Getting the most from your Swiss recruitment consultant

Getting the most from your Swiss recruitment consultant

It is a common enough issue - working out how to get that recruitment agency to focus upon your Switzerland job hunting requirements and push you to there clients. All too often we are so wrapped you in our own needs (understandably) we don't give what motivates our consultant a second thought. That is a big mistake - get them on your side by being on there's. Simply put make them work better for you by working with them.

Okay so you recognize you're the most suitable individual for that Swiss banking job. You are sure that if you could talk directly to the head of private banking it should be easy for them to see that. However there are all these kind of middle men' in the way: the recruitment agency. The problem is these persons, usually either recruitment consultants or sometime the actual in-house HR staff, are frequently so hurried and sidetracked that they don't seem to see your suitability and what you have to offer. So what can you do?

Firstly remember recruitment professionals are very busy folks - they distribute their resources and time between trying to understand their clients' requirements (which are often fluffy and sometimes impractical ), creating job descriptions; filtering through thousands of applications; organizing and holding interviews; and handling candidates through to the Swiss job offer and sometime even beyond, once they are in the job. It is common that they have a number of assignments on the go at once, all at different phases. Don't forget they often don't get paid until the whole process is complete - which can take months. So rather than people who are impatient and hard to attract their attention, that could just be your own perception - they could be laser focused, uber professionals - who aren't particularly interested in you. As a job seeker, it follows that the best way to get in front of the employer is to the recruitment consultant's life as easy as possible. Here are some things you can do:

A. Make sure you have clear and easy-to-read CV. Include only relevant information in a concise and well-written style. Use bullet points where you can and use simple formatting - like bold headings - to make your employment and work history stand out. Keep it to the point. If you are an experienced banking professional and feel you can't get all your experience on just two pages don't feel forced to squeeze it all in. A good recruitment consultant can help you to rewrite your CV to level their clients need. For the experienced initially more is better. For the first jobber - the opposite is true. Don't feel obligated to detail every hobby and interest and waffle. If your face booking hobby is not relevant don't include it - if you are going for an investor relations internship at a Swiss bank and your social networking skills are useful - include it.

B. Above all only apply for jobs for which you are qualified. Few things frustrate a recruiter more than having to sort through the CVs of hundreds of first-year-out accounting graduates to fill a senior financial controller position. You are applying for a job - not entering a lottery. Don't pack your CV and covering letter with loads of keywords - you might come up in the computer based search but ultimately the recruiter will use their own talent to pick out the most suitable. If you keep coming up in none relevant searches you run the risk of being remember as a time waster or even deleted!

C. Personalize your cover letter and CV for the job. Take guidance form the recruiter on what to include. When applying for a job advertised by an agency - customize it anyway - it will help the recruiter in picking you out. Never apply with a form letter and off the shelf' resume. Customize both to show you have understood the offshore job's requirements and that you think you can meet them.

D. After your interview, keep in touch. If you're lucky enough to get an interview with that Swiss wealth management house, call your recruiter and let them know how it went. It allows them to be on the front foot when they call their client. They like that! Similarly, take the initiative to keep in touch after you start the job. It is worth letting recruiters you liked working with know where you end up even if they did not find you that job. After all if you landed that Head of Hedge Fund sales job in Geneva and in two years time they are looking for a Director of Hedge Fund sales in Geneva - by letting a good recruiter know where you went you put yourself in the running for that one. Any recruitment consultant worth there salt keeps track of where the best finance professionals end up - they never know when they might be asked to find just such a sort of individual.

E. Lastly ensure you are courteous in following up. Whether by phone or email, never be pushy in your following up. Hounders will get ignored and discussed in the office. A bit of patience and understanding is much more likely to have you remembered for the right reasons. Harassing a recruiter will usually result in more than one consultant believing you to be a nightmare and actively avoiding you!

Lastly technologies help a little but make no mistake: this is a people game. The bulk of the work, and stress, comes from dealing with people. Remember clarity, politeness, promptness and a dose of reality and even the scarcest banking job in Switzerland could be yours.

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