First Contact: Email

Your objectives and a recruiter's objectives when you first make contact are not that different; you are trying to determine if he/she can help you, and they are trying to determine whether you can help them.

When your first communication to a recruiter is via email, the most important thing is to state clearly why you are contacting them and explain your reason for doing so. Most candidates miss the mark by either:

Providing too little, or practically no information - resume only, or just a question or two with no context.

Sending an overly long email or cover letter that just rehashes the attached resume, or is full of flowery words like 'visionary', 'strategic', 'executive' (an analyst is not an executive), and says looking for a new opportunity, but with no detail.

Forgetting key contact info like phone numbers or emails, or having incorrect info.

Copying a cover letter and forgetting to edit so that it refers to the correct position, etc.

An ideal introductory email contains:

A well written resume (including accurate dates; don't list latest position as "-present" if you are no longer there)

Accurate and complete contact info and info on best dates/times/means of contacting you.

Explanation of present status: just considering a move, beginning to look, actively looking, unemployed, contract ending, and how long, or if a change is looming, when this likely will occur.

Objectives: position type, location, travel percentage, salary range, type of company, etc.

Recruiters are used to doing a little counseling with candidates, however, it is not our job to decide for you what you should be pursuing for a career, or how to deal with you and your families disagreement on locations, travel, etc. If you can't define what you want, then a recruiter is either not going to bother trying to help you, or will end up trying to push you into whatever they have available.

Last, but not least: When I receive a well written introduction, I immediately (until proven otherwise) assume that I am dealing with an "A" candidate - sharp, decisive, confident and who knows the value of working with a good recruiter.

Even if they are not a fit, they stand a good chance of getting a response and whatever help I can provide. A candidate that provides me little or nothing, is likely to get the same.