How to use a recruiter more effectively
A positive process is about open and frank communication (and this works both ways – all good recruiters that I know have very high standards of integrity and ethics).
As the saying goes, trust doesn’t cost anything, but a lie could cost you everything.
So here’s how you can use your recruiter more effectively:
1. DO make sure your CV is an accurate representation of your career history / achievements
Always include your full employment history on your CV. If you have worked in certain organisations for short periods of times but decided not to include them on your CV, flag it up to your recruiter and tell them why.
Don’t lie about your academic credentials, and don’t over-inflate your previous job duties. Most employers will run background checks of sorts and if things don’t stack up, you will be left in a very awkward situation!
2. DO be honest with previous reasons for leaving
If you’ve been dismissed from a previous job, do explain the reasons to us. Potential employers WILL find out through reference and background checks. You’re better off letting your recruiter know in advance so they can try and manage the process.
3. DO speak openly with us
Giving your recruiter a 'poker face' and not wanting to disclose anything is not, unlike what some people may think, a great negotiation tactic when job searching. It just gives your recruiter the impression that you’re 'shady' and have something to hide.
If you don’t allow us to get to know you, we’re unable to represent you fully or market you as effectively as a candidate to a Client. I appreciate this works both ways, so if you have questions about a particular role, I WILL do my best to answer your questions to a reasonable extent.
4. DO tell us about planned vacations/ability to start a new job or attend interviews:
It’s never a good idea to leave this information out. Being inflexible with interview time slots, or only telling us that you have a planned vacation for several weeks which would delay your start date will tend to leave a bad taste in employers mouths. Raise the issue of your interview or start-date availability at the beginning of the process, rather than at the last minute. Again, with this knowledge in mind, your recruiter can manage the process better.