Recruiting is Selling: The Power of Active ListeningNovember 7, 2017
Qualigence 2.0: Same Great Company, Fresh New LookNovember 27, 2017
Good recruiters know how to have a conversation with candidates. They know how to develop a personal relationship and learn who candidates are as people. A good recruiter knows how to actively listen while the candidate talks, and they ask targeted questions to get to the heart of what each individual wants, needs, and desires in their next role. They invest in the candidate—not the req. A good recruiter is on your side.
Haven’t had this experience? Not surprised.
The recruiting industry gets a bad rep, and it’s known for being impersonal and transactional. Truth is, there are tons of wonderful recruiters out there who go out and kill it every day. But it’s those rotten ones who spoil the reputation for the masses.
Here are 6 signs of a bad recruiter and how to stick with the golden ones.
1. If the recruiter tries to bully private salary information out of you. A solid recruiter will never ask you for your current salary; she’ll ask you for your target salary. Ideally, when we switch jobs, a slight increase in pay is a good deal, right? Your financials should be of no concern to the recruiter seeing that it doesn’t support the underlying question of, “Are you interested in the position?”
2. If the recruiter doesn’t communicate with you after the screening phase. Whether it’s to tell you that you didn’t make the cut or that she plans to move you forward, communication is an absolute must. Once she passes on the information to the client or hiring manager, there’s only so much she can do. Good communication is totally in reach, though. A good recruiter will be in touch at least once a week if the candidate is still in the running.
3. If the recruiter speaks more than the candidate. We all like to hear ourselves talk, but there are good times and bad times to talk. In the instance of recruiting, bad recruiters will speak more than the candidate. The purpose of the candidate and recruiter interaction is to learn about the candidate. What good will a self-centered conversation about the recruiter do for the candidate? While it's necessary for recruiters to build rapport and trust by sharing some tidbits about themselves, that shouldn't be the focal point.
4. If the recruiter asks for references during the first conversation. Pro tip: never include references on your resume. Don't give anyone the opportunity to share personal information about you without consenting to it. In fact, it's technically illegal for a third party to conduct a pre-employment reference without your written consent. After all, it's a pre-employment check. If this is only your first conversation with a recruiter, there's hardly any concrete indicators that employment is in the cards yet.
5. If the recruiter doesn’t express an interest in your motivations or interests. Bad recruiters will contact prospects solely because of some keywords they noticed on a resume or LinkedIn profile. There's more to a qualified candidate besides experience and skills, and it's the good recruiters who seek out the details about what makes you, you.
6. If the recruiter asks inappropriate or unrelated questions. Random or unrelated questions are a surefire sign of a bad recruiter. It could be a sign that she’s just trying to fill the staffing agency’s quota or that she didn’t do her research. A good recruiter will ask you socially acceptable questions, and she’ll ask you questions that make sense. Recruiters shouldn’t be asking curveball questions.
I was once personally asked, “Can you tell me about a time you quit something?” Obviously thrown off by this question, I asked what she meant: “Do you mean a job or…?” “Anything. A job, a sport, whatever. Just a time you quit” (verbatim). Mind you, there was no precursor to this question and no follow-up. We just went right to the next question like a good ol’ factory line.
I’m also someone who values context. If the question were along the lines of “Have you ever quit a job?” I’d have understood a little more, but I still don’t think it’s appropriate. If the recruiter was looking for a time I called it quits or marched forward during a stressful project, okay, I get it. But phrase the question better next time.
At the end of the day, a good recruiter will be a good communicator. The conversation you have with her will flow nicely, and she'll make you feel comfortable. The conversation should end with you feeling like a connection was made; that the person on the other line wasn't in it for herself.