I’ve noticed that the most informed and highly-regarded attorney recruiters want to obtain a lot of information from me. What if I don’t want to tell them about my salary or why I want to leave my job? Can’t they just tell me what jobs are available in the market?
Understanding several things about professional recruiters will not only answer these questions, but will also enhance your overall recruiting experience.
Given that recruiters are compensated by the clients, it’s crucial that we carefully screen candidates for important information; examples of this would be salary, required compensation, ability to relocate, hours regularly billed, and about their evaluations. In-depth screening helps us determine whether a candidate is a good fit for a particular job, a personality fit for a prospective employer, and helps us to assess whether a candidate will be communicative and forthcoming during the placement process. This information should be kept in the strictest confidence (at Rifkin Consulting, we take this seriously and have a Privacy Statement on our website. Read it here
The recruiting process frequently takes a good deal of time. However, there are often times when we need a timely response from a candidate, such as when scheduling an interview. If we are working with a candidate who is difficult to track down and does not show genuine interest in exploring opportunities, then it's better to know this early on so that we can direct our efforts on placements that are more likely to move forward and with candidates who are more willing.
Specific job information is rarely shared during a first call or email. Our insider information is a valuable asset – and recruiters want to feel confident that a candidate will not utilize this information outside of the relationship for self-gain. Sounds terrible – but it happens. Therefore, it’s important that we first try to determine whether this job seeker is serious about a job search and willing to be loyal and work together once information is shared. There are several ways this can be ascertained, such as if the candidate quickly sends a resume other requested materials and information that are crucial to the process. Additionally, it’s very important for a candidate to provide a list of any submissions that have already been made, so that the recruiter can move forward in an informed manner and not duplicate efforts. Once a candidate takes advantage of a recruiter or is dishonest, the relationship can rarely be repaired.
We are your managers, your counselors... facilitating the process on your behalf from beginning to end. With mutual respect, the relationship can be rewarding, long-term and successful!