I want to start this episode with a clarification: When I am talking about cultivating a relationship with recruiters, I am coming at this from the perspective of a long-term, mutually beneficial relationship – NOT trying to do so just because you are in a job search, only to forget about them afterwards.  That is not to say that these relationships don’t start with a job search…many times, that’s exactly how they will begin. The challenge then becomes cultivating that new relationship into something more meaningful and long-term – regardless of whether they help you find you a job the first time around or not.   Types of Recruiters I’ve talked about this on the podcast before, but it’s important to understand three  primary types of recruiters: External recruiters known as Contingency Recruiters and Executive Recruiters, and internal or in-house recruiters.  Contingency recruiters are one of many: A company may send a job posting out to a dozen recruiters. The only recruiter who will make money off that job posting is the one who brings forth the winning candidate. Contingency recruiters work in volume and speed. They are interested in adding potential candidates to their database. Executive Recruiters have a sole contractual relationship with the employer and are paid regardless of the outcome of the search. They are extremely hands-on throughout the process, and consequently only work with a handful of clients in a year. Contingency recruiters work in high-touch and exclusivity.  Internal recruiters are employed by the company and are often filling roles throughout the organization. They will not be as likely as external recruiters to give you “insider info,” as they will be concerned about legally protecting the company.   How to Find the Right Recruiters for You Let’s say you are starting from scratch. Here are four primary ways to identify recruiters who might be a good fit for you: 1.    Industry Specialization – Focus on recruiters who specialize in your industry or field. 2.    LinkedIn – Look for those who post relevant jobs and have connections with professionals in your industry and/or function. Even better if those recruiters are no further away from you than a 2nd -level connection. 3.    Networking events – Attend industry-specific and/or function-specific networking events, job fairs, and conferences.  4.    Referrals – Ask your former colleagues and friends about recruiters they’ve had a positive experience with. Then, check those referrals out on LI to see if they seem like a good fit for you.  Of course, if you have had a positive experience with a recruiter – whether you got a job from them or not – they likely should be included on your list.   Make a Good First Impression Of course, you need a great resume that is tailored to the type of job you are looking for. In addition: 1.    LinkedIn – Your profile is the primary source a recruiter will use in making an initial assessment of your fit for a particular role. In my experience, it’s not what people have on their profile that gets them into trouble – it’s what’s missing. Make sure your profile is complete and robust – I’ve talked about how to do that in numerous other episodes.  2.    Initial contact – Whether you are reaching out for the first time, or reaching out again after a period of time, send a concise and professional introductory email or LinkedIn message. Tell them how you found them and why you’re reaching out.   During a Job Search1.    To ensure you're building a productive relationship with that recruiter, ask these questions on the front end: ·     What's your process?    ·     How often do you think we should touch base?    ·     How do you prefer that I communicate with you?   ·         How do you think I stack up as a candidate for the types of clients that you represent?  2.    When you are in a job search, maintain regular communication – keeping them updated on your progress. Avoid sounding impatient or frustrated if you don’t hear