How do you build strong relationships with recruiters?

One of the easiest ways to boost your relationship with a recruiter is to give recommendations if a role isn't a good fit for you or if you know of people on the market. You are helping your colleagues or previous colleagues and helping the recruiter- a win / win.

Recruiters Bring People To Jobs! Recruiters bring people to jobs. Recruiters DO NOT bring jobs to people… If you don’t understand the difference between the two, you run the risk of approaching a recruiter the wrong way. As a job seeker, the onus is on you to understand the right recruiter for your industry and approach them from a place of strength. My advice to job seekers is to NEVER approach a recruiter with a vague request like “I’m looking for anything you may have”. You need to be specific and ready to interview for the job before you even start connecting with recruiters.

Building lasting relationships with recruiters, remember to maintain professionalism in your interactions, communicate your career aspirations clearly, and above all, be honest about your skills and expectations. Follow up with thank-you emails after interviews, maintain an active online presence, and stay in touch even if a specific opportunity does not work out. Show genuine interest in the companies they represent, and express gratitude when their assistance leads to a job. These ways will help forge fruitful relationships with recruiters.

This is absolutely true, in my experience in professional staffing for more than two decades our recruitment efforts were built on relationship building. We would first call the potential candidates in our database who we built relationships with even before we post a position. So yes, build and foster those relationships with recruiters. Not just when you are looking for a job but you should have some recruiters that you regularly communicate with in your network. network

Be Open about yourself and share your ambitions well beyond what your resume states. Always be selling your strengths to your Partner Recruiter. Its a new world out there, hiring authorities want to know your accomplishments much more than your past responsibilities. Those can be summarized in a few bullet points. Accomplishments or Achievements are the windows of professional growth potential for the company you are trying to impress. They define points of difference and show your future employer that you are a change merchant.

Thank you notes from the candidates are always valued! Follow up with the recruiters after submitting an application or attending an interview. By sending a note of gratitude, you convey your appreciation for the time given and emphasize your continued interest in the role. Sending a thank-you note also keeps you on their radar and reiterates your interest in the position.
 Next time, take a few minutes to send a more personalized note to the recruiter after your interview - it could make all the difference.

Communication is everything. Be kind and prompt in your communication. Being overly aggressive in communicating will land you in the decline pile very quickly. If you’ve applied and have a connection, definitely send a quick message to let them know you’ve applied and that you’d appreciate their consideration - but DON’T stalk their social media and contact info and reach out on all avenues even if you’ve got PI 🕵️♀️ skills. It screams desperate!

Don’t take the angle “you didn’t ask so I didn’t need to tell you”. Recruiters hate getting big surprises right at the end of a hiring process Ensure that we understand the whole picture regarding your situation. If there are personal factors that influence your decision to take a new role e.g: a relocation to follow your partner, family responsibilities, building a house so can’t relocate- it’s super helpful to know! This will ensure we set up the picture well with the company and make sure you don’t waste lots of time if the company can’t be flexible enough to accommodate your needs.

Professionalism and Respect is a hallmark of the relationship you need to nurture. I know, you are going to say they Ghost you but not all recruiters do. There are bad people in every profession. My suggestion is to treat recruiters with professionalism and respect. Be courteous in your communications, whether it's through email, phone calls, or in-person meetings. Remember that they are working to help you, but they also have other candidates and clients to manage, and don't forget that when you are looking for a job, you just entered the competition.

I always say respond regardless. If it is outside of hours, at least send an email that you received their voicemail. As Recruiters, we know you are busy and working and that's likely why we want you but by showing you are interested in our communication when you can shows your interest in the role and commitment to your current role.

I agree with this as a recruiter I appreciate when candidates provide good value and referrals. People/HR skills are essential for every position, and recommending a suitable candidate shows how well-informed you are about other roles. I am more likely to consider him for future managerial positions that align with his skills and aspirations.

Cultivate meaningful recruiter relationships by embodying core values. Prioritize clear communication, actively listen, and collaborate to uphold shared values. Regularly check in, exchange feedback, and celebrate successes to reinforce the importance of mutual values. Provide unwavering support for professional development and consistently recognize achievements. Foster a transparent working dynamic where values drive resource allocation and knowledge-sharing. By aligning actions with shared values, these relationships become not just effective but also values-driven partnerships.

I conduct one-on-one mentorship sessions with candidates where they get 45min of my undivided attention. This gives them an opportunity to pick my brain, but also gives them an opportunity to showcase their talents. This has led to recommendations from me for them to apply to certain jobs.

This goes both ways… Some of the best placements I have made is when the hiring manager wasn’t quite sure about a candidate who didn’t match 100% of the requirements on paper, (let’s call them the wildcard) but by giving them a chance to interview, they realised they were a perfect fit!

The assessments are the positive input to the candidates so that they can prepare better for their upcoming/future interviews

You can receive evaluations from recruiters to identify strengths and weaknesses, seek advice on how to improve your resume, interview skills, and find ways to stand out. Approach feedback constructively, honestly, and respectfully, using it as a tool for growth and learning.

This is really interesting ✨ I’d also add to this: don’t be afraid to ask questions like- how do I compare to the other candidates? What did the hiring manager like about my profile? This will help you lean in to your differentiators. Imagine a hiring process like a picture tapestry: Recruiters can be a useful source as they often see the all the threads of the tapestry, where as a candidate, you might only be following one thread and can’t see the overall picture!

Being a recruiter is oftentimes a thankless job, but I love helping to facilitate a great hire. I am there celebrating with my candidates as they advance each round and particularly once they land the job and become my colleague. A thank you note can make my day and keeps me powering forward with more difficult searches.

I couldn't agree more with some of the comments here about recruiting being thankless at times. Candidates forget once they start with their new teams and managers who got them there. I don't need to be overly recognized personally but I always appreciate the candidate that remembers that I was part of their process and new path. I especially love the candidates that don't get the role and thank me for being so kind and caring during the process as it's not an easy call for us to make nor is it an easy call to get as a candidate. It shows so much professionalism that I always keep those candidates in my "back pocket" for other opportunities that would be a better fit!

I agree but honestly it doesn’t have to be material things like a gift One of the most rewarding parts of the job is hearing a year later when checking in, that “this was the best decision/job”. Knowing that you facilitated an a* match that changed lives is really what it’s all about

To foster meaningful relationships with recruiters, it's best to provide direct, private feedback rather than publicly criticizing perceived shortcomings. While it's understandable for candidates to feel frustrated with recruiters who might lack professionalism or overstep boundaries, addressing concerns directly is more constructive than airing grievances for all to see. Although public criticism might offer temporary satisfaction, in the long run, it could cast you in a negative light. Such actions might not only reflect on the person being criticised but also on your own approach to handling conflicts. Always remember: how you respond says as much about you as it does about them.

Well, for starters, while you are on LinkedIn, ensure that you update your LinkedIn Profile. Recruiters are here every day searching for potential candidates. Ensure your profile is up-to-date, highlighting your skills, experiences, and accomplishments. Use keywords relevant to your industry to make it easier for recruiters to find you.

Couple quick tips -Be honest -Be prepared to discuss your resume -Avoid spewing keywords and attractive phrases at your recruiter (everyone says them, recruiter knows them all) they will sell you don’t worry. -Be vulnerable about your resume -Be prepared to challenge and be challenged