Ten Things Your Recruiter Should Know About You
It is important that we understand your current compensation program and how it is structured. We need to know your base salary and bonuses, if any. We also would like a complete list of benefits and when your next date for review will be held.
2. What’s Missing?
Most people do not change jobs just for the sake of changing jobs. They change because there are things missing in their current position that they feel they can obtain through association with another organization. We need to know what these “things” are in order to be able to assist you with finding the best possible fit in your new position.
3. How Do You Work?
Do you want to be left alone to work independently? Are you at your best when you are a part of a bigger team? Some people work best on their own – left alone with little or no interference. Others work best when they are a part of a team, a part of the bigger picture. Please share with us how you work best. It is our responsibility to know our clients and the culture of their workplace. We strive to place people with firms where they will be happy and productive. We do not want to see you in a position that is not a “good fit” for you.
4. Strengths and Weaknesses?
Everyone hates this part, but it is important that we know where you excel and where you feel that you fall a little short of the mark. Do you hate filing? Love to schedule? Want to put together settlement demands? Hate to answer phones? Love litigation, but have trouble managing cases? This is information we need to know.
5. To Commute or Not?
This is a quality of life issue for so many candidates. It is important that we know what kind of commute you are willing to endure for the right position. Some people can handle an hour each way every day of the week, while others clench their teeth if the commute is over 15 minutes in duration. This is an important issue that should be addressed before we present you for consideration to any of our clients.
6. What Are You Looking For in a New Position?
Tell us what your ideal position would include or those things that you absolutely do not want included in a new position. When we have this kind of information, we are stronger advocates for you in your job search.
7. Are You Interviewing with Other Staffing Agencies?
If so, have you interviewed with other companies/firms? Have any offers been extended? Let us know the kind of positions you have been exploring. This can only help us to know what will or won’t work for you. If your other agencies have told you that the position is confidential, we will respect that. However, you can still tell us what works for you as far as the position is concerned. Again, this only helps us to know what is going to be your “ideal” spot.
8. What is Your Hot Button?
Is it money? If the money is right, will you travel? Work with an insensitive grouch? Pick up dry cleaning? Is it responsibility? Do you desperately want to break into another area of law? Do you want to have your own office? Figure out what your hot button or buttons are and let us know. We know our clients and can usually tell if what you want is something that will work for their environment.
9. Do You Have the Abilities?
Believe it or not, some candidates feel that having done their own divorce qualifies them to be a family law paralegal. Most candidates are not so out of touch with the job market and the requirements needed to perform most positions. However, our opinion and our recommendation to our client(s) has to be based on what you have successfully accomplished and how that best fits with the client’s current need.
10. Will You Fit Into the Culture of the Firm or Company?
Making predictions about the future can be tricky business, but we have to try to evaluate a candidate's chance of success with the potential employer. Cultures vary from firm to firm and not everyone will fit in to a button-down environment just as not everyone will fit into a casual/laid back atmosphere. Recruiters have to attempt to predict the future and determine if someone has the right background, attitude, personality, etc. to fit in with the culture of our client. No one wants to make a mistake. Administrators and hiring managers value solid feedback that is based upon a well-executed interview. When we convey this information to our clients it carries weight with them.