Having the opportunity to work with a recruiter takes a lot of the heavy lifting off of your hands and increases your chances of finding the best position possible for you and your needs. However, to fully reap the benefits, you should practice full transparency in the relationship. In order for recruiters to yield the optimal result, it’s imperative that they have all the information we need to match you with the right opportunity that aligns with your background, experience, and career path. On the other hand, if you’re a client seeking talent- we want you to grant us complete insight into what you desire in an employee, well, at least that’s what the Interior Talent team would desire.
Share your true motivations with your recruiter.
When beginning the process of speaking to a recruiter about finding new work, chances are, they will ask you about your motivators. Knowing what drives you to wake up in the morning is useful because it helps a recruiter get a sense of who you are and what it will take to keep you happy in a place of work.
A recruiter would like insight into what motivated you to leave your current position and what motivates you in business if you’re a firm owner. Knowing your ultimate goals as a company will help you to find better candidates who share similar values, possess skills to execute your mission, and think similarly to you and your team.
Be honest with your recruiter about your compensation needs.
Sharing your compensation guidelines helps your recruiter share opportunities that align with your needs. Your recruiter needs to know what you’ve been paid in your past positions, what you’re making in your current position, and what your financial goals are so they can efficiently align opportunities that match you.
Being honest and upfront about your compensation needs with your recruiter will eliminate additional conversations and steps during the offer stage in your search. Recruiters will negotiate with the client on your behalf, but it poses challenges when they do not have the information to do so. As you can see below, negotiating your salary works, and 84% of job seekers negotiate salaries for higher pay. This is why it is valuable to be transparent with your recruiter so they can do just that.
As an employer, it might be tempting to withhold information out of fear of warding off candidates, but trust your recruitment partner when they say there is a match for almost any company. Give the recruiter full disclosure of what you can comfortably afford to provide for a candidate and what they can honestly expect to experience coming into your company, and they’ll be able to find the right fit for you. The recruitment firm’s job is to let you know where you might need to make adjustments if you’re having a difficult time attracting talent.
Disclose other positions to which you’ve applied.
Your recruiter also needs to know your job search activity prior to working with us. We want to avoid submitting you to companies that you’ve already attempted to save time and refrain from impacting your chances for that opportunity. This can potentially cause you to look unorganized in the application process and harm your chances of consideration. Additionally, recruiters are well-connected in the industries in which they work. They may be connected with the decision-maker for a firm you are interested in and have a better alleyway to get you into the interview process. In most cases, when you begin a search, it is in your favor to connect with a recruiter first before applying to various firms.
Let us know what did and didn’t work.
During the hiring process, it’s also helpful for recruiters to know about your past, precisely what you’ve felt you were missing at your previous company or from your previous employee, and what things you could do without. At Interior Talent, we have experienced vast scenarios and can provide you with our expertise and guidance on finding your next opportunity for that perfect new employee.
As a candidate, letting your recruiter know everything that transpired at your last position could be the difference between turning a completely new leaf or ending up in the same situation at a different location. For example, if you were terminated from your previous position, that can be helpful in how they move forward with consulting and placing you. If your punctuality was an issue, it might make sense for you to get placed somewhere close to home or even remote. If you felt that the job was too demanding to keep up with, they might take special consideration to the work culture of the company they submit you to, and so on.
Tell us about the challenges of the job.
Even the best jobs come with their challenges. So, if you’re an employer, share those challenges with your recruitment partner so they can properly disclose them to potential candidates. This will help you attract individuals well-suited for your company’s needs and can rise to the occasion. The consequence of withholding valuable information as it relates to an employee’s potential day-to-day experience can be having to restart the hiring process again due to the candidate walking into a situation that they are not cut out for. Being transparent with your recruiter or recruitment firm benefits all parties because it guarantees a faster job search process and integration of your new hire into the office. Follow these tips and watch the results turn out in your favor.
Don’t forget to visit us on our other platforms for more valuable resources that will help you run your firm better or find the right firm for you. Follow us on Instagram, Facebook, and LinkedIn today. Also, check out other articles that can help you better your business, like this piece from our principals sharing what they’ve learned in the past 20 years.