Part II - Beware the Resume Slinger

Part II - BEWARE the Resume Slinger

Whether you are a passive candidate or an active candidate, your best bet is to identify and work with a true, experienced search consultant and not a “newbie” or resume slinger.  Unless you have finally reached the end of your rope and you desperately need a job to put food on your table, be extremely cautious of the resume slinger.  The resume slinger is not your partner in the search process, and in fact, they are probably jeopardizing your chances of landing the right job.  They are motivated by making a placement at any cost and not matching you with the right company.  Their reckless behavior does not increase your chances of being hired but actually associates your value as a potential employee with the person representing your resume.

That is an important note.  The resume slinger represents your resume, not you as a candidate.  He or she is merely throwing your bio over the wall in a desperate attempt to catch someone’s attention and possibly collect a fee.  Remember these so-called executive recruiters are not viewed as strategic partners and have on many occasions blindly sent unsolicited resumes to companies in an attempt to garner some interest.

Warning:  The act of sending unsolicited resumes alone will often cause your resume to be immediately eliminated from consideration. 

Here are just a few specific questions that will help you identify, and potentially weed out, the resume slinger:

1)    How long have you been recruiting?  Longevity in the recruiting industry is a good start in identifying an individual that has developed strategic relationships within the security industry.  Recruiting is a tough industry and the success rate is very low.  Beware, the resume slinger will often answer that question by discussing their company’s time servicing the industry not their individual time as a recruiter.

2)    What are the levels of contact you normally work with when presenting a candidate?  If they are proud of their HR relationships, they are most likely sending resumes to the HR contacts email and waiting for a response.

3)    At what level are your placements?  Sr. Executive, Executive, Director, Manager.  The level at which the recruiter has successfully placed people will also help reveal whether or not this is the right choice for you.  Make sure the recruiter’s recent placement activity matches your individual needs.  Remember a recruiter that only places Account Executives & Regional Sales Managers may not be the best choice for someone in search of a Director or Vice President Role.

4)    Are you on Linked-In?  Linked-In, what an incredible resource!  Anyone in the recruiting game is on Linked-In.  If they are not … RUN!  If they are, check out their story and look closely at their work history, recommendations, contacts and awards.  That will tell you immediately if he or she is a professional that you want to ultimately trust with your career.  

5)    Ask for referrals.  It is your career!!!  Before I would place my earnings, my career and my reputation in the hands of a stranger, I would require a list of referrals that I could communicate with directly.  If the recruiter is unable or unwilling to provide these referrals, you should know exactly what to do.  Hang up the phone and find a true professional.