Jane Kennelly: What should I expect from a recruitment agency?

Jane Kennelly, Director of Frog Recruitment, says he 'weaknesses' question provides a chance for a candidate to talk about how the role may aid in their development.

Much has been said about working with recruitment agencies, but as the employment market continues to shift and challenge, today's career is about vastly more than just getting that next job.

Being able to identify recruitment agencies who share your enthusiasm about your career and provide a 'whole person' approach is key.

Job seekers commonly report that the prospect of working with a recruiter is daunting or intimidating. Yet it doesn't have to be. It is possible to develop a partnership with a recruiter to build a mutually beneficial relationship to not only land the perfect role but assist you with your career choices.

1. The very least you should expect from your recruitment agency:

• Complete confidentiality surrounding your application.

• Courtesy - to be treated with respect at all times.

• A response to your initial application so you are assured it has been received.

• Prompt response to your telephone enquiries.

• An initial 5-15 minute interview (usually via telephone) to provide relevant details for you to consider and gather the vital components the consultant needs to decide who to interview in relation to the prerequisites of the position.

• A copy of the poisition decription prior to the agency interview, to enable you to fully assess the position responsiblities.

2. Get comfortable with your recruiter. Work WITH them

Given the volume of applications that appear in a recruiters inbox daily, the best way to interact is by being proactive, open to two-way communication and sharing ideas.

This means clearly articulating the priorities you need to have met whilst not being so 'fixed' that viable options are over-looked.

3. During the interview with your recruiter, you should expect:

• An environment and space affording confidentiality.

• Time for both parties to elicit the right information. You must not feel you're being hurried through the process so vital details are skipped. Allow enough time for the interview to occur - it can be up to 1 hour, sometimes more.

• A competency-based interview format: a chance to provide succinct examples to illustrate your experience, delivered in a positive, realistic manner.

• An explanation of the full recruitment process, including any testing required, so you understand all the steps of the process.

• Full preparation for your interview with a potential employer covering, for example, the dynamics of the work environment and management style. Research is considered mandatory for job-seekers including familiarising yourself with:

-The company website
-LinkedIn: review the hiring manager's background
-Values-based questions to ask at the interview.

• Referee information will be discussed. One or two verbal references are completed prior to you meeting a prospective employer. You must give permission for these to be activated.

4. After the Employer interview

Post-interview feedback is a two-way street. You need to provide it promptly after your interview and you should expect to receive feedback about your interview.

As your advocate your recruitment partner is there to assist you to represent yourself in the best way possible. Make sure they exhibit all the signs of being truly interested in you!

Jane Kennelly, Director of Frog Recruitment Ltd, is a recruitment professional with over 25 years' industry knowledge. For more information see www.frogrecruitment.co.nz