Apr 152011

The longer I recruit in restaurants, the clearer it gets that a large number of people seeking restaurant work do not understand the process well. We, the recruiters in the field, are perhaps the most mystifying part of the system.

The idea that recruiting is easy is only one of the abounding misconceptions regarding what a recruiter is and what a recruiter does. “How it works”, as the common terminology goes.

We, all of us, get ample proof in emails showing that the job seeking public misunderstands our position in the culinary galaxy. Here are a few points you should know.

1)      Recruiting has become a more or less legitimate field, notwithstanding a continuing number of rogue individuals practicing. On the whole you can expect professional behavior from recruiters.

2)      The Recruiter’s first loyalty is to his client, not the candidate. He is not your advocate or agent. The restaurant pays the fee and gets most of the recruiter’s time for that.

3)     The recruiter is a conduit for his or her client. He or she carries out their instructions and adhere to their laundry list of desires and requirements. He will almost never submit a candidate not matching them..

4)      Discretion is or should be a given for all parties. The recruiter does not reveal conversations with your employer to you or vice versa. He is a two way fire wall. Since, however, there are still a few rogues and scoundrels among us, it is always wise to state clearly  in your  submission that you except discretion and your search should confidential, with your permission to submit your data to any position.

5)      Recruiters prefer candidates from sources of trust. They know, however, who is where and what to expect from the places candidates show on their resumes. They will respond first to candidates who fit their current or frequent search profiles, and those who have background they feel will be in demand. Other candidates are generally kept on file and contacted as appropriate.

6)      Most have been around the block a few times.  They are not stupid.  They can tell bad excuses and don’t want to hear any excuses at all.  Even if you think you are sweet talking them, they are jotting down facts in the back of their heads. Recruiters are not obliged to keep abuse of their services confidential.

7)      Recruiters practice due diligence and get references using a variety of tools and their own connections. In signing with a recruiter you tacitly agree to this. (It is on our web site.)  References should follow candidate contact.

8) Once you work with a recruiter you represent them as well as yourself, and your behavior reflects on them. Since they may be in charge of the search for the next place you work, it  is unwise to behave badly.

9)      There is a difference  between Recruiters and Head Hunters. Head Hunters want to churn as many candidates as possible and are bottom line oriented. Recruiters value their long term reputations and subscribe to the Hippocratic Oath: Before all, do no harm. Calling a recruiter a “headhunter” is akin to calling your attorney a “scheister”. Some younger recruiters find the term very cool. It’s about as cool as the term “cool”.

10)      Unless you have specifically requested it, a recruiter should not broadcast your information or send it out without your knowledge and permission.(that’s what a headhunter does.) If you ever have any questions about this, make it clear to any recruiter that you must be informed before submission.

11)      Recruiters cannot always give you details about positions. If you believe you have been submitted previously to a job, you can point it out. Otherwise you should never discuss one recruiter with another.

13)    An ethical recruiter will not, on receiving your information, inform your employer that you are seeking a new position and ask to fill yours, but it has happened. It is also actionable (you have a fair chance of receiving damages through the courts if one does and you lose your job.)  A recruiter should  not discuss your search with any other candidate.

14)   You pay nothing to a recruiter. In the United States you do not pay to get a job. Some domestic and apparently some temporary firms charge a subscription fee, which they use to check your background. It should be less than $100.  If there is a cost, you will sign a numbered contract stating your rights. Offering you a job and asking for the fee is illegal and also cause for litigation, if it puts you between jobs. In this case you can simply refuse to pay or call your District Attorney’s office.

15) Recruiters usually require a certain amount of expertise and seasoning from their candidates.  If you  have not profiled yourself in the industry, you may do better without a recruiter. While you are still a line cook or a pastry assistant, for instance, you are most likely your own best advocate.

Look for more information on recruiters, what you can and should expect, what you should and should not do in future posts. A more complete discussion of the field and how it applies to you, the candidate can be found at the Chefs’ Professional Website.