After 30+ Years Recruiting, Eleven Things I Still Don’t Understand

Thinking back on my still active recruitment career, I am puzzled by a number of things which constantly occur both with candidates and with hiring companies.  I thought I would share this list with my readers.  These are in no particular order.

1)     Why companies tell recruiters that they are in a hurry, but obviously are not

 All too often, I have received panicked calls from clients begging me to work over the weekend to find someone.  After working over the weekend and finding appropriate candidates, when I call or email on Monday or Tuesday, the client doesn’t respond until Friday.   And when they do respond, it may take a week or two to set up the first round of interviews.  Huh?

2)    Candidates who don’t tell their recruiters that they have accepted an offer

Every recruiter knows this one:  you interview a candidate and call them a week later (or a month or six months, doesn’t matter) with an opportunity only to find out that they have already accepted a job and did not tell you. It is rude and it makes for a lot of wasted time. 

3)    Clients who give assignments and then don’t return recruiter’s calls or emails

Weird, right?  Happens all the time. It has even happened to me once on a retained search after I have been paid.

4)    Candidates who don’t return calls

People who say they are desperate to leave their jobs and when they are called with an opportunity, simply don’t call back.  When a recruiter calls, the call should always be returned – you never know if it will make you rich or famous.  I have actually had candidates tell me that they are on a business trip and couldn’t call.  No excuse, still rude.

5)    Candidates and clients who cut recruiters out of the negotiating process

One assumes it is because there is some lack of trust, but if you don’t trust your recruiters, don’t use them.  So often, after the fact, I have seen offer letters which are just plain bad and not what the candidate was told, but the candidate didn’t know to show it to me or to tell me about the offer.  Very often, I have had clients who would not send me a copy of an offer letter, telling me it was between them and the candidate.  Figure that out.

6)    Clients who will not give job information to their recruiters

So often clients will not give specific information on a job search; instead, they provide a generic job description.  In advertising and marketing, sometimes they will not tell me what the product is or why the job is open or what the issues are.  How can a recruiter be effective with no information? And again, trust.

7)    Clients who will not give recruiters accurate feedback after an interview

Talking in generalities, which often happens, like, “Not a match,” or, “Not a good fit.” doesn’t help them move the search forward.  I always say to reluctant clients that if they tell me, “too tall, too short, too thin, too fat,” it provides good direction for the search.  And not being able to give feedback to the candidate is unfair and, frankly, unprofessional of the company.

8)    Candidates who don’t or won’t give recruiters complete information on their jobs

It is important for recruiters to know about the jobs they place people in.  It not only helps for future searches, but in many cases, an effective recruiter can give the company necessary feedback and resolve problems.  If a person does not like a job or it is not what was originally described, it is important that their recruiter know.

9)    Recruiters who are not involved with the process

Years ago, when I was an account person, I had a recruiter introduce me to a company.  He told me to make an appointment and gave no further information.  In fact, he told me to call him if and when I got an offer, but was not interested in any feedback.  That means the recruiter is only doing a small part of his or her job.  I don't understand why companies accept that kind of behavior from their recruiters..  

10)   Candidates and clients who grade recruiters on the number of send-outs

Especially now, with the internet, the quality of interviews far out-weighs the quantity.  I have always sent a limited number of people.  I once had a client tell me they wouldn’t use me because I sent too few candidates.  I have had candidates tell me the same thing (my response is the same to both: how many of those jobs did you get offered or how many of those people did you hire?).  I will never just send bodies to up my odds and I don't understand why companies tolerate that from their suppliers.

11)  Clients who give salary requirements and then offer candidates jobs that are either at the bottom end or below

I have been trying to figure this out for years.  The candidate who is making $160k and interviewing on a job that was specked at $160-175k who is offered $150 or $160k.  And then the client is surprised that the candidate turns the job down.