The Truth about Recruiters

The truth is bad recruiters exist.

The truth is that bad recruiters exist. Just like bad doctors, mechanics, and teachers exist. It’s an art. If done correctly, it can merge two likeminded individuals into a blissful professional relationship. More often than not, it feels like high pressure sales with call quotas and LinkedIn stalking. I have become prey for a recruitment agency in the past. Receiving multiple calls and emails daily about entry level manufacturing work hours away from my residence. That doesn’t sound like the recruiter took the time to review my resume or my interests. I was just a call in a database.  Here are the top three things a recruiter can do to not become a negative stereotype:

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This seems simple right, we have all learned it is important to actively listen. All too often, the recruiter is calling to find out how you can help them, not the other way around. This shouldn’t be the case, the relationship between the recruiter and the candidate should be mutually beneficial. A quality recruiter will listen and take notes on your employment or educational needs. They will only reach out to keep you updated on relevant opportunities, not wasting your time with nonsense. Know what your candidate desires, than make informed decisions from that knowledge.

Build Trust

Building trust is the backbone of any relationship. If you say that you will follow up by the end of the business day, do it. Don’t leave the candidate hanging. Don’t promise things, you can’t deliver either. If the candidate is seeking a unicorn job, like a mechanic role that doesn’t work on cars.  Be honest that the market can’t deliver that. The candidate will appreciate the honesty.

Provide All the Information

This feels similar to building trust, but omitting important information seems to be a standard recruiting method. If the opportunity is temp only with no chance to be permanent, let the candidate know. If the interview is located on the 10th floor, let the candidate know.  The candidate needs to know this to peak perform at the interview, maybe that just means wearing flats instead of heels. Be transparent, let the candidate know you are on their team by sharing the details that could make all the different.

 The important take away message here is to treat the candidate how you would like to be treated. They are not just a call in a database, they are someone’s mother, father, brother, or friend.  They aren’t just a paycheck. Get to know them, this will help you create a mutually beneficial relationship.  


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