A search for “recruiters” on LinkedIn shows 421,918 job listings
The vast majority of recruiting firms work on a contingency basis. In this relationship, the recruiter and their firm only get paid if they deliver the winning candidate who is offered, accepts and remains at the job for a specified period of time. Contingency recruiting is the type of search in which a company gives a job requisition to multiple agencies at the same time.
Many recruiters get discouraged within the first year or two and quit the industry. The majority that remain grind out a meager living for a few more years, then they also leave or try to obtain an in-house corporate recruiting role. A small minority, however, gets really good at their craft, gaining a wide network of corporate clients and pipeline of candidates. Another type of recruiting is referred to as a retained executive search.
Look at the recruiter’s activity on LinkedIn. Check if they post jobs that are in line with the types of opportunities you are seeking out. Review any negative or positive comments posted about the recruiter. Check if the recruiter has been with the same firm for a reasonable amount of time or if they seem to jump around a lot. If you see a lot of movement, it could be a warning sign.
It's important that the job seekers demonstrate the ability to clearly and concisely articulate what they do and how they can add value to the company. It's important that a prospect has a positive attitude, is motivated and easy to work with. Hiring managers want people who want to specifically work for their company and are put off by people who are obviously seeking out a big payday.
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