For many people, a corporate recruiter is nothing more than the person they have their initial phone screen with, who coordinates interviews with the hiring manager and who (hopefully!) offers them the job.
As a former recruiter myself, I’m very familiar with this mindset among candidates, but I’ve also had multiple experiences where job seekers and employees benefited from keeping our lines of communication open. During the job hunt, I’ve kept in touch with candidates who didn’t get the job and reached out when I thought a potential job would be a fit for them.
Or even once you’re immersed in a new role, there are many instances where a relationship with a recruiter—even one that’s simply maintained with an email every six months or so—will have major potential benefits in the future. Here are five reasons why you should absolutely stay in touch with that recruiter beyond the short-term life cycle of your current job hunt.
Recruiters move on to new employers. To this day, some of the very first hires I made as a recruiter still reach out to me when they’re looking for a new job. Since I’m no longer recruiting, I put them in touch with various recruiting friends who are. The thing is, when an internal corporate recruiter gets a job with a new company, they need you more than you need them! They’re looking to fill jobs quickly and efficiently with the most qualified candidates. It’s a gift when they see your name in their inbox as they sort through countless resumes on a daily basis.
They know recruiters. Some of the best networkers I know are recruiters. And who’s most likely to be in a recruiter’s network? Other recruiters! If the recruiter you stay in touch with does move onto another company, while they won’t exactly refer you to their former colleague who now works for a competitor, they will have a robust Rolodex to hopefully share with you. They get the concept of paying it forward and understand how hard recruiters work to find quality talent like you.
They trust your employee referrals. Let’s say it all together now: Monetary rewards. When you stay in touch with your recruiter long after you’ve attended that first day of new hire orientation, you can build a solid relationship and mutual trust. Keep that line of communication going, even if it’s just a simple email saying, “Hello, this is my one-year anniversary at the company, thanks again for being the conduit to making it happen!”
That relationship could pay off (literally) when a friend is interested in pursuing a job at your company, and you can simply reach out to your recruiter with their resume and your vote of confidence (you should of course follow procedures too, such as with the online application). Even if the recruiter isn’t responsible for filling that particular role, chances are they’ll forward your email with the candidate’s resume to their colleague who is. It’s a win-win. You’ve been helpful. The recruiter likely has a solid candidate in process. And, if hired, your friend not only lands the job, you’ll likely land a referral bonus.
They have unique insights into internal needs. When you’re looking to make a move internally at your company, you may think about speaking with human resources. But you may not be thinking about connecting with the recruiting team—that’s what I did when I worked internally for an employer and wanted to move onto another role.
I figured out who the recruiter was for the role I wanted to pursue. Turns out, she had inside information about which jobs were about to become available, who the hiring manager was, what they were looking for and what to highlight on my resume to demonstrate I possessed that coveted skill set and more.
They know your worth. When you’re looking to make a move externally, you may talk to former bosses, a mentor, colleagues in the industry and more to gather as much information as you can, but ultimately it’s recruiters who are on the pulse of the realities of extending job offers. Just like you might ask your mentor about what you should look for in your next role, you could ask a recruiter contact how much money you should be asking for.
They know what the salary should be for a given position and what you can expect to earn based on your background, as well as where there’s negotiating room on specific jobs. As you build that relationship with your recruiter, even if you move internally, you can ask them about the internal pay grades, where you align and more.
This article was written by Vicki Salemi from Forbes and was legally licensed through the NewsCred publisher network.