Tapped on the shoulder by a recruiter? Not sure what to say or do?

5 easy tips on what to say next time a recruiter taps you on the shoulder.

Some people react negatively when tapped on the shoulder by a recruiter, for various reasons: unfamiliarity, you're busy, you're not interested in another job, you don't like recruiters and so on.

Others see it as an opportunity to verify their market value or market positioning or an opportunity to further their career. And between these extremes there is a whole group of intermediate reactions.

Thinking about it at the most fundamental level, being tapped on the shoulder means that a recruiter has been researching people in your industry and come across your name, most usually as a result of a recommendation by one of your industry peers. This is a good thing as it marks you out as a probable superior performer–and it means that you are recognised.

Tip 1 –Take the call with an open mind and take down the recruiter's details for future reference. You might not be interested today, but who knows what anyone's future employment prospects can be. You may want to contact that recruiter sometime in the future.

Tip 2 –Before you answer any questions, try and get as much information about the recruiter as you can, so that you can verify their credentials. You want to make sure that the person you are talking to is legitimate and an industry specialist.

Tip 3 –Once you are comfortable with the recruiter find out as much as possible about the role before you answer any questions yourself. Don't be afraid to ask questions, a good recruiter will not be troubled by your questions, besides it confirms your interest.

Tip 4 – If you consider the described role is suitable / interesting, let the recruiter ask questions, answering them as openly and honestly as you can. Just as there is no place for exaggeration in a written resume, there is no sense in not being honest and straightforward with a recruiter.  An honest initial discussion with your recruiter can develop into a long term career management relationship.

Tip 5 – Finish your conversation with relevant questions, such as timing of future appointments. If you are interested in the role, make sure that you indicate this to the recruiter. Studied indifference for example will most likely put the recruiter off.

Like most things in life, an opportunity is only any good if you seize it. So the next time a recruiter comes knocking, seize it as an opportunity to learn and, perhaps, progress your career.

International Recruitment

One of the most interesting trends to occur in the recruitment industry over the last few years has been the steady rise in overseas or international recruitment. i.e. where a customer based overseas is looking to source talent to work in overseas locations. This trend has accelerated in the last twelve months and is particularly evident amongst emergent Asian based companies. The leading countries for this market include: China, Vietnam, Singapore, Malaysia and Thailand.

 

Companies from these countries are seeking talent with skills and experience for which there is an evident shortage in these overseas markets. This trend is different to the old ex-pat market which was strongly evident until the late 90's. This particular trend subsided because of the Asian Economic Crisis and has not re-emerged to the same extent. In those days it was most often the Asian outposts of American and European multinationals that drove this now quiet ex-pat market. This is not to say that ex-pats no longer exist, they do, but are increasingly being replaced by personnel on local packages. This trend has being helped along, by the increasing salary and benefits packages available in these markets and thus local packages are more attractive.

The market is now driven by cash rich locally based businesses that often have purchased the best in class technology for their operations and are looking to source skilled personnel to manage/operate the plant/operation. They are looking particularly for people with good English skills as English is often the only common language between equipment/technology supplier and customer.

We have recently placed both senior technical and managerial personnel from Australia and New Zealand into operations based in Turkey, Malaysia, Singapore, Vietnam and China. In each case there was a strong need for technically and managerial adept candidates that were not available in their home market and so had to be sourced from Australia or New Zealand. Industries ranged across the board from Agriculture, Wine, Food, Packaging and the Life Sciences.

If you are looking for an opportunity overseas or looking to fill an opportunity overseas, please feel free to give us a call on 1300 887 460.