I know. I have covered this before in different columns, but there are enough new readers, and a refresh is always helpful. After all, there are one or two of you long-term readers who hadn't figured out I was a recruiter and a coach. So here goes.
There are generally three types or levels of recruiters. At the top of the mountain are the retained guys and gals. These folks get retained (hence the moniker) by firms to find them people. Generally, those people are in senior management, making $150K and up in compensation. (The top retained firms don't usually get involved for less than $250K). They are guaranteed their money whether they ever place anyone or not. They also do thorough screening, interview, prep, etc. One of the primary differences between them and the top end of the contingency recruiters is that if they come across a very strong candidate in their search, they won't generally pick up the phone and quietly "market" the candidate to a few of their top clients if the candidate is not a fit for the search they are conducting. That is not how the game is played.
The top end of the contingency recruiters (top 15-20%) work pretty much the same way as the retained folks. But there are some differences. Their money is not guaranteed. Without a placement, you don't get paid. They generally are working the tier below the senior execs and down (though many of us have done executive level searches). They can pick up the telephone and market that exceptional candidate mentioned above, and the smart ones do. They typically have already invested a good bit of time in searching them out and interviewing them. It takes a lot less time to make five or six calls and make short presentations to their top clients.
Many times the real difference between the two types is mostly about perception. (Remember the Dr. Phil quote?) I have done both, as have many other top-end contingency folks. The primary difference is the window dressing that is provided: a formal multi-page summary and introduction (which quite honestly doesn't get read in its entirety anyway), formally written updates (that could be provided by telephone in five minutes), etc. Are you getting the picture? The difference is not in the results but in the delivery.
The third level of recruiter is not a true recruiter in my mind. This is not to knock anyone, but what they are doing is not recruiting. They are generally picking low hanging fruit, and many of them make big bucks in doing so. They advertise across the boards, find a lot of their candidates on the boards, talk to a candidate for 10 minutes, and then submit them. At that point they are realistically out of the picture, unlike the first two types who stay active through interview, offer negotiation, etc. Generally, they also cannot answer many in-depth questions about the job and/or company. Their game is quantity not quality.
The final piece of this mix you don't see very much anymore, but it is where the industry got started. These generically are called placement counselors or something akin to that. They tend to work a lot of entry-level management positions at car rentals, restaurants, loan companies, etc. They get paid very low fees, comparatively, and sometimes will charge the candidates fees, though that is becoming much more rare. These folks serve a definite use, especially for some young people coming out of college.
Now to career coaches. Career coaches do not tell you they can get you a job. I probably do not need to say any more than that, but I will go into a little detail.
A good career coach does not find you the job. A career coach's primary function is to help you determine what you might want to do and where you might go for resources, give you job search and negotiation skills, etc. This is a role recruiters do not take. A coach can also provide you with some accountability, if you so desire. I could go into great detail, but you can find some great definitions of coaching at three sites: the two national association sites, IAC (International Association of Coaches) and ICF (International Coach Federation), and the consortium I am part of, DaytonCoaches.org.
Most coaches will be members of one or both of the ICF and IAC. While membership in these organizations doesn't make a coach good or bad, it does show a level of commitment to the profession. Both organizations also have an extensive credentialing process that takes more than a day or two. If you are looking for a coach, the good ones will suggest you talk with at least two or three other coaches before you make a decision. The good ones can all do an excellent job for you, but a lot of your satisfaction will be in the chemistry fit and particular style of the coach. It is interesting to note that the four members of the DaytonCoaches.org consortium do career coaching to one degree or another. When we get a general inquiry, we all talk with the person and let him or her choose between us.
Finally, if you hear lines like "We'll get you a job," "The hidden job market," "Access to hiring authorities," etc., these people are not career coaches in the traditional sense. This group of companies used to be called retail outplacement, but the term grew to have a bad taste so very few use it anymore. They might call themselves career counselors or any number of other terms. Bottom line, you are going to pay $3K to $10K (depending on your salary) for them and generally be unhappy with the results. Are the results bad? No! But because of the hype, you go in expecting one thing and getting another. You are generally expecting them to help you find a job, but more than likely all they will do is give you some skill sets and a few valuable tips. These are the same things you can get from coaches for most of the time at less cost. So if they seem to press hard up front for the cash, make you feel that on your own you can't really find a job, or start throwing out some of the other terms mentioned above, watch out!!
As always if you have any questions, feel free to contact me.
Here's wishing you terrific hunting,
Bill
About the Author
Bill Gaffney has 17 years of experience as an executive recruiter and a career coach. He is always looking for new ideas for his columns, and this is not a joke. He can be reached at 937-567-5267 or wmgaffney@prodigy.net. For questions to be considered for this column, please email askamaxa@yahoo.com.