There are very few entry requirements for the recruitment industry. Some think of this as a good thing and some think of it as a bad thing but it is a reality and it probably won’t change. With that easy entry come bad habits which can be picked up along the way from rookie to established recruiter.
It feels like the right time to point out that there are good recruiters and bad recruiters and ones who fall in between. Some of us take pride in our work and do not view it as a get-rich-quick scheme, taking time to find the perfect candidates for the roles and caring about whether it is really the right fit for the job.
Like many people who are looking for good rewards without having to work for it, the fact that there is no qualification for recruitment means that the learning happens on the job. Luckily the worst of the recruiters rarely last, but the industry itself can lend itself to a prioritising of resources over customer satisfaction.
Here are some of the bad habits that the industry need to deal with:
1. Pointless information
Granted, some information is required in order to clarify whether the candidate is appropriate and for background checks, but often, recruiters are demanding personal information that is just not needed, and certainly not needed at that stage. This could mean reems of information on past employers or school grades. A lot of the time there is also repetition of info, which is usually easily available on the candidate’s resume.Timewasting
The job market is going pretty crazy right now and time is of the essence. Offers are flying around and organisations looking to fill vacancies cannot wait around. Recruiters also need to speed up their processes or they will end up empty-handed when it comes to sending prospects over to their clients. The leisurely pace will no longer cut it. Specialist candidates receiving multiple offers will no longer bother to wait around to hear what you have to say. If you don’t have your act together, they are gone, and the process must be started all over again.
3. Interview overkill
A recruiter should be able to ascertain whether the candidate is suitable from a phone chat, a look at their CV and maybe a video interview. To do more, at that stage, is overkill and it can help breed resentment from the candidate. The company with the job role may interview multiple times, and while a dedicated recruitment partner should be steering them away from interview overkill, generalist recruiters will not do much about that fact. They can, however, control what they do and how they obtain the information from the potential employee.
It is not pleasant to be on the receiving end of the disrespect when it comes to the job market. The reason behind it is obvious: resources. There is only so much time, because there are so many jobs to fill, and the recruiter needs to prioritise the candidate that has the best chance of securing the position or all their work was for free. This, however, is no excuse for ‘ghosting’ candidates, not communicating if the candidate is still in the running, using texts to break bad news or not being there when the meeting is supposed to start. If you don’t respect your candidates, why should they respect you?
What can be done? Specialist recruitment partners are much less likely to engage in this behaviour as they have segmented payment agreements and do not lack the resources, but generalist recruiters must do better, or they won’t be around much longer.
Curious about how Zenshin Talent can help your organisation? Contact us today for a no-strings conversation about your needs and our experience.