A couple times a year I meet up with one of my local recruiter colleagues to wax philosophical about our industry. Such was the case recently.
Personally, I have had about an overall 10% decency rate on recruiters, whether internally at companies, external via contract recruiters or vendor recruiters.
The best experience has been through vendor recruiters. Those who have proven themselves to stay on the hiring company’s vendor list as a reputable and results-producing recruiting vendor.
A vast majority of the not-so professional ones have these traits:
- Don’t follow through
- Don’t return calls
- Don’t communicate
- Treats a senior executive like a 20-something with little life experience, and talks down
- Are paid for submittals, not for actual hires (this one was a new one until I was unfairly submitted to a contract opportunity at 25% less than we had agreed to)
- Ask “screening questions” that are “kindergarten” questions that make no notice of senior executive experience
- Don’t understand the job they are screening for
- Don’t read resumes, or spend 17 seconds glancing for key words, instead of actually reading it to glean the true essence of the person to see if there is the potential for a good candidate (versus only focusing on the ‘perfect resume’
- Don’t treat you with the respect that a long, successful career has earned you
- They are inefficient in their workflow
- They are overworked and overpaid with compensation metrics misaligned with the real purpose of finding stellar candidates
- Their account managers who have the relationship with the hiring company are usually the real professionals. If you are lucky enough to find a recruiter who is the account manager and the recruiter, that’s better.
The few (internally and externally) I have worked with who are true professionals exude the exact opposite of the traits above.
This blog post is curated by Marty Koenig http://linkedin.com/in/MartyKoenig
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