Have you considered working with a recruiter in your job search? Selecting a recruiter and developing a relationship with one can enhance your job search and bring you one step closer to that ideal position. If you're wondering how to work with a recruiter or how to work with a staffing agency, the guidance below offers practical tips for working with a recruiter and clarity on how to choose a recruiter who fits your goals.
Since I started with Genesis10 almost four years ago, I have been a recruiter and now a recruiting manager. What I enjoy most is speaking with our consultants through their job search up to and including their arrival at their new assignments. This helps me to understand if the consultant is thriving in their new assignment. From these conversations I have learned a lot about the journey.
In this blog, I will pay it forward and share suggestions of what I have heard and believe as best practices for working with a recruiting professional to elevate the experience and the results. And if you're already working with a recruiter? These updated tips may prove helpful for you as well.
This guide outlines best practices for choosing and collaborating with a recruiter to accelerate your job search. Key actions include researching agency alignment and client relationships, being transparent about your skills, availability, and communication preferences, and completing relevant assessments. Build trust by staying responsive, preparing thoroughly for interviews, seeking and applying feedback, and following up promptly. Together, these steps strengthen the recruiter partnership and improve your chances of landing the right role.
Use the points below as a quick guide on how to choose a recruiter.
Make sure your recruiter/agency is aligned with your targeted industry and types of positions you desire (especially if you're exploring how to work with a staffing agency).
Review the recruiter's client list and ask if they are a primary vendor for the client.
Find out if the recruiter is knowledgeable and confident about their industry and the roles they present.
Ask questions: Are there fees involved for representation? When should you expect a response? What information is needed to present your resume?
Accurately represent your technical and professional strengths and weaknesses so your recruiter can match you to the best position.
Establish the best methods of communication, i.e. text, email, IM, phone, etc., so you're clear on how to communicate with a recruiter and avoid delays.
Complete any recommended technical assessments or provide technical testing results or certifications. This information is valuable to the hiring manager.
Let the recruiter know of any extensive vacation plans or required time off that will impact the interview, hiring or work schedule. With honest communications, your recruiter can coordinate with the client to avoid disruption.
Stick with the recruiter. Don't go around them to another agency or directly to the client.
Establish trust with your recruiter—it is important. The first step is to be responsive and available. Monitor email, phone and texts so you can respond quickly to requests for information and interview invites.
Be prepared for the interview and ask your recruiter to set up a prep session. Practice mock interviewing with a friend and do your research about the job, company and hiring manager.
Ask your recruiter for feedback from the interviewer and be open to receive their insight and suggestions for improvement.
Follow up quickly after interviews with your feedback and a thank you note to the interviewer(s). Thoughtful recruiter follow up after interview helps your advocate update the client promptly and keeps momentum.
Following these suggestions will help you to establish a healthy relationship with your recruiter, which will lead to the right role for you.
Answer: Look for alignment with your target industry and role types, review the agency’s client list, and ask whether they are a primary vendor for those clients. Gauge the recruiter’s knowledge and confidence about the roles they present, and clarify basics up front—fees (if any), expected response times, and what information they need to present your resume.
Answer: Be candid about your technical and professional strengths and weaknesses, preferred communication methods (text, email, IM, phone), and any upcoming time off that could affect interviews or start dates. Complete recommended technical assessments or share certifications—these help the hiring manager evaluate you accurately.
Answer: It means monitoring email, phone, and texts and replying quickly to requests for information or interview invites. Prompt responses build trust with your recruiter, keep your candidacy moving, and can be the difference in scheduling and momentum with the client.
Answer: Ask your recruiter to set up a prep session, practice mock interviews, and research the job, company, and hiring manager. Afterward, request interviewer feedback, be open to coaching, and follow up quickly with your own feedback plus a thank-you note to the interviewer(s) so your recruiter can update the client promptly.
Answer: No—stick with the recruiter representing you. Going around them to another agency or directly to the client undermines trust and can create submission conflicts that hurt your candidacy. A single, coordinated approach strengthens your representation and keeps the process clean.