Staffing firms are playing an increasingly important role in the job market these days. They are “match makers” between employers and employees. This match making has become harder and harder, partially because of higher expectations on the part of employers for the perfect match given that there is greater mobility among experienced workers and partially because corporate matching systems are not good. For a review of the employer complaints see the 2011 U.S. News and World Report article by Ben Braden. Increasingly companies are turning to staffing agencies to simplify these challenges.
With that in mind, I’d like to highlight some of the things to remember when interacting with representatives of staffing firms in order to increase your career success.
- Qualify and prioritize the time you spend keeping contact with staffing firms. You want to work with firms that place people in positions like what you are seeking. You can do this by carefully reading their websites and then asking what kinds of positions they are currently filling when you make your first personal contact. Being in contact with two or three staffing firms who regularly place people in your specialty can shorten downtimes.
- Always remember that staffing reps are interested in you because you provide them with “product” they sell but their primary customer is the client employer. The first implication of this fact is that they are not career counselors and you should not expect much instruction or help on how to write a resume or other job search skills.
- A second implication of the work of staffing reps is that their time is very precious. They want to fill their open positions as quickly as possible and move on to the next open position. You want to remain present in their minds but not take up too much of their time.
What do these realities suggest about the best way to relate to the staffing firm reps you interact with?
1. Have your job search skills and personal marketing materials well developed before you approach staffing reps, particularly your 12 second “elevator speech” which highlights the unique outcomes you can provide in the positions you seek. It is much easier and quicker to place someone who provides a clear picture of his/her abilities and presents him/herself as a competent professional.
2. Send a quick thank you note after every interview – whether you get the job or not. It is always nicer to work with someone who you know appreciates your efforts. Thank them for the opportunity.
3. At the end of each engagement, write another quick note to the staffing rep who placed you, thank him/her and then briefly recap your major achievements and any special opportunities that you took advantage of to build your skills and knowledge on the engagement. This kind of information reinforces for the busy rep that you are an engaged professional who is service oriented and building his/her skills. Also, it is your opportunity to build the rep’s understanding of the work you do and the organizational outcomes you can achieve.
4. If your downtime period is elongated you will want to think about how to remain at the top of reps minds. Connect with your staffing reps via LinkedIn and then repurpose articles and make updates to your profile there. This doesn’t clutter their email but reminds them about you. If the period lengthens to as much as three months, then send an email update directly to the reps and remember to attach your resume.
For most professionals, staffing reps are a new addition to their job search tools. Learning to work well with them is a career management skill for the 21st century.
Sources:
Ben Braden, “Are Employers to Blame for the Skills Gap?” U.S. News and World Report, November 18, 2011. Accessed November 25, 2013.
Sally Power, Ph.D. is a writer, researcher, and personal consultant accelerating successful career transitions.