Managing Your Career - Working With Recruiters Presented By: Christopher J. Bilotta Resource Development Company, Inc.

Introduction Purpose Compare and contrast the various types of search/recruiting firms Provide tips on how to best use recruiting firms in a job search Presenter Profile President, RDC, Inc., HR Consulting Firm 15 years executive search & career consulting CPRW, CPA Drexel University: BS Business, MBA

Types of Firms Search/Recruiting Retained Contingency Employment Agencies Career Management/Counseling

Retained Search Firms Consulting oriented Receive exclusive assignments from client company Typically used to fill higher level positions (> $100K) Focus on process Develop full understanding of client organization and position Perform original research Maintain confidentiality Target passive candidates Never present a candidate to more than one client Conduct thorough candidate evaluations Submit status reports to client company Receive client fees upfront and during the course of the search

Contingency Recruiting Firms Transaction oriented Compete with hiring organization and other recruiting firms Typically used to fill lower level positions (< $100K) Focus on placement Spend less time understanding company and position Scan resume databases and known candidates Post job openings Deal primarily with active job seekers Will present a candidate to more than one company Conduct cursory candidate screening Receive fees only upon placement

Career Management/Counseling Firms May appear to be a search or recruiting firm Provide career coaching Perform assessments Give job search and marketing tips Make databases available for research Will not find candidate a job Fees ($3,000 - $6,000) paid by candidate Do not guarantee success

Retained vs. Contingency RetainedContingency Orientation ConsultingTransaction Client Relationship ExclusiveNon-exclusive Positions > $100K< $100K Focus ProcessPlacement Service Level High - CustomLow – Volume Candidate Source PassiveActive Fee Responsibility Employer Payment Terms Upfront, during searchOn placement

Working with Retained Firms Know what a retained firm is paid to do Check your expectations – be realistic You can make cold calls, but dont expect anything Send personal correspondence when your skills match their assignment Gain an introduction Dont take a lack of response personally

Working with Contingency Firms Find a firm that specializes in a specific industry or discipline Develop a comfort level with the recruiter Be certain that the recruiter understands what you are looking for Get referrals from other candidates Keep appointments, return calls, cooperate Avoid unnecessary follow-up

Identifying Firms National/International Kennedy Directory ( Local Philadelphia Business Journal Book of Business Lists

Your Job Search Develop a strategic plan Networking – direct/social Conduct your own marketing campaign Work with one or two recruiters Scan job boards, company websites, etc. Know your current and long term goals Establish to–do lists with deadlines Do something everyday Be proactive - dont wait until tomorrow