The Nine Things that Recruiters Do that Irritate Me—A Recruiter

You are SO right about the attitude which is displayed by the worst recruiters. I also think that the worst recruiters are like the worst real estate agents; full of enthusiasm in the beginning when you're a bright new prospect, making grandiose claims...and then, very little follow through. Too many recruiters are like this. WHERE do they think recommendations (and repeat business) come from other than satisfied job seekers?? So foolish, egotistical and short-sighted...
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As a Recruiter you have to know your job. must important we have to be humanism, and always respect all those people that need our help. I love the number 1 on Scott List. am agree that 1. We both need each other
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Great list! 10 things i don´t like as a recruiter. 1. Call a recruiter and ask for information you can find i the ad. You are wasting my valuable time. 2. Don´t call and ask irrelevant questions just to make a contact and an impression. Again, don´t waist my time. 3. If you don´t have the acquired skills, don´t apply for the jobb. Sounds like a fun job to me... 8 of 10 CV i read don´t have what im lookin for. 4. 10-page CV. This is not www.amazon.com. and im not a gonna give you a Pulitzerprice. 5. A CV with no contact information and or other relevant information. Beeing mysterious doesn´t make you an attractive candidate. This is not a dating service. 6.Failing to read the ad and sending your CV by email when we clearly state that we want you to register on our website. Beeing able to register is the first step to qualify for the job. No soup for you! 7. Calling and asking for an interview cause you cant write a CV. Everyone can write a CV and if you cant, just ask a friend for help. Im sorry but i cant interview everyone applying for the jobb. 8. Its hard and difficult to register on the website. Is it oki to email you? You have no job= you have the time. Just do it! I agree most websites are difficult and not easy to register on. Call our computer department and maybe they can give you a job. 9. Applying for every job on our website. We can see all the jobs you are applying for and if you dont have the skills for most jobs you apply for it says a lot about you. 10. Smart remarks doesn´t get you the job. It´s not about beeing right or wrong.
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Report Abuse   nlpgraham 07/06/2010 1:41:42 PM EDT I love your list about as much as the original article's list. #8 If they can't apply via the website, please don't call the computer department for a job because they obviously can't handle the technologies you are using.... #10 Also, Smart remarks...whether right or wrong, it's definately NOT about being rude the Recruiter !!!!! (the 1st person who can help you get your foot in the door...)

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We are not only the recuiters, sometimes we are job seekers, think of those experience if you are interviewed by a rude interviewer, then you won't want to treat your candidates like that. Not only scott mentioned above, I also encourage make the interview organized and structured. - The HR interview, hiring manager and final interviewer don't ask the same question to candidates. We have our different assessment critea. - Standardize the interview questions. Ask different people with the same question and make is justify to each of the candidate. Also it's HR's responsibility to help hiring managers build up the interviw questions. - Keep candiates answers in record and filed for easy discussion and tracking. All in all, take yourself as the candidate, try to understand their experience and improve your arrangement. If you don't like it, don't take it to others.
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As a recruiter of 18 years, I do agree with some points made during this discussion but I felt compelled to also flip the coin over to candidates. This morning I reviewed over 40 applications for a job which clearly outlined the essential minimum qualification and industry background required {which was very specific} only 1 of the applications met the requirement, all of the others were totally irrelevant and I mean totally irrelevant, however I did spend the time to review every single cv and to respond to each applicant - maybe if some individuals didn't apply for roles that were totally irrelevant to their skills and experience, recruiters may have more time to spend with those that are!
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As an HR professional myself, it has been difficult to accept how widespread the poor practices that I've experienced as a job seeker are. I shutter to think that all the stuff I've come to believe about branding and engagement only exists in academia, but I'm not finding it. Recruiters have no idea, or have forgotten, their own mission and culture statements because they don't model them in their interactions. Moreover, they will not find talent if they are not looking for it. The future leaders of your company go somewhere else because they didn't happen to be a Java Programmer. "Sorry Mr Welch, we have determined that you do not have enough Java experience. Please make sure your profile is adequately buried in our database that I have lost my password to." There is no war, if nobody is armed. Recruiting is an art. They are the bone marrow of your organization. When you lose, they replenish. However, the entire HR function, including recruiting, is failing most companies right now when they could be making real gains to their talent pools and workforce. I'm pretty disillusioned with my profession right now.
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Great article Scott! I own a recruiting agency and I'd fire anyone that did your nine things. I do believe of lately that recruiters have really gotten an attitude is because they are doing all of this work and getting nothing out of it. My company prepared for this market and we still have great attitudes!
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Recruiters have gotten very rude and short tempered lately. I don't know if it's because there are so many unemployed and applying to their positions. I had a situation where a recruiter sent me a list of questions to answer and then wanted to scheduled some time with me. After a week passed, I hadn't heard from her. I contacted her to say I'm still very interested in the position. She responded, "Check our website for your status". Well, the website said I was no longer considered, but could you of least responded more professionally and tell me the reason(s) why? Being unemployed is not easy and I'm trying to be patient and respectful to others. I would at the very least expect the same thing.
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I, too, have lost a TON of respect for recruiters! They are so rude and insensitive. I cringe every time I receive a "thank you for applying letter" when I know darn well, the recruiter did not review my resume! Oh, what about the agencies that call you in for an interview, make you go complete these stupid tests, call ALL of your references, but still have no job for you! The thought that my life is basically in the hands of a recruiter makes me sick to my stomach, literally! I have absolutely nothing positive to say about how applicants are being treated. SHAME SHAME SHAME!!!
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I would add to this 10. Not preparing the interview with rigour 11.Chatting about how important one is in the ecruitment industry 12.Using psychometics without knowing what it is all about 13.Not following up on interviews
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Thanks for the comments everyone. Glad everyone found value in the article. Scott
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Great article! Just treat people the way you would like to be treated, with respect!
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Bingo Scott – You nailed it. My name is Mike Mayeux (myu@novotus.com) and I am the founder of Novotus, a Texas based Recruitment Process Outsourcing enterprise. We assembled a list of many other things that are just simply BROKEN when considering the Headhunter ways/methods/business model etc… Here are two (actually broader tenets) that I think are critical: 1. Grace and Nurturing - Read TalentForce written by Rusty Rueff and Hank Stringer. Every single one of your 9 points go back to Candidate Nurturing and Graciousness as so well explained in the book. Headhunters have lost, and some never had, this basic fundamental. Over the past 15 years however, corporate staffing – internal recruiters have moved mountains in this area by in large. We modeled after the heart and example of the corporate recruiter and in everyway have avoided anything that looks like the Headhunters. http://www.amazon.com/Talent-Force-Manifesto-Human-Business/dp/0131855239/ref=sr_1_1?ie=UTF8&s=books&qid=1251377233&sr=1-1 2. Business Model: I think it is important to say that Headhunters are not bad people; they just have a terrible business model. Everything you don’t like about HHs is driven by their adaptation to their ridiculous model. So – When they take a call in an interview for instance, they have to take that call because they are trying to close a deal for many thousands of dollars and for all they know your interview may likely render no revenue to them. AND THAT IS THE HOOK… These HHs live in a world where their work is either worth $0 or $X,000s…….. The average recruiter fills about 1 in 7 requisitions. They finance the 6 deals that go bad by over charging their fee-paying customers for the snipe hunts that their other clients send them on. They do not expect to fill 6 out of 7 of the work orders they get. That’s crazy. So 6 out of 7 interviews are, in their minds, a waste of time. 6 out of 7 phone calls are a blow off. They are continuously looking for that one call, interview, client etc that will lead to money. Bottom Line: Clients are paying huge fees for terrible service. Candidates are getting messed around and no longer interested in a job hunt via HHs. Headhunters don’t really like their model either. The time is finally right for the new models that have been emerging for the past 5-7 years through the RPO movement in America. Not surprising when you consider that the fees are about 70% less than HHs, while the speed and quality is much higher. Times are changing Scott. Great article thanks.
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Ah, here's one more I heard recently: Using a "bait and switch" on a candidate. Making an offer, then changing the terms when the candidate calls to accept. My acquaintance's offer went from being a non-exempt programmer, eligible for overtime, to being a salaried, exempt employee - a clear loss in compensation AND a potential FLSA violation as the work activities did not change.
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I dislike the fact that recruiters make a lot of assumptions (wrong)- you are too senior for the job as an example and being irritated if you call to ask if there is any progress/feedback..........
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So true.Moreover because of recession resulting in layoffs the recruiters are calling the shots. They don't even care to answer calls or reply to emails. They don't realize the price they pay for this as it will impact the image of the organisation, kill the very value "Respect" the company stands for. I also feel that this kind of behavior stems from sense of insecurity / ego which forces them to make good use of any opportunity where they is considered "important" . All in all its a good write, Thanks
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You are right on the spot!
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