Mar 132018
 

Toronto-based Chris Herbert of PrimeTime Recruiting is a recruiter specializing in sales positions. It would not be an exaggeration to say that nearly every sales professional – as well as other professionals – has worked with either an internal, or like Chris, external recruiter. I posed a few questions to Chris to get a recruiter’s perspective.

Could you introduce yourself and what you do?

My name is Chris Herbert. I am the President of PrimeTime Recruiting Services. We are a boutique recruiting company dedicated to B2B technology Sales professionals.

What can a candidate/hiring manager expect when working with you?

We pride ourselves on being honest and transparent. I respect the candidate’s time. I try and help them whether the opportunity is with a client of ours or not.

What are the tips to better work with a recruiter? What a- do you look for in a candidate specifically and b- what do your requisitions generally seek in an ideal candidate?

Do your research before speaking with a recruiter. If you are interested in an engineering role at a manufacturer, for example, I know nothing about that and will not be able to help in any way. Find a recruiter that is experienced in the role that you are interested in. Have a good idea what your ideal career looks like before speaking with the recruiter. The more specific you can be about your goals and objectives, the better the chances are they will find a great opportunity for you. Be clear and honest with the recruiter. It is a two-way street.

What are the most glaring mistakes candidates commit when contacting or working with recruiters?

Polish your resume and LinkedIn profile before you reach out to a recruiter. Of course, make sure your resume and LinkedIn profiles align. Do your homework first and have a realistic expectation of compensation and experience.

Could you highlight and pinpoint any hiring or employment trends. Are there any newer developments or trends you have noticed?

There is lots of opportunities out there, however the rule of thumb is that the better the opportunity the stiffer the competition. I believe this is accurate. It is my opinion there are lots of hiring managers that are risk-averse. If you make a bad hire it is very expensive in more ways than one. That being said doing nothing will not help them either so it is challenge they have to face.

One often hears about a lack of follow-up from the recruitment industry in general. Do you feel there is validity to this? How do you see the issue?

The follow-up is often a case of the hiring person being busy or overwhelmed with many responsibilities. The same can be said for the recruiter. I always ask the candidate to follow up with me if they have not received an update in 2 to 4 days.

Thanks for your time and answering our questions. This is hopefully helpful to the candidates and job seekers out there. Chris, Feel free to add any comments you wish here to end the interview.

My suggestion to the hiring organizations would also be to do your homework first. Is the recruiter highly knowledgeable in that industry or vertical? Do they have a deep understanding of the role? Can they provide guidance or advice to you regarding the position or a suitable compensation structure? In my experience, when you select the recruiter by fee only you often get what you pay for.

 

Chris Herbert can be reached by calling 1 416 998 4168 or by visiting http://primetimerecruitingservices.com

Photo Credit: FotografieLink