SAN FRANCISCO—So, you've decided it's time tostart thinking about your next career move. Ormaybe you've just lost your position, so it is not just “startthinking”, but it is “uh oh, turn on the spigot; I gotta find a newjob.” In either case, you are putting together your strategy andare wondering how to best work with recruiters. Recruiters areindeed a valuable part of one's job search and overallcareer management.

Big picture, recruiters should play only alimited, but important, role in your job search and in your overallcareer planning. Unless you are in the C Suite, it is most likelythat your next position will be found without a recruiter in themix. So, by far, the most important part of your job search is yourown networking and outreach into the market. But, as part of thatstrategy, definitely reach out to headhunters, particularly tothose who you know are leaders in your industry or niche.

We have lots of tips on networking, but thisarticle is about how to work with recruiters. First, it isimportant to know the difference between contingent and retainedsearches. [Please note, my firm does only retained searches.] Theseare the two types of business models in the recruiting business andthey come with very different behaviors. Both types of recruiterswork for, and are paid by the company that is looking to fill aposition, but the dynamics and behaviors of each are verydifferent. There are some recruiters who will take a fee and“represent” a candidate generally in the marketplace. My advice:run, don't walk. Bad dynamics, particularly if you agree with myoverall premise that “your job search is your responsibility andcannot be outsourced”.