In a recruiting network, you have several different types of recruiters: importers – the recruiter working for clients who has job orders to fill, exporters – the recruiter working with candidates who solely refers talent to importers, and recruiters who do a combination of importing and exporting.
It’s a great system – an importer can simply post their job order and an exporter may find a perfect match by searching their database and sending one along. But it can only work correctly if both sides are on the same page. No importer wants to be spammed by an exporter with 100 resumes of candidates that don’t match what they’re looking for whatsoever, and no exporter wants to waste their time providing quality referrals to someone who doesn’t give any feedback.
“It comes back to the fundamentals of providing good, solid candidates with accurate and up-to-date information,” said NPAworldwide member Jason Brevard of Professional Outlook, Inc. “I have more success with those who call me and ask about my client, and ask the details of a job. I recommend picking up the phone, asking for details, and talking to the job order writer to get tidbits of info that will help you.”
Find out the must-haves and soft skills, which may not be present on the job description. In addition, when you talk to an importer, find out as much as you can about their relationship with the client, and make sure it’s a strong one. Query and ask questions like:
- How many placements have you done in the past?
- Is the relationship exclusive?
- Have there been a lot of candidates already interviewed?
- How many other recruiters are already working on it?
If you determine it’s worth your while, put the effort in and take it seriously. When you send in a candidate, make sure you’re giving an apt description — all details requested should be in there. Never just lob a resume at the importer. By the same token, exporters want good feedback. They’ll get a good sense of what the importer is looking for and adapt to that.
Here’s an example of a note one of our members uses when he sends importers his candidate write-up:
Candidate Submission Questionnaire
- Date and degree (Repeat for each degree)
- Where is the candidate authorized to work? What countries? Any unique provisions?
- Key certifications (PMP, Six Sigma Green Belt, etc.) or any training towards Lean/Six Sigma
- Language Skills (If they speak multiple languages or quality of English if they are foreign)
- Related SOFTWARE experience(SEE JOB DESCRIPTION)
- # of years of RELATED INDUSTRY EXPERIENCE (SEE JOB DESCRIPTION)
- Bullet points from resume that address the MUST HAVES OF THE JOB DESCRIPTION
- Reason for leaving each company listed on your resume (be specific) / Main Motivation for Moving
- Current/Last Position
- Current/Last Company
- How much notice required (Generally 2-weeks is standard)
- Areas open to relocation. Please list all main areas of country (Northeast, Southeast, etc.)
- Current/last base salary and REALIZED bonus structure.
- Recruiter notes: Any additional job-pertinent information the candidate has shared
