5 Things I Wish Recruiters Would Do (As a Former Pandemic Job-Seeker)
While on the hunt, I’ve used multiple strategies to land a new role or client. Recruiters have been a key component in my job-hunting arsenal and I’ve dealt with good ones, bad ones, and in-between ones. These are some of the things that I wish recruiters had done better during the process.
1. Check in
No jobs they’d qualify for? That’s alright, you should still take the time to check in and let them know that you’re still on the hunt for them. Even sending them some resources to help build out there resume would help to maintain that relationship with the candidate and build loyalty. They’ll think of you first the next time they’re on the job hunt.
2. Don’t ghost your candidates
This one is the most irritating and one that I’ve seen the most during the pandemic, and not just from myself. There will be a line of communication with a recruiter, the candidate follows up and then NEVER hears back from the recruiter. The candidate is left wondering what the heck happened and why the recruiter suddenly fell off the face of the earth. As with all emails, a general rule to follow is two days for a response. If the client rejected that candidate, just let them know. They’ll be happier to have a final decision instead of never hearing from you again.
3. Maintain the same level of courtesy you expect your candidates to have
I had an experience where I worked with a firm and was in a holding pattern for a job, but ended up finding a job elsewhere. I let the recruiter know about the new position and thanked them for their hard work and time trying to make this other job work. I never heard back.
Your candidates are working with you because they value your expertise and connections. Even if their job hunt doesn’t work out through you, what’s the value of burning a bridge? Every connection is an opportunity to match a client with the ideal candidate, if not now potentially in the future.
4. Respect your candidate’s time
Have a candidate that works a full-time job? They’re probably not available for a test week at another company. Does your client want to string a candidate along? Provide a timeline for when they should get back to the candidate for a final decision (even if it’s just an estimate). Your candidate needs you to acknowledge their constraints and their timeline. Don’t be surprised if they find a job elsewhere if this doesn’t happen.
5. They’re people, not products
You may be in the business of sourcing candidates for your clients, but your job is working with people… not products. Managing relationships, expectations, and communication is paramount and truly makes the difference between a mediocre recruiter and an exceptional one.
FULL DISCLOSURE: I have worked with recruiters who haven’t done ANY of these things, and they have a special place in my heart. I'll always recommend friends and colleagues work with them when looking for a new role.
