How To ‘Recruit’ The Best Recruiter for Your Asia Job Search
- Think of recruiters like you think of doctors. While your doctor is your go-to guru for matters pertaining to physical health, your recruiter is your trusted advisor when it comes to your professional health. The worst time to be scrambling for a doctor is when you’re sick or injured. Likewise, the worst time to be hunting for a recruiter is when you’re in the middle of a professional crisis. You want to give yourself time to do your diligence – like any good lawyer – and find the right recruiter to represent you. Not looking? That’s the perfect time to be picking up those cold calls or responding to emails or InMails that recruiters are sending to you. Take the time to learn what’s in the markets for attorneys at your seniority and in your practice group. That way, when it’s time for you to consider a career move, you’ll have a group of go-to contacts on hand and will have an idea of your realistic landing spots.
3. Is Your Recruiter Dealing with Decision-Makers? Along with market knowledge, you want to make sure that your recruiter’s emails will be taken seriously by the other side. Many recruiters will do no better than to chuck your resume into a “black hole” – this is especially true for recruiters who have never even had a telephone conversation with the person they’re submitting you to! Make sure your recruiter has real connections that hold hiring clout. Ask how many placements your recruiter has made at that client, or how many searches your recruiter has advised on. Ideally, your recruiter will have a long-standing relationship with the relevant hiring managers – maybe they worked at the same law firm together as associates, or maybe your recruiter placed them into their current role. Try to gauge the strength of a recruiter’s relationships before trusting that recruiter with your resume. This is especially critical for in-house searches.
Taking the time to vet potential recruiters long before you are considering a move can make the difference between optimizing your professional growth and leaving your career up to chance. This is especially true if you are considering a move to a new geographic market, such as Asia. If you’re as risk-averse as lawyers tend to be, don’t be afraid to engage in a thorough “recruiter recruitment” process before sending out your resume.