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The 12 recruiter number at least gives you some exposure.  Remember again that a recruiter is only going to call when they have a job that fits your background, so you need to have a lot of exposure to get a call.  So how do you go about finding good recruiters.  Now we are to the point of this article.

Use Retail focused executive search firms:

If you are a retailer, then you need to be using "retail" focused executive search firms.  Don't think that a local recruiting agency will necessarily be of any help to you.

Most retail companies who use executive search firms use agencies that specialize in retailing.  It makes sense doesn't it?  If you were looking for a retail professional, wouldn't you use a recruiter who had retail industry experience?

So the typical local or regional recruiter who does manufacturing, banking, or MIS recruiting simply doesn't get the jobs to work.

One way to find retail executive search firms is to go to the Search Engines and type in keywords like "retail careers" or "retail jobs".  You should get a pretty nice list of retail focused listings.  Some company, some recruiter, and some retail job boards.

Understanding the difference between  Retainer vs. Contingency Firms:

Let's start with a basic point about search firms.  There are two types.  Contingency firms and Retainer firms.

Contingency Firms - work on the come.  They take an assignment from a client company and are paid a fee (usually 20 to 30% of base salary) for a successful placement.

Retainer Firms - are paid in advance.  They take an assignment from a client company and are typically paid 1/3 at the time of the assignment, 1/3 in 30 days, and 1/3 in 60 days.  Their fees range from 25% to 33% of total compensation for first year.

Why is it important to know this?  Well Retainer firms  "the big dogs" typically only work on the "juicy" senior level positions.  (I typically use the $100,000 and up rule.)  Contingency firms typically work the lower to middle level jobs.  (usually below $150,000).

So if you are a Buyer making $75,000, sending your resume to a retainer firm is nearly a complete waste of time.  Conversely if you are a VP Distribution making $275,000, you are just as silly thinking that a contingency firm is going to be of much help.

The second  rule then is to build a strategy of contacting search firms that fit your level.  Either contingency or retainer.

Finding Search Firms to use:

In general the quality of search firms is directly related to their client base.  A firm with only a few clients, will not be of much help.  A firm with a lot of clients should be able to open that many doors.  So, I wouldn't worry about trying to find the best firms, go for quantity.

Here are several suggestions on how to find search firms to use.

1. Ask people you are networking with for referrals.  A great way to get recruiters that are helpful is to ask your networking contacts for help.  Most of us have met someone along the way that we really liked.

    

2. Use Search Engines.  As I mentioned a moment ago, going to the common search engines and typing in "retail careers" will get you to listings of some quality retail specific search firms.  www.google.com is our favorite search engine today.

    

3. Go to www.Hotjobs.com or www.monster.com, or www.careerbuilder.com and use their search jobs feature.  Type in a job similar to one you might be looking for and review the list.  What you are looking for is not so much the listing but who is listing it.  Ignore the company listings, look for the recruiters.

These three should get you a pretty nice list of recruiters.  It wouldn't hurt while your building your list to go for 24.  You don't need to use them all at one time.  But while your doing your research why not get a good list.  Be sure to capture name, address, phone number, fax number, email address, and a contact if possible.  Also, you may want to try to see what companies they represent or how many jobs you can find that they are working on.

What to do once you've got the list:

This is the easy part.  All that you really need to do is send them an email and attach your resume.  That's it!

Here is a sample of what your email could look like.

Now ....I know you are worried about all the age, wife and other personal stuff right?  Look, it's not necessary or a requirement.  Obviously if you are 50 or over....I would leave the age part off.  But remember, the recruiter is trying to help you find a job.  The more info you can give them, the better prepared they will be to find you the right job.

You send this email and a Word version of your resume, and you are in business.

What about a phone call?  Shouldn't I call the firm to introduce myself?  Hey you can if it will make you feel better.  The truth is that a recruiter doesn't need your introduction.  The moment they review your resume, they will contact you if they have something that fits.  Otherwise you will get logged or filed for future use.

Remember this key point about recruiters.  To them you are "the product".  You are how they make money.  Your are their livelihood.  So, when they have an opportunity where they think they can place you, believe me ...they'll call!

What about Follow-up?

It doesn't hurt to check in with a recruiter occasionally.  Certainly not more than once a month.  It is a better thing to contact them when you change your search parameters.  For example, if when you start your search you say "no relocation" and then 60 days later decide that you need to be a little more flexible, that would be a great time to contact the search firm.

You are not helping your cause by constantly responding to other postings or calling the firm consistently.  I don't think a recruiter would necessarily "black ball" you for being annoying, but one never knows.  It certainly would be tempting!