While other job seekers are looking for ways to go around the recruiter and get to the hiring manager, I suggest you follow the road less taken and build a relationship with the recruiter. Here are the why and the how:

1.    Hiring managers know about their open positions.  Recruiters (and HR personnel) know about a lot of open positions.  When you build a positive, give-and-take relationship with a recruiter, you have created a valuable connection to numerous positions.

2.    Recruiters also know other recruiters who have jobs, so the potential opportunities are far-reaching.  Additionally, the day-to-day job of a recruiter is to match people with jobs, whereas, a hiring manager only hires occasionally.  So, if one opportunity doesn’t work out, a recruiter may continue to find opportunities for you while a hiring manager may not be aware of any.

3.    Recruiters are successful when they find exceptional people to recommend to hiring managers.  So, be the exceptional job candidate they want to place.  Ask them what you can do to be their ideal job candidate.  Ask how you can make their job easier.

4.    Do not assume that the recruiter has limited knowledge about the job, the hiring manager, or the company.  Recruiters often have valuable information but job seekers never ask.

5.    Always treat recruiters with respect.  Ask for their advice and opinions.  Ask how you can help them.  Send a sincere thank you note.

6.    If a job opportunity doesn’t work out.  Tell the recruiter you understand that the job didn’t work out, ask if they still need job candidates, volunteer to go through your Rolodex to send them good candidates, and ask for feedback on how you can do better next time.

7.    Make sure that you have a clear, concise brand and description of the type of job you are seeking so the recruiter will know when to refer you.

If you follow these guidelines, chances are you will get the same message another job seeker received from a recruiter, “I hope you don’t mind, but I heard about a job and forwarded your résumé to the hiring manager.”

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A reader writes:

I am a senior manager who has been unemployed for 15 months. Lately I have been talking to company recruiters who seem to have little idea what the advertised job entails, even if there is a detailed description. OR the job I apply for seems to have very little in common with the job they describe to me. At the end of one long interview, the recruiter told me that the job might be moved to the other end of the U.S., the job might be for less money, and she’s not sure the hiring manager is ready to hire anyone anyway. So why did she grill me for 45 minutes? My frustration is with the process, I’m sure, but I have encountered it frequently. One HR person suggested that I am looking down on recruiters because I have 20 years of experience. I really don’t feel that way, but I do feel they should be prepared to talk to me as if they had read my resume. Am I out there?

My reply:

You have every right to expect more from recruiters and your frustration is justified.  I’m sure there are some bad recruiters out there, but that explanation doesn’t help you get a job.  So, I’m going to suggest that when this type of things happens, you start off by giving the recruiter the benefit of the doubt and assume that the recruiter is frustrated because she isn’t getting the information she needs.  My suggestion is to always treat a recruiter as an ally.  The recruiter is looking for a great candidate to present to the hiring manager and you are looking for a strong recommendation from the recruiter.  Try to create a win-win situation.  I would go ahead and discuss your concerns with the recruiter.  For instance, you might pull out the job description, point to some of the discrepancies and say, “What you are describing doesn’t seem to fit this job description.  Do you know why the description you have would be different from the posting?  Could you find out if they are looking for _______ as stated in the job posting or ________ as you stated?”  Or you might empathetically say, “It must be frustrating for you to have to spend time interviewing job candidates for a job that they might not even be hiring.”  As frustrating as it is, you may have to take the high road and draw on your management skills to get the recruiter to help you out.

I asked a friend of mine who is a recruiter to comment on your experiences.  Here are some of her thoughts:

It is not unrealistic in any way to expect that the recruiter understand the job description and be able to speak to that.  Oftentimes, the recruiter may not have worked in the specific role and may not have the technical hands on experience but they should be able to get any question answered quickly.  I know it can be a long process but determination is the key and developing a relationship with the recruiter is helpful with the onward process.  If a candidate walks away with a sense of frustration and incompetence, it may not be the right company for them.

I hope your future experiences are better.  Best of luck with your job search!

Please join me for a FREE Teleseminar entitled, “Your Job Search Blueprint – A Step-by-Step Guide to ‘You’re Hired!’”  this Wednesday at 2:00 CDT.  If you can’t make the call, that’s okay.  I will send all registrants the link to the recording.  Register here

On Friday morning I attended a recruiters’ panel sponsored by the New Landings Job Club in Kansas City.  The five recruiters provided valuable information about how they recruit and what they look for in job candidates.  Here are some of the highlights:

1. “Fit is king.”  Tailor your résumé for each job you apply for.
2. Recruiters spend 20 to 30 seconds looking at your résumé to determine if you have what they are looking for.  In your objective or summary statement at the top of your résumé, be clear and specific about your qualifications.  Bullet out your accomplishments so they are easy to read.
3. You need to be on LinkedIn, Facebook, and Twitter and you need to know how to use them.  One of the corporate recruiters said she has not used the job boards in five years.  She posts her company’s jobs and other jobs she hears about on LinkedIn, Facebook, and Twitter.
4. If you have military experience, highlight it.  All five recruiters said military experience is a huge asset and they look for it.
5. Identify the companies you would like to work for, post your résumé on their websites, create saved searches so you will receive an email when a job in your interest area is posted.
6. If you see a job you are qualified for, contact the recruiter.  Nine times out of ten they will forward you on to the hiring manager IF you are qualified.  It makes their job easier if you contact them as opposed to them having to contact you.
7. When recruiters talk to you on the phone or in person, they will make a decision about you within 20 seconds.  Polish your soft skills.  Smile; have a genuine, positive attitude; be enthusiastic; be polite.
8. While you are out of work, do something with your time that will show the employer you aren’t just sitting around.
9. Recruiters want to help you find a job.  They can be your greatest advocate.  Be considerate of their time, listen to their advice, be respectful.

The recruiters said, “There are jobs out there.”  The key for job seekers is to know where to look for them (e.g., social media) and to make sure your résumé addresses the job requirements and clearly demonstrates job fit.