Banks in Australia are struggling in their efforts to recruit directly as hiring mandates pick up and application levels remain high. Faced with rising workloads, many HR teams are turning back to recruitment agencies to meet their hiring needs.

Establishing a strong rapport with a headhunter is therefore becoming more and more important. But it’s also safe to say that some job seekers remain sceptical about the responsiveness and usefulness of their current consultants.

In part I of a two-part series, we provide a few tips on how to improve your relationship with your recruiter.

Don’t spread yourself too thinly

Avoid sending your CV to several recruitment firms for countless roles. Instead, establish a strong relationship with one or two agencies which are specialists in your particular job function.

“An expert in your market will have established relationships or agreements in place with most banking institutions, so he/she is much better placed to advise you about the culture and opportunities within each,” says Jane McNeill, senior regional director of Hays Banking.

Most banks only deal with the recruitment firms on their “preferred supplier” panel, so you need to ensure you are registering with a market leader in your job function to maximise your opportunities, she adds.

Leave proper messages

It sounds simple, but leaving one good, explanatory message for a busy recruiter can help ensure that he/she puts you at the top of the call-back list.

Nik Ruparel, director, Hudson Accounting & Finance explains: “If you are applying for a specific role and you can’t reach the consultant directly, speak with a colleague. Let them know that you don't want to harass them with multiple messages, and ask when is a good time to call back. Sell yourself by demonstrating how you match the criteria, don’t just leave a name and number.”

Manage your communication

Find the right balance between persistence and annoyance. “As recruiters, we are just as keen to find you a role as you are. Ask the recruitment consultant how often you should call them,” advises David Rolleston, associate director of finance at Robert Walters.

More importantly, face-to-face contact creates a relationship that can last many years, adds Rolleston. “Recruiters can't place every candidate they meet, but if they are professional and you feel confident in their advice, use it. This advice can help you create more effective CVs, marketing letters and gain valuable career insights.”

Be patient

“In an ideal world, we would be able to secure you an interview with potential employers within a day of approaching them,” comments Vanessa Harding-Farrenberg, joint managing director of Morgan McKinley Sydney.

“However, most line managers are under increasing pressure to produce more with less resources, so this is not always realistic. A timescale of ‘next week’ can easily turn into ‘next month’ when it comes to getting headcount sign-off. Although it can be frustrating, please be patient. As soon as we have any news, we will pass it on,” she adds.

Avoid arguments

“If they don’t shortlist you, or consider you for a particular job, they probably have good reason for doing so (even though they may not reveal it). Arguing or doubting their judgement just soils the relationship,” says Ruparel.

Look out for more tips next week.