How to Build Strategic Partnerships with Your Recruiter
The relationship we build with our recruiter can be one of the most pivotal relationships in our career – either positive or negative. This might sound a little over-dramatic since they merely help us find jobs; however, let’s consider what we need from them.
Like an agent, we need recruiters to do more than submit our resumes to homeowners. Often, the household staff is in the dark about many aspects of a new employer and the intimate nature of the required service. Shouldn’t we look at this recruiter partnership more closely before we trust them to pair us with the right employer?
Think about it. This relationship, combined with the unsustainable staffing trends COVID has left behind, causes private service professionals often to spiral into a rat race of unsustainable roles that become short-term hits on our resumes.
Let’s work on this.
Disclaimer
This is friendly industry advice from a professional colleague. These words are my own and should not be considered legal advice. This is opinion-based information. Please use it as such.
Here’s the problem
So many of us reach a point of burnout due to repetitive overtime and overly stressful work environments, then hastily move on to a new position as if this is the only option. Only to repeat this again and again.
This happens so often that we unknowingly end up in a pattern of being reactive rather than proactive. Our reasons for job-hopping might be perfectly reasonable. However, it leaves a mark on our resumes, deems us as a “short-termer,” and then causes us to explain why we were unable to stay. This never paints a pretty picture of our professionalism.
The only solution to this negative trend is to stop taking a job out of desperation and start thinking strategically about our next career move. Easier said than done when there are bills to pay and mouths to feed, right? But I believe there is an easier way.
Suppose we focus on building a trusted relationship with recruiters who know us and their principal clients, who have firm values on the positions they will advertise. Ones that appear to be sustainable, sane, and doable for most people. This scenario puts everyone in a better place to find long-term employment.
What to look for in a recruiter:
Proactive Partner - They must understand our unique attributes in-depth.
Team Player. They’re in it for long-term relationships, not just one placement fee.
Win/Win Negotiator - A recruiter who will advocate on your behalf.
Exceptional Values and Standards - They must advise the principal on sustainable employment practices and hold their candidates to high standards of accountability and communication.
This is where an MOU comes into play.
What does a Memorandum of Understanding do?
As with any strategic business relationship, all expectations should be outlined in writing so that each party understands its responsibilities. This agreement benefits every type of business relationship – from contractors and recruiters to employees. This is fundamental to clarifying details beyond a contract, job description, or employment agreement. It outlines the often-unspoken information of any business deal that can make or break a relationship. With your recruiter, this written document should be agreed on before resumes are submitted to potential employers.
We’ve all had experiences with recruiters who never get back to us or who want to spare our feelings with the truth about why we weren’t hired. Or worse, those who advertise positions that aren’t valid and those who call our references before having an active job offer. These are often the recruiters who don’t do any due diligence on their principal clients. This one-sidedness is where the imbalance creates tension and discord.
Constructive and timely feedback should be the minimum standard of this type of relationship. But the real pros will go far beyond that. Isn’t it crucial to work with a recruiter who knows their principal clients, staff, property, and household culture? And even better, they know the last estate manager, why they left, and in the best-case scenario, have placed them in their next role. Isn’t that thread of information crucial in our successful placement?
These are essential elements that your Recruiter MOU should include:
● A “No Ghosting” policy. Outline your communication expectations.
● Listing the salary on every job posting.
● State how you want them to support you through compensation negotiations.
● Advise the principal on unsustainable roles.
● Advertise only active positions.
● Assume your references are valid and call them only when there’s an active offer on the table.
● Limit the depth of background investigations (number of years, etc.)
● Research their principal clients and existing staff and provide honest feedback on the most challenging aspects of that role.
● Only take listings from principals who will provide the contact information of the former estate manager and allow them to be contacted.
If you’re unsure how to write this document, check out our Private Service Support Team program.
What is our role in this candidate/recruiter relationship?
Yes, we have high expectations from our recruiters, but do we provide them with the information they need to do their best work by providing them with enough resources about us? Are they able to sell you simply by glancing at your resume? Do they have enough information about your level of expertise, your magic sauce, and who is your best fit for employment? Tell them where you want to live and what management style suits you. Also, mention what household culture is a good fit. Do you thrive in chaos, or do you need more of a routine? Do you work well with kids and pets, or would a more mature couple with adult children be a better fit? Globe trotters or stay-home principals?
If you haven’t done the work to provide your recruiter with this in-depth information, join us in December for the Private Service Support Team’s personal branding workshop. We’ll give you a step-by-step guide outlining these details to put words to your expertise, mission statement, professional tagline, and more.
Before committing to a recruiter, complete your resume with a powerful mission statement and a clear direction of the work you want, and make sure they are willing to accept your MOU. Build a mutually beneficial partnership with them by being transparent about your job needs, expectations, and capabilities – and what hasn’t worked in the past. When you’re paired with the right recruiter, that’s where the magic happens. And when you’re happy and successful, it reflects on your recruiter, your principal, and their staff, and in this way, everybody wins.
