Recently, a friend forwarded me a snarky blog post written by an individual giving technical recruiters “tips” on how not to be hated by technical candidates.
I get it… technical candidates are contacted multiple times a day by recruiters and sometimes with job openings that aren’t relevant to their skill-set. After a while, I would be annoyed, too.
As I read through the blog post further, however, I started to see that he seemingly generalized recruiters into one “type”. I started to wonder if other people had the same thoughts. If so, then I think it would be best to break them out of this one-size-fits-all mentality about recruiters.
I would like to clear the air – and help job seekers understand our purpose a bit better:
We Don’t All Work for Commission
Yes. There are recruiters out there who work for agencies that only pay based on certain metrics. But that only makes up a small portion of recruiters.
Whether I hire you or not has no effect on my paycheck. Making a bonus has no part in the reason why I’m contacting you. I honestly reached out to you because I’m trying to find quality candidates for my client and I thought you were a potentially high caliber candidate.
We’re Not Sales People
Sure, sometimes recruiting duties have some similarities to sales functions. That doesn’t make me a sales person.
What I love about recruiting is the ability to help people find work and help companies find the person that can make their organization better. It’s about discovering the connection that benefits both parties.
We’re Not All Hiring Temporary or Contract Employees
Sometimes companies don’t have the bandwidth to handle the tedious and long processes it takes to source and recruit candidates. They sometimes hire outside help to assist with their time-sensitive position, full-time, permanent, direct hires with the companies.
Before writing a recruiter off, ask the question: “Is the position we’re talking about full-time and permanent?”
We Do Our Homework
Just like you don’t appreciate having your time wasted by people reaching out to you for completely irrelevant job opportunities, we don’t like searching for and connecting with candidates who aren’t a fit. We do our homework, so we don’t waste our time.
I know several recruiters, including myself, who educate themselves through various means to wrap our heads around the lingo, the details, the expectations, and so on (although, yes, we sometimes we fall short). In the long run, there is only so much we can learn about a job or industry, without actually working in that industry,
We Take Your Feedback Into Consideration
On the same note as the “homework” point, I’ve had candidates give me some detailed reasons about why a job was or was not the right fit for them. Some even explained a few of the industry terms to me. Not only did I appreciate this effort, but I also shared the information with my team so they can learn.
Additionally, if the candidate said they weren’t a fit but gave me details of what they’re looking for, I’d happily pass them to someone who is recruiting for something more relevant.
We’re Not Always Recruiting for ONE Job
We may reach out to you for a specific job because it appears to be the best fit for you. However, there are plenty of times that we are recruiting for other positions or know someone who is recruiting for other positions.
Instead of ignoring the phone or email, give us an idea of what you’re looking for (even if it’s passively) so we can hopefully help you down the line.
We’re Extremely Connected with Each Other
Sometimes I can’t help a candidate, but know someone who could. I’ll try and get that resume to the appropriate person. I’ll try to help even if it doesn’t benefit me or my company. This seems to be pretty common in our industry. I’ve worked with recruiters in different companies, and even different hemispheres, to help candidates and vice versa.
But just like a recruiter can positively recommend a candidate, they can also be the reason why a candidate is not recommended. To ensure we have the correct perception of you and can make those positive recommendations, remember to keep your interactions with recruiters professional.
Yes, there are recruiters out there that fit the negative outlook, the stereotype, the blog writer had indicated in his post. Long term, however, that stereotype is only hurting… and his career.
For this post, YouTern thanks our friends at The Social HR Connection!
About the Author: After graduating with a bachelor’s degree in human resources and organizational management, Ashley pursued her passion and secured a career path in the human resources industry. She is currently a Sourcing Specialist for WilsonHCG, as well as a Brand Ambassador for WilsonHCG and #TChat.
Additionally, she uses her experience and knowledge to write a blog focusing on an array of Social HR topics. Even if you aren’t in the Charleston, SC, area, you can easily connect with Ashley on LinkedIn, Twitter and Facebook.