Your Recruiter Did What??

One of the common objections that our team hears when it comes to recruiting and contract work is a prior negative experience with a recruiter/with another firm. A bad recruiter can negatively impact job seekers’ experiences and job search efforts, and this negatively impacts working with recruiters in the future - we get that! So how can we help avoid these negative experiences? Here are some common traits of a bad recruiter:

Lack of Communication

Lack of communication in any setting is frustrating, but when it’s your career it moves up a level. Failing to keep job seekers informed about the status of their application, not returning calls or emails promptly, and not providing clear and honest feedback are all signs of poor communication skills. Try setting expectations and “gaining agreements” for communication practices, and if that doesn’t work don’t be afraid to walk away.

Dishonesty

Again, frustrating in any situation, and unacceptable when it comes to your career. Being untruthful about job details, compensation, or company culture is unacceptable and erodes trust with job seekers. Additionally, if it does result in a hire, there is likely to be confusion or lack of knowledge that then impacts your relationship with your new team. Honesty remains the best policy.

Unprofessionalism

You would not expect someone to tolerate your unprofessionalism, so why accept it from someone else? Showing up late to meetings, being unprepared, or having a dismissive attitude towards job seekers are all unprofessional behaviors that indicate a lack of respect for job seekers and their time.

Lack of Knowledge

While recruiters often cover a broad range of job opportunities, a noticeable lack of knowledge on the industry/technology sends a red flag up the pole Not having a good understanding of the job requirements, the company, or the team can lead to poor candidate matches and a negative experience for you and your new team.

Inadequate Screening

While some candidates may feel that the screening process from the recruiting side is too tedious, it really is all about ensuring that the candidate is a good fit for the role, which benefits everyone involved. A recruiter who fails to properly screen candidates, such as by not verifying references or neglecting to ask critical questions, can result in poor hires and a waste of time and resources.

In order to be effective and have a positive impact on the job search process, recruiters must be professional, knowledgeable, and communicate effectively with job seekers. Avoiding the traits of a bad recruiter will help to ensure a positive experience for all parties involved. As always, for those of you on the job hunt, good luck!!