How to tell if your recruiter is working for you or themselves
25th Jan 2018
Recruitment consultants, let’s face it, have been known to get a bad reputation, mostly down to the sharp practice of a few. Sure, there are times when returned calls can slip through the net, and whilst that can be frustrating for any job seeker, in an industry where time is such a consideration, most job seekers appreciate that these pressures can occasionally conspire against the best intentions for a great candidate service.
But, are there other more unnerving traits that job seekers should be aware of about their recruiter?
Our team put together some questions they feel job seekers should ask themselves/and be aware of when selecting a recruiter to represent you in your next career. These insights should enable you to determine whether your consultant has your best interests at heart.
1. Is your recruiter overly interested in exactly where you are interviewing?
This particular aspect of the recruitment process should be handled with caution.
There are a range of reasons a recruiter might want to know what roles that you are interested in, and the sector, as it gives an understanding of roles you could be interested in that they are be working on. When a recruiter straight out asks or overly focuses on ‘Where are you interviewing?’, this could be a sign that they’re interested in speaking with that business themselves and putting other candidates forward, hence creating competition for yourself.
2. Does your recruiter talk you out of other interviews?
Recruitment consultants should never talk a candidate out of an interview.
At the end of the day, interviews are just conversations, especially at first stage. They are an opportunity to learn how a business operates, and to ascertain if there is a fit. A job seeker attending an interview arranged externally to a recruiter should never pose any concern to a well-meaning professional in this field, who’s genuinely interested in assisting you to identify the next step in your career.
Job seekers should think carefully about a recruiter who endeavours to do this and their motives.
The only caveat to this that we are aware of, is if a job seeker has attended an interview and an offer has been made. If everything seemingly aligns for both parties, yet another unexplored interview waits in the wings, there are instances where the continued investigation of opportunities can reflect badly on the offered individual. In this instance, a recruiter’s best practice is to outline the potential damage to the candidate if the employer discovers that they are continuing to interview. The candidate can then proceed as they desire, aware of the consequences.
3. Does your recruiter call you straight after your interview?
Of course, it’s understandable that the consultant who has arranged an interview for you would be interested in your feedback. Caution perhaps should be given to those consultants who are keen to know the minutiae of every question. This information could be passed to their next candidate, giving an unfair advantage.
If your recruiter asks general questions as to how you feel it went, if you feel there was a meeting of minds, if you’re interested in the next stage and if there was anything else you wanted to say, but didn’t get the chance to, it’s a safe enough bet that they’re working on your side.
4. Does your recruiter really listen to you and what you are looking for?
Think about the breakdown of your conversation with your recruiter. How much of it is spent listening to them talk about a role and how much is listening to what you have done, where you have been, what you are looking (and not looking for) in a new challenge and getting proper context of your career?
A good recruiter should be able to give you a summary of exactly what your expectations are at the end of your conversation. The more detailed this summary, the higher the likelihood that they’ve your interests in mind.
5. Is your recruiter able to tell you about the detail of the company/role that they’re recruiting for?
A poorly managed process and one where unexpected/unfavourable aspects can arise is one where the recruiter hasn’t met the hiring business that they are sourcing for.
A good recruiter should be able to tell you pluses and minuses for every opportunity they discuss. No job is perfect, and a recruiter on your side should be able to straight out tell you what the negative aspects of a role are, we are yet to come across a role that doesn’t have downsides. If these aren’t detailed are there other negatives which could have been skirted over?
6. Does your recruiter critique your CV?
No two businesses, roles or people are the same.
When a particular role is identified, good recruiters will take the time to explain the bias of any particular opportunity and endeavour to help you elaborate upon the elements of your experience that are going to have the most impact on any particular organisation. If this time isn’t invested in you and your experience, are you really getting the best chance to succeed?
7. Will your recruiter take the time to meet you?
If you are forward for consideration for an opportunity, that could be the next step in your career.
It’s imperative that your recruiter meets with you. Your recruiter will act as your champion in the process. One of the biggest advantages of using a third party to identify your next career move is that they can ask the questions that could potentially negatively impact the impression you wish to make.
Recruiters should have the ability to speak to their clients with confidence about any expectations you have and critique your experience against other professionals, in your field and in the marketplace. They are dealing with professionals in the market day in and day out.
If you haven’t met with your recruiter, do they really have the ability to do this credibly? Is there a chance that you are merely a number to them to ensure that their ‘Interview numbers’/ ‘CV send’ KPIs are achieved?
If you’re a job seeker in an interview process and uncertain about how you’re career options are being handled, why not get in touch with us?
At Corvus Recruitment, we pride ourselves on being different. We live by our core value; Do the right thing. We each have at least 7 years specialist recruitment experience, don’t operate to KPI metrics and treat our candidates like we want to be treated, as individuals.
Sarah Stewart | Senior Sales & Marketing Recruiter | Corvus Recruitment