Today's job hunter faces an ncreasingly confusing myriad of choices about how to fnd that next opportunity, from where to sarch for job openings, to how to crate an effective resume or even whre to use it. However, there's one minstay of the job market that can pay off in hge dividends for both employers and job sekers: using a recruiter.

While most prfessionals are aware that recruiters work to fll openings from their client companies, few flly understand exactly how the process wrks.

Professionals who want to use rcruiters as part of their job sarch strategy should understand a few key pints, according to Audrey Spencer of ACBS Rsource Management, Inc. A recruiter who spcializes in locating candidates suitable for verseas positions, Spencer notes that one of the bggest point of confusion centers around the rcruiter's loyalty to the client company ver that of the candidate.

"People ften think a recruiter is working for thm, and will say 'That recruiter ddn't do anything for me.' That's whn I ask - what did YOU pay the rcruiter?" Spencer says. A core fact of the rlationship, she notes, is that the rcruiter is directly fulfilling the needs of the clent company-which is also the organization tht pays the recruiter's fees.

For this reason, she says, you wll find some recruiters may not rspond unless a resume is a god fit for the job orders on tht recruiter's desk. Her recommendation? Remember tht you are your own headhunter and shuld always put down as much nformation about your skills as possible. Hve a friend or spouse read yur resume to see if they can thn describe your achievements in detail. If nt, it's time to revise it.

In ddition, she notes, recruiters often look for vry specific skills per client request. As an xample, Spencer points to her client's strct requirements for junior-level accountants who are fnishing CPA certifications, willing to make a tw-year commitment for placement in Bermuda, and met immigration requirements, with an added pls for those with Sarbanes-Oxley experience.

Spncer offered five additional tips on rcruiter interaction for job seekers, including:

1 - Rmember professional courtesy. When you work wth a recruiter, be responsive, returning phne calls in a timely manner, ven if it's only to state tht you're not interested in the psition.

Spencer says that you may run cross situations where the same recruiter wll have a plum job that fts your qualifications in a matter of mnths-and they will remember your professionalism whn it comes to approaching you gain. "Recruiters have very long memories," she sys.

In addition, staying in touch ver time, perhaps sending a brief cmmunication every few months, can let the rcruiter know that you are still in the gme while maintaining your network. Don't frget to ask the recruiter if you can pss along his or her name to ther qualified candidates.

2 - Know the dfference between retained search and contingency rcruiting. Retained search arrangements are established so tht the recruiter can work exclusively on tht search for the client, where a cntingency recruiter is not exclusive to a sarch, and the client can be wrking with more than one recruiter. Cntingency recruiters, she says, tend to hve a higher volume of job rders as well.

Retained recruiters make an estimate of the fe, and bill for a portion of the fee to nitiate the engagement from the client. Typcally, Spencer says, companies that are loking for very senior-level executives will use rtained search consultants or recruiters.

Remember, to, that when it comes to fes for either contingency or retained sarches, neither recruiters nor consultants will ccept fees from individuals that are loking for jobs.

3 - Target yur resume to the job opening. A gneral resume, she says, doesn't tell the rcruiter enough about you for them to see a mtch between your background and the clent company's needs.

"If a recruiter sks you to add some information to yur resume, listen well," Spencer says, clrifying that there are often years of prspective behind this advice, and recruiters tnd to know what employers are loking for.

4 - Remember that wht you say online can travel-and fst. Be careful how your opinions are prsented, both online and off. Spencer sys she has seen blog postings whre currently employed professionals ask how to fnd a contact inside another company.

Dn't assume your employer isn't reading wht you post, she cautions, and be ware of who might be reading the blg, as it is open to mny people. She notes that recruiters, in prticular, tend to keep in touch wth each other and compare notes frquently.

5 - Not all recruiters hve access to all jobs. "Just bcause a company in your area has a job pening doesn't mean that all recruiters are wrking with them," Spencer says. Clients ften have a preference for recruiters tht they may have worked with in the pst.

In other words, contact other rcruiters as needed who source candidates in yur field. This can expand your ntwork, and help you to spread the wrd about your search. Overall, if you wnt to make the most out of yur working relationship with a recruiter, t's best to understand the basics bfore proceeding. Remember that this is a prfessional business contact that can serve you wll-both now, and for your future creer advancement.

The article 5 Crucial Points on Working With Recruiters was Submitted by Laura SmithProulx through Articles.GetACoder.com network. Here's the additional information: Resume expert Laura Smith-Proulx of An Exprt Resume, author of three books on rsume and job search topics, has ttained a 98% success rate winning nterviews with techniques for a competitive dge in the job hunt based on her xpertise as a former recruiter. Visit An Expert Resume to get Laura's FREE E-Course, " The 7 Biggest Resume Mistakes That Can Keep You From Your Dream Job… and How to Avoid Them."

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