James Cozens: A personal business

COMMENT

In the sales universe, to some people, recruiters stand alongside used car salesmen and real estate agents. (I might add that in all these areas there are professional, experienced and effective people.)

There is, however, one fundamental difference with recruitment - what we are selling has emotions, feelings and a pulse.

This aspect can make the role immensely rewarding and, at times, incredibly depressing. It can result in disappointment for the candidate, recruiter and client. I have never met a car that was upset about being taken for a test drive but then left in the yard, or a house that decided the price just wasn't right the day the contract was going to be signed.

Recruitment is a personal business and recruiters are in the front line when things do not go to plan. As a candidate it is difficult sometimes to accept that you may not be the right person for the job, and as a client that the ideal new recruit just doesn't want to work for you.

In writing to Dr Marie Wilson, one reader almost suggested that agencies did not want to place him - that cannot be right. Apart from the personal satisfaction any recruiter will gain from placing a candidate or filling an impossible role, their income depends on filling jobs.

So as a job seeker, what should you do? First, recognise that recruitment consultants are human, too - they will work hard for you especially if you treat them as you would expect them to treat you. As Marie Wilson advised, build a relationship.

A career move is one of the more important decisions in your life, so invest some time in it. Working with a consultant should be a partnership - you cannot get that sort of relationship by dealing with 10 agencies. If you adopt the "I don't care who gets me a job" approach you are not contributing much to the partnership.

The way the online job boards work encourages this machine-gun approach - many candidates apply for all the jobs that are listed that seem right without knowing anything about who they are applying to.

The online process dilutes the personal relationship and makes the initial stages of a job hunt a technical experience. Add to this agencies' own websites and automated email and voice mail systems and you have a impersonal experience.

I would quote former Recruitment and Consulting Services Association president Dave Stewart, who said candidates are looking for a high-tech, high-touch service.

As an industry, and through the job websites, we have become good at the high-tech aspect but have lost some of the high-touch.

Candidates can help. New Zealand recruiters receive thousands of CVs a week - job boards and email have made it easier for candidates to apply for jobs from all over the world.

Do not click "apply" and sit back and wait, or just send a CV and let the consultant guess what you want - prepare a covering letter or note highlighting your skills relevant to the job. Help the consultant help you.

We are fortunate to have low unemployment in New Zealand and skills shortages in many areas. But recruiters are not miracle workers. If your skills are in low demand, your search will take longer.

It's up to you to choose a consultant and you should use that choice wisely.

Ask the questions you would ask of any professional adviser: How much experience do they have? Does the agency specialise in your career area? Do they have offices and/or jobs in the geographic area you want? Who would your friends recommend?

I am not making an excuse for bad recruiters - they should respond to your inquiries (unless you have completely ignored the requirements), they should keep you informed throughout the process and they should let you know the outcome. If they don't, complain to the agency. If you still are not happy, and the agency is an association member, talk to us.

Put some effort and something personal into your job search and you will reap the rewards.

* James Cozens is president of the New Zealand division of the Recruitment and Consulting Services Association.