Re: Careersn (was Certification) -- MIDRANGE-L

In a message dated 04/06/1998 11:07:58 AM Central Daylight Time,
CORNELLS@mercyhealth.com writes:

<< Am I taking unfair advantage if I describe my
 ideal job, then turn Joe recruiter down when he comes w/something
 that just doesn't, in MY book, measure up to what I want, even if, in
 HIS book, it does?  Personally, I don't think so - I thought that's what
 recruiters did, root about for stuff I can't/won't find using sources
 to which they (presumably) have access but I do not...but what sayeth
 the list?
 
 Scott Cornell
 Mercy Information Systems >>


Scott - no, you're not taking unfair advantage of anyone.  The key distinction
there is IDEAL versus ACCEPTABLE.  I would suggest that if you find a
recruiter of quality you feel you can work with, set very specific limits and
tell them not to call you unless they can meet 4 out of 5, etc.  If you're
getting calls back outside those limitations, I'd ask them to purge your
resume and that you will consider further calls to be along the lines of a
"telemarketing" unsolicited call, and that you will be tracking names for
compliance.  I guarantee the calls will stop very soon.  

On the other hand, while money isn't everything, it sure doen't hurt.  Of all
the "hot buttons" that attract a candidate's attention, like it or not, money
and location are always the biggest factors.  I have some "look-see"
candidates that ask me to touch base from time to time.  Hopefully I won't be
flamed from the midrange group on this post, but that's the point - a
recruiter is a good source of information regarding salary, benefits, market
demand/conditions, etc. in a given specialty or area.  I would seriously
recommend going ahead and talking to the recruiter on an occasional basis just
to remain educated on these factors.  And, it never hurts to be cordial as a
potential candidate even if you must be brief.  That recruiter may actually
have a great opportunity a few months down the line.  Even if you're a
manager, you want to know this salary/market info in order to have ammo for
staff retention.  By the way, great post, Dean.

Once again, if you do decide to work with a recruiter, make sure you choose an
ethical one and the right one.  A good recruiter should be able to do the
following, and I would accept no less if I were a potential candidate.

The recruiter should:
1.  Understand your needs as a potential candidate (as described above).
2.  Qualify your skills against openings for match.
3.  Qualify your values and commitments versus openings for match.
4.  Provide assistance in resume and interviewing skills to give you the best
shot at making the employer want you.
5.  Act as your agent for representation - for initial presentation through
salary negotiations.  I.e., have him "play the heavy" to allow you to
concentrate on the more important stuff in the interview process.
6.  Assist you in how to accept a position, resign, handle counteroffers,
relocation details, etc.
7.  Note that most recruiters are paid on a contingent basis as a percentage
of first year salary - translation:  the more candidates make, the happier my
wife gets.  A good recruiter will not lowball you on salary.

I could go on for quite some time...just as Scott is not "trolling for a job",
I'm not "trolling for candidates" ..but since the question was asked, that's
the core of the way it should be done.

Dave Brown
haveajob@aol.com
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