In yesterday’s coaching session, my client (we’ll call him Jim) told me that, before engaging my services, he received a phone call from a contingency recruiter in California. Jim didn’t know the recruiter, but was told by the recruiter that he had about five or so contacts where he could present Jim. Ahhh, the lure of an opportunity.
Jim sent off his resume and heard … nothing. He still has heard nothing. My advice, write to the recruiter and inquire to whom he presented his resume, when, and put him on notice that he was not authorized to present his resume to anyone else without Jim’s knowledge and consent.
Why? Because in this situation, every one stands to lose.
The recruiter randomly blasts out Jim’s resume to companies in his database so “if” there is an opening at any of those companies, the recruiter can say “he” presented the candidate and claim a fee. If the company doesn’t want to pay the fee, he simply doesn’t hire that … perhaps very qualified … candidate. If the company does hire the candidate, he just might face a lawsuit from the recruiter. Everyone loses.
Did you notice this sentence?
“Our candidate put his resume on career builder.”
If you are currently working with recruiters or intend to work with recruiters in the future, the rest of the story is one good reason, and there are many, why CFOs and other senior-level executives should NOT post resumes on public job boards, in my humble opinion.
The best way to work with recruiters is to build relationships with them before you need them. Most recruiters are professional and credible. It is the recruiters like the one who called Jim that can cause problems for everyone. The only way you, as a candidate, can discern which recruiter(s) is the best fit for you is to have a solid relationship in place long before you find yourself in the job search market.