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Mark Gilbert
Mark Gilbert
Mark has been involved in EDA recruiting for over 18 years. He is Founder and President of EDA Careers, but started his career in EDA as executive Vice President at EDA Jobs. Mark was also VP of Marketing and Business Development in the beginning of the Internet revolution and has been a … More »

What Are The Advantages Of Using A Focused Recruiter…How Was The ARM Conference In SJ…

November 7th, 2012 by Mark Gilbert

I have discussed the merits of using a recruiter before realizing that some might think that I am,  in effect, selflessly advocating using me…but honestly (well not 100% honestly) that is not my sole intent.  Even if (for some unknown remote, unimaginable reason) I am not your recruiter of choice (that was said for a laugh even if it had a ring of truth), there are strong reasons to substantiate using a qualified committed recruiter.  They say (in legal circles) that a person who represents him/herself has a fool for a client.  I would respectfully argue that the same could hold true for someone seeking a new opportunity and representing him or herself independently.  Of course there are legitimate exceptions, such as strong direct contacts or if  you are solicited directly by the company or by someone whom you have a strong previous relationship.

So, forget my seemingly selflessness and instead think about the logic of some of the following:

Submission through a website or through a recruiter…

Think about how many resumes come to a company through their website…you have no ability to follow up, no one to contact and no idea if they ever even looked at your resume.  Now think about what happens when you go though a recruiter who sent it in to a direct contact with whom he/she can call, email and follow up.  Which do you think works to your advantage?

Preparation and follow up…

A good recruiter should help prepare you for who you are meeting with and know some of the nuances of the company and management.  They can also follow up with both sides to learn each other’s post thoughts and help mitigate the differences.

There are a lot of recruiters…ask questions before you pick one.  Feel them out; listen to how they discuss your expertise and how they compare what you do to different companies in your domain.  If they cannot name a similar company, then move to a recruiter that can.  It is best to find one good recruiter and stick with that person, at least in the early stages.  If they run out of options, you move to another recruiter to help.  Just make sure you qualify whomever you are thinking of using as you just might be wasting a lot of valuable time.

Lastly, always be honest with whomever you are working with. Let them know whom you have talked to or where you have submitted your resume.  Also, let them know who you might know at a company being considered.

Always be honest and upfront.  A recruiter should respect and appreciate your confidence when sharing things up front.  A good recruiter keeps in touch even when they have no immediate openings for their client.  Building relationships even when there is no immediate remuneration is essential in developing trust and confidence.  That almost merits repeating but I won’t. Developing relationships for the future is essential so that you have a nice existing relationship when the opportunities or needs arise.  I have placed people whom I have worked with for more than a decade just by staying in touch.  This is how a recruiter earns becoming your default go-to representative when and if the opportunity comes along.

THE BEST WAY TO MAKE SURE YOU GET THE CALL WHEN AN APPROPRIATE POSSIBLE OPPORTUNITY IS PRESENTED IS TO GIVE YOUR RESUME TO A GOOD RECRUITER AND CLEARLY STATE YOUR OBJECTIVE.  An experienced recruiter will (should) never send your resume without your specific direction and permission. This is how you build a relationship of trust and confidence so that when something appropriate comes along, you get the chance to say yes or no.   This is a good idea even if you’re not looking but open should the right match or opportunities come along.  Remember, the only way you will get the call to hear about these possible opportunities is if your resume is there to be considered and a history with your objectives has been clearly defined.

It’s essential to use a recruiter that specializes in the exact industry you’re working in and knows and has developed relationships within that community.  That recruiter should have knowledge about the places you worked and be able to discuss intelligently your current and/or past employers.

A good recruiter will understand what area you work in (Front-End, Back-End, Analog-Digital, etc.) and be able to qualify the types of companies that are working in your domain.  If they cannot identify the companies or understand your domain, they cannot possibly match you up with the right types of opportunities.

A good recruiter should have established relationships with companies and be able to get your resume to the right source so that it gets real and timely consideration.

A good recruiter should find out what types of opportunities interest you so he/she knows where you might or will fit in the food chain of opportunities and have the contacts to call and instigate interest.

A good recruiter should be able to properly prepare you for your interviews.  In addition, they should have the ability to follow up with both you and the company, to get your thoughts and keep the process moving forward.  He/she should be able to overcome objections and concerns on both sides and make sure that all concerns are addressed, clarified, and rectified.

A good recruiter should know your total compensation plan, as well as the comp plans that the companies being considered are offering.  No sense in putting you into a company looking to pay 100k when you are making 150k or vice versa.  This is a perfect reason (as I said I would get to in the beginning) to use an intermediary rather than negotiating directly with someone you know.

A good recruiter understands how to follow through the entire process, keeping both sides interested in each other.  This is what helps to make sure everyone is on the same page working and communicating to keep the process moving forward.

As for the ARM conference…it ran for 2 days with a real reasonable attendance both days.  They had a Halloween Event that was unbelievable for a trade show with costumes, music, sound effects, lighting, smoke machines, goblins, liquor and food. Quite simply, it  was not what you would expect at a trade show….kudos to you guys for innovation. (Just for the record, I did not win the Apple TV or Galaxy Tablet…darn it).  Overall the attendance was brisk and from what I was told, since it is very targeted, most vendors were pretty satisfied.  This is just one more indicator that the world in and around EDA is doing quite well.  Now call your favorite recruiter (which better be me) and start a dialogue.

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