What Does This Recruiter Know? Maybe Something, Maybe Nothing

Written with Love and Commitment by Greg Eidlen, Partner of ACG Resources

 

Finding a job can be one of the most stressful, time-consuming, and life-changing events. With 168 hours in a week, if we sleep 7 hours a night, that leaves 119 awake hours. Humans are spending at least 40 hours or 33.6% of their awake time working. To commit to spending roughly 33.6% of our time and life is not a lighthearted decision. If only there was someone who can help…

 

I get it, 3 sentences in and already you may be thinking “another article by another recruiter offering help and advice and glorifying their services”. I challenge you to continue reading and at the very least if the content doesn’t help you, it will make you laugh or see us in a different light. I can’t speak for the practices of any other firm than my own.

 

America’s New Pastime

A favorite new trending pastime seems to be bashing recruiters on LinkedIn, Glassdoor, and other outlets. As a recruiter, when I read some of these things, I find myself saying “batter up” because I would feel the same way in some of these situations. Everyone should share their experiences, both good and bad and there is nothing wrong with sharing it. With that being said, there are good and bad in every industry and profession, the recruiting industry being no exception

 

We are human. Many recruiters fall into the industry almost by accident and not by choice. I may be the exception along with my brother and sister because we were born into our chosen profession which is now our family business. A true professional will continuously grow, adapt, and evolve to be good at what they do by learning from their errors. Mistakes happen and if they’re unintentional they should be forgiven. I leave cabinets open, I forget to lock my car, and things slip my mind. When it comes to recruiting, I am a human. I try my hardest to have ethics, avoid careless errors, and treat candidates as I would want to be treated.

 

Communication and feedback are key, both ways. Every candidate deserves feedback as does every recruiter. I understand that not every experience can be a pleasant one in a high-stress situation such as seeking a job. Every encounter will not be perfect and the best thing you can do is tell us if it was less than perfect. A reputable recruiting firm will collect feedback from candidates on a daily basis to train staff and evolve. I know applying for jobs can be like emailing your resume to multiple addresses and wondering if it was viewed by a real person, made it to the spam folder, or got rejected by some artificial intelligence program. Most professional recruiters will empathize and try to respond to every application by implementing technology and creating accountability in the application process. Firms that have systems and processes in place to let candidates know they are not suitable to demonstrate their commitment to the true intent of the industry. Things can fall between the cracks, but a good firm looks to fill the cracks. When a professional recruiter reaches out or engages a candidate, that candidate should not “ghost” them in the middle of the process but tell them they are withdrawing. Ghosting can be saved for the dating apps, not the job-hunting process. Communication is a two-way street.

 

The famous line “Trust me”. Trust issues exist, especially if you watched a few episodes of Lost or saw The Sixth Sense. Being asked “how much are you looking for on a base salary?” can be the hardest and most invasive question ever. A true professional asks this question to determine if the candidate’s expectations are within feet or miles of the market. There are generally three numbers that exist in the job search/recruitment process…, the candidate’s desired number, the client’s desired number, and the number dictated by the market. This question is the engagement ring and you saying “I do” creating the commitment and trust to work together. A recruiter’s goal should not to be the low ball you or hurt you in your pocket, but rather help you. If a candidate does not get the role, a recruiter does not get paid in most instances. The common goal is to get you the job, get you the best offer, and ensure you are the best candidate for that role. If there is mutual trust in the process, it can be one of the easiest and most rewarding job-seeking experiences. If there is no mutual trust, then the experience can be miserable. Good recruiters are in it for the long term success of you and their clients. There is a reason recruiters advise against counteroffers, not to close the deal but to avoid a target on your back and remind you that your reasons for leaving didn’t go away.

 

A world of information and misinformation.  Trust me  (see above) We all want to make the most we can in our next role. A few Google searches of how much I should be making and some phone calls to friends and relatives and I learned I am underpaid by an astronomical amount.  A recruiter can maximize your offer and not minimize your chances. There is nothing wrong with being educated, doing your research, and getting a rough idea of where your compensation should be. Just always remember these are estimates and ranges that can be affected by many variables. Professional recruiters know the appropriate market range based on candidates they have already spoken to, similar roles, and client expectations. Don’t’ overprice yourself or even worse, underselling yourself. If you feel that providing a salary expectation figure to the prospective client will result in a low ball offer, then perhaps that is not the right employer for you.

 

Last and foremost. It’s not you, it’s me. Select a quality recruiter and do your research. Seek  firms that encourage feedback and make it public. I wish I had a job for every candidate that came to me. We try our hardest to skill market, offer free advice, and offer an ear to listen. If a firm is doing that, then they most likely will be a quality firm. Look at the firm’s staff and see if they have consistency in it. Go with your gut. If something doesn’t feel right, it may not be. It is all based on a relationship and both parties have to enter willingly.

 

Hopefully you laughed and realize we understand recruiters can be the best resource or the worst disaster. When used as directed with a healthy regimen of utilizing all available job seeker resources, you can have great results. Side effects may include anger, happiness, sadness, and SUCCESS.

 

Don’t let us tell you how we are different. See it for yourself and hear what our candidates and clients have to say about our team.