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. I would be annoyed after a while, too. But as I read through the blog post further, I actually started to see that he was off-base on a lot of points he made and seemingly generalized recruiters into one “type.” After thinking about this, I started to wonder if other people who weren’t familiarized with the recruiting and talent acquisition industry 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 about the following areas and help people outside of this industry understand our purpose a little bit better:
- We don’t all work for commission: Yes. There are recruiters out there that work for agencies that only pay based on certain metrics. But that only makes up a small portion of recruiters. I’ve had people angrily say to me, “Well, what do you care? You’re only doing this to make your commission.” No. Wrong. 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. But that doesn’t make me a sales person. Some metrics are just to ensure that we are not only finding quality people, but that we’re also finding it in a timely manner. As much as I would love to find the best person ever, sometimes companies don’t have that time luxury. But regardless of this, it still does not 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 looking to hire 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 positions. A good portion of those times, the positions are full-time, permanent, direct hires with the companies. So it may be best to clarify this with a recruiter before writing them off.
- Trust me, we’re doing 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 wasting our time searching for and connecting with candidates that aren’t a fit. In the blog article I mentioned earlier, the individual said something to the effect that “recruiters don’t do their homework.” I know several recruiters, including myself, that spend hours every day trying to educate themselves through various means. We try our hardest to wrap our heads around the lingo, the details, the expectations, and so on but sometimes we fall short. There is only so much we can learn about a job or industry without actually going to school for it or without actually working in it. It would almost be the same case as when a candidate first broke into their new job or first started going to school for a specific subject. Sometimes you can’t fully learn something until you do it for a while.
- We take your feedback into consideration: On the same note as the “homework” thing, I’ve had plenty of candidates give me some detailed reasons about why a job was or was not a fit for them. Some even explained a few of the industry terms to me. Not only did I appreciate it, but I also shared it 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. Your feedback does not go in one ear and out the other.
- We’re not always recruiting for ONE job: We may reach out to you for one job because it seems like that’s what you’re most fitting for. 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: I wish I kept track of how many times I passed along a candidate to recruiters inside and outside of my organization. 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 (at least to me it seems so). I’ve worked with recruiters in different companies and different hemispheres to help candidates and vice versa. But just like a recruiter can positively recommend a candidate to someone, they can also be the reason why a candidate is not recommended. Remember to keep your interactions professional to ensure all recruiters have the correct perception and impression of you and can make those positive recommendations.
There are so many more points I can touch upon but I think this will do for now. Yes, there are recruiters out there that fit the negative outlook that the blog writer had indicated in his post. But it’s only hurting him to shut out all recruiters because he thinks this is how they all are. Recruiting is not an easy job. It involves a lot of research, strategy, and learning. We’re not just looking for ANYONE to fill a position, we’re looking for the RIGHT ONE. So before a candidate assumes that they’re just another random contact that has to be made to meet a recruiter’s metrics and goals, please consider the fact that we may be reaching out to you because we honestly think you could be the right person that our hiring manager is looking for.