How Recruiters Can Be Used as a Job Search Strategy

There is no single “right” way to conduct a job search, despite the abundance of advice that suggests otherwise.

Successful job seekers typically rely on a portfolio of strategies, including networking, direct applications, personal branding, informational interviews, and, in many cases, working with a recruiter.

Recruiters are often misunderstood or underutilized, yet they can be a valuable component of a broader job search approach when used intentionally.

Rather than viewing a recruiter as a shortcut or a last resort, job seekers should include recruiters within their overall job search strategy and leverage them with other proven tactics.

Every month, I interview recruiters and live-stream the interviews on my LinkedIn events and on YouTube. It’s a great way to hear different perspectives from recruiters based on their personal experiences.

For this article, I decided to ask different questions to a local career coach, colleague, and former recruiter, Ira Disman. His BIO is at the end for more information about his services.

Question: Many job seekers focus almost exclusively on applying directly to companies. Why do you believe recruiting firms are an often-overlooked strategy?

Answer: Most job seekers underestimate how influential recruiting firms and staffing agencies can be in a job search or career transition. Recruiters already have established relationships with employers, insight into unposted and confidential roles, or have roles for future expansion. They can receive feedback from hiring managers regarding resumes, interviews, salary offer negotiations, and benefits. When used strategically, recruiting firms can significantly expand a candidate’s access to opportunities.

Understanding the Types of Recruiting Firms

Question: Let’s start with the basics. What types of recruiting firms should job seekers be aware of?

Answer: For permanent, full-time roles, most recruiting firms operate under either a contingent or retained search model.

• Contingent search firms are only paid if they successfully place a candidate. These firms often handle multiple roles simultaneously and may compete with other agencies to fill the same position.
• Retained search firms, on the other hand, work under a more formal partnership with an employer and will typically be the only firm working on that search. They receive an upfront retainer and conduct a focused, dedicated search. These searches are usually used for senior-level roles or positions that require highly specialized or hard-to-find talent.

Some firms operate exclusively in one model, while others offer both, depending on the role and client.

Question: Where can job seekers find reputable executive search firms?

Answer: Two reliable resources include:

These lists help candidates identify firms that specialize in executive and leadership-level placements, and the firms on the AESC have been vetted.

Staffing Agencies and Contract-Based Opportunities

Question: What about large staffing agencies, and how do they fit into the picture?

Answer: Firms such as Insight Global, Kelly, Robert Half, Manpower, Randstad, Adecco, and even local Philadelphia-area firms like Gateway Search Associates and Monarch Staffing serve a different but equally valuable purpose. They provide temporary, contract, contract-to-hire, and direct-hire services, often with specialized divisions by industry or function.

These agencies can be invaluable for clients who want to:

• Gain experience in a new field
• Re-enter the workforce
• Build skills through contract roles
• “Test drive” a role, industry, or company before committing long-term

They also tend to have strong employer relationships and a steady pipeline of openings.

For candidates exploring this route, Forbes’ America’s Best Temp Staffing Firms is a helpful reference.

How to Evaluate a Recruiting Firm

Question: What should job seekers look for when choosing a recruiting firm to work with?

Answer: Regardless of the firm type, there are several key indicators of a reputable agency:

• A strong professional reputation and ethical business practices
• Longevity in the industry
• Transparency, including a visible client list or case studies
• Examples of roles successfully filled
• A clear industry or functional niche
• An active LinkedIn company page with frequent postings
• And importantly, all fees are paid by the employer, as candidates should never pay a recruiter for job placement services

These criteria help ensure the firm is credible and aligned with the candidate’s goals.

Best Practices for Working with Recruiters

Question: Once a candidate starts working with a recruiter, what advice do you give them?

Answer: Communication and coordination are critical.  If a recruiter is submitting a candidate for a role, the candidate should ask to which company the submission is going to avoid duplicate submissions, which can damage credibility.

Initially, candidates can:

• Reach out about a specific job listed on a firm’s website
• Introduce themselves to recruiters at firms that specialize in their field
• Ensure their resume is on file for future opportunities

It’s also important to understand that following up with an agency recruiter is different from following up with an internal corporate recruiter. Appropriate follow-up moments include:

• After an initial conversation
• When a resume is submitted
• After interviews with hiring managers
• During offer and start-date discussions

A strong agency recruiter will provide regular updates and feedback throughout each stage of the process.

Final Thoughts

Question: What’s your overall message to job seekers and career changers?

Answer: Recruiting firms and agencies should be part of every job seeker’s strategy, and not the only strategy, but an important one, where you have another set of eyes and ears looking out for you. In my coaching practice, I often remind clients that it only takes one advocate or one well-placed introduction to change the outcome of a job search.

The right recruiting partner can be that catalyst. When leveraged thoughtfully, this approach can help candidates find the opportunity that ultimately becomes “the one.”

Did you read last week’s article? Post Ideas for LinkedIn and Company Pages

CO-AUTHOR BIO

In 2024, after utilizing his twenty-five years of experience in the recruiting field, Ira Disman started his own career coaching firm, Cornerstone Career Advising. He is a member of four career counseling associations: Middle Atlantic Career Counseling Association (MACCA), Pennsylvania Career Development Association (PACDA), National Career Development Association (NCDA), and Career Development Specialists Network (CDSN). He serves on committees for MACCA, PACDA, and CDSN. Additionally, he has facilitated presentations for MACCA, PACDA, CDSN, Drexel University, and Babson College ACT Alumni Career Talk, and has written an article on Career Connection.com advising clients how to work with recruiters. His educational background includes a B.S. in Economics from Babson College and an M.B.A. in Human Resources from Drexel.

Ira’s favorite career topics are networking advice, LinkedIn optimization, AI in job search, advising clients how to work with recruiters, resume and cover letter reviews, interviewing, and offer negotiations.