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Find a recruiter who will help you through the interview

Now that interviews are hard to come by and job offers as a result of interviews are close to extinction, recruiters are spending an increasing amount of their time priming candidates to ensure they perform as desired.

According to recruiters themselves, their words of wisdom can make a biggish difference to an interviewee’s success.

“Prepping a candidate won’t make someone mediocre get a job in a good place, but it makes people more confident and comfortable with the process,” says Abid Hussein, head of recruiters EM Financial Services.

Hussein says his interview preparation takes around half an hour for each stage of the interview process and covers everything from the preferences of the interviewer and the strategic rationale for hiring, to questions that are likely to be asked and areas of the CV that the client’s likely to probe in more detail and the rationale behind the question.

“Clients are looking for well-briefed, well-prepared individuals. Recruiters who brief candidates for no more than 2-3 minutes aren’t doing their job in this market,” he says.

Logan Naidu at recruitment firm The Cornell Partnership says they have always briefed candidates ahead of interviews, but that it’s now more important to do so than ever.

Comments (9)

  1. A rather strange piece. I thought headhunters always tried to tell us as much as they know about the interviewer, not just in these times. In fact, after interviews, they will ask candidates detailed questions about what they were asked. I presume they might use this info to help the next candidate presented to the group (or if the given candidate fails). But spending 30min briefing a candidate is way too long…

  2. Is finding a recruiter who will help you through the interview the new recruiter who did get you the Goldman interview?

  3. Giuseppe, it is actually not that hard to get a Goldman interview. It is just not so easy to get through to the offer.

  4. Sorry – admit this is a slightly fatuous article. I was off on Friday, so this was something I prepared much earlier.

    Sarah. Editor, eFinancialCareers Reply
  5. Go direct if you want any chance of getting the job, search firms are going to wall on an almost daily basis and the ones that are surviving are doing so because they’ve realised they need to tap into different revenue streams, i.e. non traditional search work.

    Goldman’s a bit like joining the Mason’s they are the most ‘consensus driven’ firm out there and this is ultimately the main motivator for people leaving the firm, i.e. very difficult to get things done if you need full consensus, fighting against personal agendas and those cozy GS midddle-managers who sit on the fence as they just don’t want to take any risks, ultimately making no decisions at all, tres Goldman Sachs..

    My tip – apply direct. Using recruitment agents in this market, still remains a hold for me..

  6. Anon, I know the drill pal

  7. to correct Fred Sir:
    Not a good idea to go direct… are you going to bug the line manager when they take their time to arange interviews or cool off the process? no…if you did they’d think youre desperate or get the wrong impression of you….if a recruiter pushes the process they know it’s his job and won’t hold it against the candidate…
    if it were just you and the client…could you tell him/her to their face that the offer they gave you was rubbish? No…but a recruiter can do this and make both ppl meet in the middle regardless of how many times he has to go back on forth between both groups…remember the recruiters’ commission is dependant on what he gets for you.. the candidate… he knows the market (if he’s good)…so he’ll make sure you get atleast market rate or better… its good to have some1 in between in potentially volatile situations….

  8. Headhunter – you may be right in normal circumstances. But the number of headhunters doing what you describe above today is very limited. I have been actively looking for a job for 8 months (not only in banking) and no headhunter has been able to follow up as you describe above. They are being inundated with cv for a very limited amount of jobs. They are not able to go through all of them and are all over the place. I am going direct to companies now. It is more efficient. We have to adapt to current times, and although I appreciate your propaganda here (we are all a bit desperate), it is just obvious it is not working. All the best.

  9. Sorry to hear that so many of you have mediocre experiences with your recruiters -hope you all find a good one soon!….maybe ask around and seek recommendations?!

    As for those opposed to using us -what do you have to lose -in this market any route in must be valid whether direct or not.

    Sarah-perhaps in future it might be an idea to get a candidate who’s had a good experience to recommend a recruiter who does what your article is about -thereby mitigating the risk of your sources being exposed!

    Observer agree 30 mins (to use Sarah’s word) fatuous -to spend 30 mins -but we brief for 15-20 mins at each stage of the recruitement process

    Recruiter-15 years IT exp Reply

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