Apr. 18, 2017 Recruiter Complaints

I hear of misunderstandings from both candidates and recruiters. In order to determine if an opening is worth pursuing, many candidates need to know the rate, project date and location.

I heard about a recruiter on the east coast. He is unhappy. He chose a mean business. He is mean to people and they are mean to him. He is a young college graduate who has been on the job for two whole months and was complaining about candidates complaining about him. Apparently he threatened candidates dealing with him by saying “It’s small world and you never know if our roads will meet again.” He thinks intimidating people is being polite.

He complained candidates were hanging up on him because he does not speak well. I recommend working on your speaking skills. Elocution lessons are fun.

He complained that he only wanted candidates with one hundred percent of the required skills to respond. I recommend he loosen up a little bit and look at those candidates in the ninety percent range.

He does not want candidates who apply randomly. Well, most job sites post opportunities randomly and most people will apply for something that comes close to their skills. Make the job title and description more specific and you might get a more specific response.

Many candidates know that many recruiters are not really recruiting but data mining. They will never hire anyone. They are gathering personal information to sell. If you only want to ask a bunch of questions for a salary survey, candidates will hang up on you.

Candidates want to know who the client is for many reasons. One reason? Transparency. They want to know if it is their current employer. They want to know if it is a good company. Are they an airline that beats people up? Are they going out of business? Are they polluters? Outsourcers? Worse? If you cannot tell the candidate who the employers is, then do not post the ad.

Candidates want to how much the job pays. Say so up front. Do not waste a candidate’s time. Encourage the client to pay living wages for reasonable amounts of time. Do not give candidates a hard time about having only worked at company for three years when you are trying to get them to work a three month contract, especially if you have only worked for your job shop for two months.

Candidates like to know where the job is located. Is it close to where they live? Is it in another city? Is it in a dangerous neighborhood that is hard to get to? Is it in an old building with environmental hazards? Location, location, location.

If you put useful relevant information in your postings and phone conversations you will get fewer complaints and more suitable candidates. As an old recruiter once said to me, tell the candidate the rate, date and the state.

Copyright 2017 DJ Cline All rights reserved.