arrive early, dressed professionally, and ready to make a strong impression. First impressions matter.
• Request the employer’s business card. Before leaving the interview, ask for a business card from the person who interviewed you. When you get home, type a professional thank-you letter promptly. Before sending it to the employer, share a copy with the recruiter for review.
• Keep the recruiter updated after an interview. Once your meeting with an employer concludes, call the recruiter immediately. Share how long the interview lasted, who you met (including names and titles), questions asked, whether compensation or benefits were discussed, and your availability if asked. Also, mention any concerns you sensed from the employer about hiring you. Additionally, if any concerns from your perspective could influence your decision about working at the company, you should share them with the recruiter. The recruiter will need all this information in order to do a proper follow-up on your behalf with the employer. The quicker you inform the recruiter, the easier it is for him/her to catch the momentum.

 

DON’T:

• Don’t expect them to do all the work: They fill roles they’re assigned, not conduct general job searches.
• Don’t resist filling out agency forms: If the recruiter asks you to complete an application form, even if you have a résumé, just do it. It’s part of their internal process.
• Don’t ask them to rewrite your résumé: That’s not their job; get it ready beforehand.
• Don’t take rejection personally: It’s about fit, not your worth. Handling rejection in your job search is a part of the process.
• Don’t ghost: If you’re no longer interested, say so respectfully.
• Don’t send mass emails: Customize your outreach. Quality over quantity.
• Don’t cancel interviews last-minute or no-show: This reflects poorly on you and may end your relationship with the recruiter altogether.
• Don’t bypass the recruiter: If you’re given employer contact details, do not reach out directly. Communicate through your recruiter unless you’re told otherwise.

• Are you dealing with the client’s HR people, or do you have direct contact with the Hiring Manager?
• Have you placed other candidates with this client? How long have you worked with this client?
• May I please have a written job description?
• Where is the position located?
• To whom does the position report?
• Is this a new position? If not, why is the position open?
• What happened to the person who previously held this position?
• How long have you been working on the assignment?
• What does the position pay?
• Are there any pay or compensation constraints that I should take into consideration?
• What can you tell me about the person who will be interviewing me? What is his or her position, title, and management style?
• Who will make the final hiring decision?
• After you present my résumé, when can I expect to hear from you regarding the status of this position?

When an employer wants to make a job offer, the negotiation typically flows through the recruiter, not directly between you and the hiring manager. This may feel counterintuitive, but it works in your favor. Here’s why:
​

• Recruiters work on commission, and their commission is usually a percentage of your starting salary. That means the higher your salary, the better for them, too.
• They know the employer’s budget and how far it can stretch. Trust them to advocate for your best possible compensation.
• They understand market value and can position your worth with data and confidence.

Also, keep in mind that total compensation includes more than just base pay. Things like:

• Sign-on bonuses
• Annual performance bonuses
• Vacation time
• Health and retirement benefits
• Remote flexibility or stipends

 

… all play a part. Let your recruiter know what matters most so they can negotiate with a full understanding of your priorities.

​Recruiters are not silver bullets, but they can be excellent allies in your job search if you understand their role and engage with professionalism. Treat them as partners. Be honest, responsive, and respectful.
 
The more prepared and transparent you are, the more likely a recruiter will be to champion your candidacy, again and again.

Source: https://www.market-connections.net/blog/how-to-work-with-recruiters