Why You Should Work With A Recruiter

    

There are many reasons for actuarial job seekers to work with a recruiter, but one of the most compelling is that many actuarial jobs never make it to the hiring company’s website or the job boards. The reason is that downsized human resource departments and overloaded hiring managers don’t have time to wade through piles of resumes. They want a few solid, highly-screened, pre-qualified candidates to consider. That’s exactly why they establish a relationship with a recruiter that they can trust.

Reputable recruiters who have taken the time to foster strong relationships with client companies have the inside track when it comes to knowing about these unadvertised positions. The candidates they submit for the positions benefit because they are pre-qualified and are being submitted by a trusted source.

              

Another reason actuaries are wise to work with a recruiter is because recruiters have insider information about the company’s culture and aspects of the job that just can’t be found in a job description. It works much the same when it comes to the candidate’s situation.  Actuarial recruiters, who take time to know and personally interview their candidates, are then able to present the candidate’s skills and strengths beyond what the resume shows.  

               

Some candidates mistakenly think that if an employer has to pay a recruiting fee, it will reduce the compensation package. In reality, the opposite is more often true because the recruiter knows the industry and company pay scales, and can advocate and negotiate on the candidate’s behalf.

Good relationships are worth the time they take.  Reputable recruiters take time to know you and never submit your resume without your permission. It’s smart to establish a relationship with a recruiter, so that when the time comes to make a move, you have an insider and advocate you know and trust in your corner.  

How can you tell if you are earning what you are worth?

How do you know if you are earning what you really deserve? If you do happen to know what other actuaries make, how do you evaluate your skills in comparison to theirs? How can you measure your own skills against a parallel position in another company, or in another location?  Our 2012 Actuarial Salary Survey is a good place to start.

You can also look at industry job postings to get some sense of where you fall in terms of compensation, but scanning job postings isn’t enough. They don’t tell you what other skills a company values, or what talents and traits make you more desirable to them than you may realize.

Getting a birds-eye view of the marketplace is difficult to do from your desk. Getting a true, unbiased evaluation of the special skills and talents you bring to the table is even more difficult. Seeing yourself from the hiring manger’s perspective is almost impossible.

Very often, actuaries neglect to recognize that the success of a career could actually hinge on traits and talents that are beyond what they can put on a resume. Failure to recognize and promote those traits poses the risk of being paid less. 

A focused career plan needs the perspective of an actuarial industry insider. Having an ongoing relationship with a reputable recruiter gives you the edge. Their client relationships open doors and allow them to present your expertise and your talents beyond what the hiring manger could know from a resume. Choosing the right recruiter is one of the most valuable career moves you can make.