The HBO series “Entourage” was centered around Hollywood misadventures and became a cultural touchstone, but the character Ari Gold (Jeremy Piven) quickly broke out as the fan favorite. Foul-mouthed and unconventional, the showbiz personality usually offered bad impressions but refused to settle for anything less than the best for his clients. Through the series, Ari set the bar for what is means to be an “agent.”
While most candidates will not be slated for the new blockbuster action film, most everyone can benefit from an “agent” working on his or her behalf. Recruiters offer services similar to that of an agent. These behind-the-scenes players are helping candidates reach their highest potential and land the best offers.
Like Ari in “Entourage,” recruiters help in several different ways, some of which can easily go unnoticed yet often make the difference that matters. An “agent” should recognize candidates’ strengths, however arguably more important is a recruiter’s ability to identify and address weaknesses.
While a true “agent” must possess all of these skills to some degree, below are 5 major categories where recruiters can and should help their candidates. Ari Gold ran Tinsel Town as the epitome of “The Connector,” but which “agent” type can help you the most?
A “Connector” cultivates and maintains a strong professional network to which they reach out and develop regularly. This allows “Connectors” to provide candidates with resources that aid in finding the best offer. This recruiter effortlessly makes connections between supply and demand while allocating appropriate resources to meet needs effectively.
Do you find determining diction comparable to masticating coarse macadam? Does your lexicon exhort attention? A good recruiter should understand that while candidates have skills, enigmatic writing usually isn’t one (at least in Espo’s fields). Do not be afraid to ask your recruiter to invigorate the verbiage and help breathe new life into your resume or cover letter.
The Marketing Wiz
Recruiters have an arsenal of tools which help sort through varied job orders and facilitate the best fit for a candidate. Recruiters are entrenched in the hiring world and often know of opportunities before they are posted. Because of this, recruiters can market resumes more effectively than candidates acting on their own. The “Marketing Wiz” shares a lot in common with the “Connector.” As the supply and demand of specific fields waxes and wanes, a good recruiter must have understanding of the market and be able to match positions and people seamlessly.
The Grammar Snob
If you’ve spent any time on Facebook or Twitter, you have probably seen a “Grammar Snob” correct someone’s usage of there/their/they’re or its/it’s, usually to the poster’s chagrin. Outside of social media however, candidates should welcome this type of input. Before any resume is sent out, recruiters should review the document, address grammar, format, spelling etc., and review changes with the candidate to avoid repeat mistakes.
While a candidate may have their grammar and professional network locked down, he or she might still feel they aren’t finding a position or company that is right for them. A good “Listener” will listen to your experience, career goals and challenges. Recruiters can act as a sounding board and then some. As part of the recruiting industry, an “agent” should be able to identify underlying issues and explore possible actions. From this conversation, the recruiter will have a clearer understanding of a candidate’s parameters and find a position with the best fit.
Though Ari might never have mastered all five, a good recruiter will push themselves, and their resources, to ensure candidates receive all the help and support required to achieve the best position with the best offer.
“We rise by lifting others.” -Robert Ingersoll