The things your recruiter needs to know about you

A recruiter can be a huge help in finding your perfect role, but they need to know what you are looking for. Here are four key elements to consider and communicate to your recruiter.

Building a fruitful, long-lasting relationship with your recruiter is important for your long-term career aspirations. A good recruiter can assist with the job search itself. They can also help you understand what roles are right for you, speak to companies and hiring managers on your behalf and give you the advice you need. However, a recruiter can only match you with the perfect opportunities if they have a true understanding of your career aims.

For more  personalised expert advice on anything career and job search related, contact your local consultant.

Great client-recruiter relationships at a glance

To successfully help you compete for your ideal roles, a recruiter needs to know certain key things about you. The main focus of the client-recruiter relationship is to help you fulfil your career goals. That means understanding those goals - everything from your ideal job description, dream working environment, to practicalities like salary, location and commute-time. 

Clear, frank and open guidance from you can help a recruiter identify the opportunities that will excite you. 

So, let’s tackle that question: what does your recruiter need to know about you?

1. Why you are looking for a new opportunity

There are many reasons you could be looking to move on from your current role. Maybe you dislike the culture, the lack of progression opportunities, your boss’s management style, or aspects of the role itself. Whatever the cause, you should relay this information in a positive and professional way. For example, instead of saying “I can’t stand my boss. They hover over me every second of the day” instead, you could explain that you prefer more autonomy in your role.

The recruiter will keep this information confidential, using it only to eliminate unsuitable roles that they may have otherwise offered to you.

2. Your ideal job description

What would your ideal job description look like? I would advise that you factor in the following considerations:

• Your key responsibilities: Write down the central focus of your ideal role. Base this on what you enjoy about your current role as well as in previous jobs. You should also let the recruiter know how much you are seeking progression opportunities, and how this fits with your wider career goals.
• Your strengths and weaknesses: Next, be clear on your unique selling points. Identify the hard and soft skills which would suit your hypothetical role and any areas in which you may need to upskill. Your recruiter can advise you on how to bridge any skills gaps, and may know of opportunities that can support you in doing this.

3. Your ideal company

Everyone has a different definition of a great place to work. Your idea will be unique to you. However, you should consider certain aspects when constructing your criteria for the ideal work environment:

• Company size and scale: Perhaps you want to stay within a large global organisation, communicate with businesses internationally, and work your way up the long corporate ladder? Maybe you like the idea of working for a start-up or an SME, where you will have a lot of responsibility and exposure almost straight away? As I cover in a previous blog, there are pros and cons of working for companies of different sizes. You just need to figure out what is right for you.
• Industry: Which industries have you previously enjoyed working in? Are there any that connect with your passions and interests? You don’t have to pigeonhole yourself based on previous industry experience – plenty of hiring managers will welcome industry outsiders. For more on this, read our guide on moving into a new industry.
• Company culture: What type of environment are you suited to? If you are naturally talkative and outgoing, you may thrive in a lively, sociable workplace. Alternatively, you may be looking for a quieter, more focused office environment. The key is to be true to yourself here, as poor cultural fit is one of the main reasons new hires don’t work out. Make sure you ask yourself which companies suit you.
• Practicalities: This is a broad topic. Consider your thoughts on salary, benefits, flexible working policies, location and commuting times. Have these ready to relay to your recruiter. The great thing about using a recruiter is that they will have this information to hand, and can discuss on your behalf when negotiating a job offer.

Maybe you already have some companies in mind? If not, do some research based on the above criteria, and take this list to your recruiter. They may be able to approach these companies speculatively and keep an eye out for suitable roles.

4. Must-haves vs nice-to-haves

With all of the elements above clear in your mind, it’s time to separate the essentials from the perks. Highlight the aspects you could compromise on, so that your recruiter knows not to pass on a promising opportunity, just because it wasn’t 100 percent perfect.

What to remember about client-recruiter relationships

Imagine jumping into a taxi and saying “take me anywhere please.” You may not like where you end up. Equally, though we appreciate flexibility, if you don’t guide your recruiter then we can’t get you to the right destination.

Be honest, specific, and constructive. From the very first meeting onwards, ensure that you keep communication with your recruiter regular and open. Update them on your key criteria for the perfect opportunity, especially if it changes. This is essential to building an effective relationship that ensures you can compete for the roles you really want. 

About to start your job search? Reading our job searching tips will help ensure it’s a success.