Recruitment consultants are a bit like Marmite.
The consensus might be mixed…but feelings are strong. Some wouldn’t dream of applying for a role or interviewing a candidate without one. Others would do just about anything to avoid getting in touch with a recruiter. But why is that?
For lots of people, there can be be a certain wariness when it comes to dealing with recruitment consultants. This is because some of them have bad habits. Rather than greasing the wheels of the hiring process, they make things more difficult than they need to be. Naturally, this is extremely frustrating for both clients and candidates. Whether this happens because of a lack of communication, failing to share crucial details, or generally cutting corners, here are some key ways to suss out if the recruiter you’re dealing with is up to scratch.
Request a face to face meeting. It isn’t possible to have a full sense of a candidate’s personality, skills and experience without meeting them in person. On occasion, this can be an issue because of location – but today’s communication options leave no room for excuses. If a face to face meeting isn’t possible, there should at least be a conversation over Skype or FaceTime.
Facilitate a smooth process. The job of a recruiter is to manage the hiring procedure wherever possible. A good one knows that they need to be fully engaged throughout and give the candidate regular encouragement and advice.
Give prompt feedback. A recent study of over 70,000 candidates found that 4 in 5 never received feedback after their interview. One advantage of applying for a role through a recruiter is that they will enquire about this on the candidate’s behalf. It is vital that this information is passed on within 24 hours – whatever the outcome, chances are it will be constructive and therefore helpful for them.
Ensure you’re well-informed. A good recruiter will know not to send a candidate to an interview unprepared. This doesn’t mean doing all the work for them, but the candidate should certainly be aware of what to prioritise to maximise the chances of a good impression.
[As with candidates] Request a face to face meeting. It’s vital for the recruiter to have direct insight into the business. That way, they can ascertain what sort of candidate would be the right fit for the role. Failing to express interest in getting to know the essence of the organisation’s culture, structure and environment should ring alarm bells.
[As with candidates] Give prompt feedback. Not only should they check in with the client as swiftly as possible to get their feedback after the interview, but they should also provide the client with information on the candidate’s incentives and their reasons for leaving their current position.
Act within your interests. At the end of the day, the client is paying the recruiter for their services. In exchange, the recruiter should be as transparent and reliable as possible. Ultimately, their role here is to add to the value of the client’s business.
Behave as a representative of your brand. They should act as an ambassador within the market for the client by responding to their requirements and bringing them the best talent they can find.
These habits are vital for making a good recruiter, and ultimately, they’re the basics. If yours is failing to meet the criteria listed above, it’s best to move on.