10 Criticisms Recruiters Regularly Receive
Criticisms Recruiters Regularly Receive, crappy emails, catch all job descriptions vague, resume docotoring, not testing candidates, pitchs
10 Criticisms Recruiters Regularly Receive
Understandably, Recruiters is first and foremost sales people. The best sales people in the world are those who build up relationships with their clients and serve their needs, add value for their client. Sales people who are in it for the quick buck are exposed quickly and shunned. Here is a list of things recruiters do that make the client feel that they are only out for a quick buck.
NOT Testing candidates properly.
Many times candidates are not tested properly. Often the recruiter does not have the time or technical expertise to interview candidates properly. This should be more than just a phone call and a tick list. The phone call part is OK, but the recruiter need to know at least what questions to ask. Either send the candidate a list of answers and questions or send them an invitation to a SKILLBOOKER test to complete. Test send to candidates should not be longer than half an hour as candidates might apply for several jobs and it makes their life very difficult if they have to do a 3 hour test for each job they apply for. Interview questions can also be casually asked over the phone, they type of interview questions that the candidate will be asked when he/she actually go to the interview.
Catch-all Job Descriptions
Example:
Over 7 years experience programming in Language X, Y, Z
Strong design principles.
Solid on coding fundamentals e.g. Object-Oriented design, data structures, and dependency injection.
Experience in enterprise-level integration technologies including X and Y, in Z
Hands-on experience in widely used third party frameworks
[several more]The candidate must be highly self-motivated confident and mature, well developed analytical and problem solving skills with the aptitude to learn as well as a flexibility to adapt to change.
Team player and proven ability to work under pressure and meet project dates
Catch all job descriptions are bad in two ways, they will put serious candidates off and under mine your professional outlook.Also you might end up with list and list of the wrong kind of candidates !! Job descriptions should have the general location (at least) where the job is located, the sector, what primary and secondary skills are needed and if possible the salary or rate bracket.
Resume Doctoring
Don't do it !! If a candidate has 1 month of experience and you change it to 1 year it will not just be caught out in a proper interview, they candidate will be embarrassed when he/she is asked to do a technical test to prove he/she has a year's worth of experience in that technology. It will make the HR person - your client fed up that you have send - unvetted candidates to his/her door !!
Don't hint just ask
Recruiters will phone candidates and ask shadowy questions about their past trying to find the contact person of where they lived before in order to drum up more business. Don't do it. Just ask properly. Like this: 'Hi Joe, I see you worked at Bla bla industries' I would like to give them a call and see if they have any work for us, if they do we'll send you a £200 gift. Joe can say 'yes' or 'no' respect that and respect people it will pay off in the long run.
Deliver what you promise
If you promise some one £200 for introducing you to a candidate, make sure you get back to that person if you candidate get's the job and use your initiative and pay them. See it as sowing, that bit of taking care to pay someone who would not be the wise if you didn't will make the universe look after you. You will feel solid and next time you speak to someone promising £200 you can do it with confidence knowing you are not lying.
Protect your candidates
Candidates are sometimes to be blamed for bad work, but sometimes they do get the short end of the stick. Protect your candidates. Make sure your contracts are good and decent. For instance if a candidate works over the Christmas / New Year period try and negotiate a day or two more breaks that what is expected. This will give the candidate more respect. Also you can offer the candidate extra money (weekend break? ) for completing contacts / introduction periods. This will please job providers and candidates equally.
Communicate properly
If a candidate did not get a job, contact him and tell him/her that properly and with care. Not returning phone calls or feedback is BAD. I know of candidates who has a little black list they keep with all the bad recruiters on there.Make sure you don't get on such a list.
Deliver what you advertise
If you advertise a job for £200 a day, when the candidate get it give it for £200 a day don't try and get the candidate to take it for £180. It might be a sales man trick but very very irritated when you are the candidate one moment you are happy for getting a job the next moment you hear you have to sacrifice a portion of you income to a greedy recruitment consultant.
Sounding arrogant
Friendliness and humility go a long way. As a recruiter you might not know that people are generally scarred of taking to you. For the candidate it is a very personal thing. Sensitivity and friendliness will put a candidate at ease and generally you will have more success. Try not to sound arrogant, irritable but just down to earth and professional and friendly
Published: 1st June 2016 by
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