In part II of our series on working with recruiters, we give you some more tips on how to stop your headhunter hating you. Click here if you haven’t read part I (and all the lively comments underneath it).

What ever you do, don’t duplicate

One of the most frustrating parts of recruiting, according to David Rolleston, associate director of finance at Robert Walters, “is taking the time to represent a candidate to a client only to be told that they had already received the CV via another agency or worse – direct from the candidate.”

“So be honest about what you have done and make detailed notes on where your CV is. The best candidates will have a dedicated notebook outlining jobs discussed and applied for, either directly or via recruiters,” he adds.

Be open about other opportunities

There’s not point denying it, if you are applying for a job directly, or via another agent. “If you have other irons in the fire, make sure you keep your consultant informed so he or she has the total picture,” advises Jane McNeill, senior regional director of Hays Banking.

Nik Ruparel, director, Hudson Accounting & Finance, agrees: “Recruiters don’t respond well to surprises, it can make them lose credibility with their clients. You don’t have to be too specific, but they should be aware if other offers are coming.”

Always take their calls

Recruiters frequently have tight deadlines to put forward suitable candidates for a new role, so if they can’t get hold of you in time, the opportunity will pass you by, says Vanessa Harding-Farrenberg, joint managing director of Morgan McKinley Sydney. “If you’re serious about your job search and trust the recruiter you’re working with, be prepared to take their call, even if you are busy,” she adds.

Only apply to relevant jobs

Spamming your CV to every banking vacancy just doesn’t work. Recruiters receive many responses for each advertisement, but most are of poor quality, or not suitable to the job, according to Matthew Sidgwick, senior consultant, Reed Banking & Finance.

“Remember to emphasise the skills and knowledge that are relevant to the job in question, and where applicable, outline any achievements or accolades from previous employers,” says Sidgwick.

Learn from feedback

Consultants hold interviews with three or four people each day, so they can provide excellent insights on how you can improve as a candidate, says Brodie McDougall, manager, Michael Page Finance.

Moreover, you need to develop a relationship with your recruiter in which he/she can openly give you both positive and negative responses, says Paul Endacott, a director at Ambition. “The worst thing you can do when receiving negative feedback is take it defensively. By acting on the negatives, you’ll improve your chances of securing a role tenfold,” he adds.