Planning to reach out to recruiters during your job search, but don’t know how to approach them?
You’re in luck. It’s easier than ever to find recruiters who specialize in your field by using LinkedIn—and even better, they’re often receptive to your queries from the site.
Here are some tips for finding potential recruiter contacts on LinkedIn, as well as the results of an informal recruiter survey conducted on LinkedIn that sheds some light on best practices for approaching these new contacts.
From the Advanced People Search menu, here’s where you’ll want to perform a simple query on Keywords. For example, a search on “recruiter technology” turned up thousands of names for IT recruiters.
Of course, you can expect to refine your keywords, perhaps adding in an area of specialty to help hone in on the recruiters who seek candidates at your career level.
As one person noted in a survey from LinkedIn on recruiter queries, many recruiters are “very receptive” to receiving a note from a candidate, especially one whose experience and career level aligns with their particular area of specialty. Be aware, however, that this note must explain the purpose of your query.
Another recruiting manager noted that a “good approach” includes an explanation of your reasons for the contact and what you’re seeking. It’s not enough to ask if the recruiter is seeking candidates with your background!
Here’s a script for reaching out to a recruiter:
“As an IT auditor engaged in a search for new positions within the Chicago area, I am interested in finding out more about the positions you source. I’ve recently completed an assignment with Ernst & Young, and my intent is to build relationships within the banking community. I welcome any suggestions you might have for me, and as I maintain contact with colleagues in the auditing field, I can also help refer candidates to you. Thank you for your time.”
In this contact, you’ll want to be specific about your skills and fitness for your career goal, allowing the recruiter to see how your qualifications apply to this job type. To put it another way, your message needs to resemble a cover letter.
Often, this first note stimulates dialogue that allows the recruiter to point out job listings from a corporate websites, or to add the job seeker to an internal recruiting database. In addition, some recruiters will help you follow their current sourcing requirements by directing you to their primary method of streaming new job postings (such as a Twitter or RSS feed).
You’re in luck. It’s easier than ever to find recruiters who specialize in your field by using LinkedIn—and even better, they’re often receptive to your queries from the site.
Here are some tips for finding potential recruiter contacts on LinkedIn, as well as the results of an informal recruiter survey conducted on LinkedIn that sheds some light on best practices for approaching these new contacts.
Locating Recruiters In Your Field
The Advanced People Search function, accessible from the Search bar at the top right of most LinkedIn pages, is one of the best tools for job seekers trying to find key contacts. To use the search capability, select People from the dropdown next to the Search box, then click on Advanced.From the Advanced People Search menu, here’s where you’ll want to perform a simple query on Keywords. For example, a search on “recruiter technology” turned up thousands of names for IT recruiters.
Of course, you can expect to refine your keywords, perhaps adding in an area of specialty to help hone in on the recruiters who seek candidates at your career level.
Sending An Introductory Message
After identifying a pool of key recruiter contacts, you’ll need to craft an introduction that is succinct, professional, and related to your area of specialty – keeping in mind that this note should be tuned specifically to each of your new contacts.As one person noted in a survey from LinkedIn on recruiter queries, many recruiters are “very receptive” to receiving a note from a candidate, especially one whose experience and career level aligns with their particular area of specialty. Be aware, however, that this note must explain the purpose of your query.
Another recruiting manager noted that a “good approach” includes an explanation of your reasons for the contact and what you’re seeking. It’s not enough to ask if the recruiter is seeking candidates with your background!
Here’s a script for reaching out to a recruiter:
“As an IT auditor engaged in a search for new positions within the Chicago area, I am interested in finding out more about the positions you source. I’ve recently completed an assignment with Ernst & Young, and my intent is to build relationships within the banking community. I welcome any suggestions you might have for me, and as I maintain contact with colleagues in the auditing field, I can also help refer candidates to you. Thank you for your time.”
In this contact, you’ll want to be specific about your skills and fitness for your career goal, allowing the recruiter to see how your qualifications apply to this job type. To put it another way, your message needs to resemble a cover letter.
Often, this first note stimulates dialogue that allows the recruiter to point out job listings from a corporate websites, or to add the job seeker to an internal recruiting database. In addition, some recruiters will help you follow their current sourcing requirements by directing you to their primary method of streaming new job postings (such as a Twitter or RSS feed).
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