Next there are recruiters who are pretty far away from the action. These recruiters may help with a little free coaching, since they work more closely with candidates. While you’re more likely to get some help from these recruiters than the standard retained or contingency recruiter, remember that they don’t work for you. Since you don’t pay them, you’re not likely to get much time or help.
If you can’t find another way into the company, they might help. Chances are, you can find a closer contact yourself than through any of these types of recruiters.
3) Splits recruiter or sourcer: A recruiter who works on splits finds candidates for another recruiter’s position. Splits recruiters may be a recruiter within a large firm, or may be an independent who concentrates on finding candidates instead of building relationships with hiring managers. Some splits recruiters may be more valuable than others:
- Large firm: This may be the best type of splits recruiter to work with, as they generally have access to the direct recruiter. Some larger firms will split the recruiting function into sales (building hiring manager relationship) and sourcing (building candidate relationships).
- Ongoing relationship: This may be almost as good as a large firm splits recruiter, if the sourcer has worked with the sales person numerous times before and has been a trusted source of candidates. If you discover that a recruiter is a sourcer or working splits, ask how many times they have sourced successful candidates for the firm that secured the job order to get an idea of how close the relationship is.
- Splits board: This is the Careerbuilder of sourcers, who pick up job orders from a job board or an online group. These sourcers have a very thin relationship with the owner of the job order, who likely has many sourcers working to supply them with candidates.
- Candidate shopping: Some sourcers will look for candidates with strong, generally in-demand skills, and shop them to all the firms they can find who work with splits. This can actually be more helpful than it appears, as your resume may get shopped to many firms … then again, it may not.
Finally, there is the bottom dwellers of recruiting, who doesn’t have an active job order, doesn’t have a relationship with a company who is actively looking for your talents, and isn’t working under splits. This type of recruiter is looking for people who are willing to be shopped. This type of recruiter relationship generally yields the least results – you probably don’t want to invest much time with this type of recruiter.
4) Recruiter with no relationship: This is the trolling recruiter, who looks for candidates with a general skill set that they think has a higher marketplace demand. The trolling recruiter shops the candidate into companies where they don’t yet have a relationship as bait. These are often newer recruiters or recruiters who are trying to build their book of business. While this practice can yield results, it’s your lowest likelihood of getting employer attention, since the recruiter doesn’t have any better relationship with the hiring manager than you do. The trolling recruiter may be just shopping your resume into HR – giving your resume about as much chance as if you applied online.
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