5 Things Recruiters Loathe But Hate to Admit

Though recruiting and working with recruitment professionals has been a pleasure, there are some things that drive us crazy.

Here are five things that we loathe but hate to admit:

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  1. We can’t stand serial callers and/or bugaboo candidates. These are those candidates who call every day for a status on their application as if something has changed. It is even that candidate who decides your word isn’t good enough so they put their investigative chops to work and find your boss’s name and number.
  2. We loath VIP hires. You know who VIP hires are. This is the clerk the CEO met at CVS while picking up a prescription who was so pleasant and knowledgeable that now he wants you to hire him as the chief of radiology with just a high school diploma. This is a headache because they claim to want quality hires and people who mesh well with the culture. You spent all of five minutes with this person. How do they know they will fit in? Let’s not forget that he is nowhere near qualified for the job he wants me to hire him for … how do I work around that?
  3. The M.I.A. hiring manager. This would be those hiring managers who open a job and if you’re lucky you may speak to them once or not at all. You go along merrily creating the job description, posting the job description, and even getting some good candidates. The interview process is about to commence and you are calling and emailing and emailing and calling to no avail. The hiring manager is M.I.A. Who gets the blame? The recruiter, of course. We get ridiculous responses from our superiors like “how many times did you call him?” Or, “try e-mailing her again.” My favorite is: “You don’t want them to say you didn’t try to reach out to them; let’s c.y.a. and keep calling and e-mailing them.” Really?!
  4. The bad hire. This is the scenario where you did everything a good recruiter would do. You met with the hiring manager to go over the needs and the recruitment plan. You crafted a masterful job description to attract the best candidate. You then posted the position and got dozens maybe even hundreds of qualified candidates. You interviewed thoroughly; the hiring manager interviewed the candidates; you even checked the background and references on the final candidate. But, alas, the candidate came and left before their benefits kicked in. Who’s fault is it? Surely, the recruiter did something wrong during the process that caused this person to leave.
  5. The tale of “time-to-fill” ratios. Let’s say I have 50 positions to fill. I’m required to fill all positions in 60 days or less so my boss doesn’t get his/her behind chewed. Let’s also consider some of the scenarios above. I have a job, plenty of candidates, some relentless candidates that think they are the best fit for the job, the M.I.A. hiring manager, and just for fun, this vacancy happens to exist because of that “bad” hire. Why now do you have to be grilled about why a few of your vacancies have exceeded your 60-day threshold for filling positions? There is way too much emphasis put on the physical number when the focus should be the plentiful nuisance variables that impact that ratio.

If you are recruiter, you are either laughing heartily or cringing right now. As recruiters we are the first interaction a candidate has with a company. Most of these scenarios become part of the routine after awhile. We try to put our best foot forward, but we are only human. If other HR disciplines have their gripes and air them out, why shouldn’t we? For those of you who are new to recruitment, I send you a hearty welcome and my strength for when you deal with these inevitable situations. Good luck!

Janine N. Truitt is a human resources professional as well as an HR blogger/founder of “The Aristocracy of HR” blog. Follow her blog "The Aristocracy of HR" at http://hr.toolbox.com/blogs/aristocracy-hr/ . Connect with her on LinkedIn and follow her tweets on Twitter @CzarinaofHR. The opinions shared in her articles are her own and are in no way a reflection of the views of her employer.


55 Comments on “5 Things Recruiters Loathe But Hate to Admit

  1. Janine, put me down as laughing hysterically!! You nailed it, dead on! These are terrific reminders.

    The other thing I hate goes with the first one you suggest and that is the “serial poster”, that person who applies to EVERYTHING, from IT Help Desk analyst to CFO!! People don’t realize that we remember names and don’t look kindly at these people (that is putting it very nicely!!).

    Thanks again for a great post.


  2. Hi Paul,

    Thanks for reading and your comment. I’m glad I made you laugh hysterically. I definitely forgot the serial poster- they should have made the list. The kicker with the serial posters is they apply to everything under the sun and have the audacity to want feedback on why they have yet to be called for an interview. People have a hard enough time getting called for jobs they qualify for- what does a job seeker think their chances are in getting called for a job they are unqualified for? Craziness but it keeps the job interesting.

    Take care and thanks for letting me know I’m not alone out here in RecruiterLand.

    Best Regards,


  3. Ugh! Definitely add Paul’s to the list – that struck a cord. It’s probably because I get that one more than any of the others. I suppose candidates just don’t understand the damage they do to themselves when they apply to “just any” position. It tells me they have a complete lack of career focus and have no interest in understanding themselves.

  4. Here’s another one to add to the list: The “I live just around the corner and would love to come to work for you” candidate. Regardless of the fact that the candidate’s only qualification is their proximity to your facility, they think that you’re going to roll out the read carpet, a six-figure salary, and a corner office, so that they can have the luxury of a five minute commute. Don’t get me started……

  5. Under the Heading Candidates Acting Badly…I’d like to add that I’ve had candidates who ask me out. And would like to add they’ve conveyed they’re married and have kids…Ummm, the word disgusting comes to mind but I’m just saying.

  6. Hi Everyone,

    I love this dialogue about what makes us tick as recruiters.

    Kelly- the serial posters are quite damaging. Unfortunately, since I work for a federal contractor I have to consider all qualified ‘applicants’ despite the fact that they apply to everything- but I definitely feel your pain.

    Bob- Your point definitely should have made the list. I guess with gas prices and longer commutes everyone wants to be closer to home, but you do have to qualify to get the call.

    Bianka- I have been a victim of the lover boy candidate that tries to flirt during the interview. This is an absolute no-no! Perhaps some love connections have been sprung this way-but I am no fan of this and would urge candidates to refrain from trying to “bag” the recruiter during the interview process.

    I love all of your insights and appreciate you reading.

    Best Regards,


  7. You know what candidates “loathe and freely admit” are recruiters who NEVER call them back. For me, in this two-year stint of unemployment, that has been the norm for 95-99% of the recruiters I’ve worked with; never, I mean NEVER call me back.

    Now, I have come to expect it as one of THEIR faults and remember the act of disrespect as a “tick” against their business model.

    An idea!! How about returning phone calls; following up on YOUR job offers and giving results BACK to the candidate. I will bet you, your little, “serial callers and/or bugaboo candidates” would go bye-bye.

    Questions or wishes to discuss? Please feel free – wturnley@sbcglobal.net.

    Thank you,

    William L. Turnley

  8. Lightly moderated?

    Shucks, my post never even made it! No, it was hateful; more like truthful.

    Well, that’s another tick against your discipline!

    William L Turnley

  9. William,

    It is easy for you to sit there and tick against our discipline but before you do that, consider this.

    Recruiters deal with a HIGH volume of candidates. We have to in order to meet the strict demands of hiring companies or hiring managers. A recruiter can quickly fill up their day answere the phone to say, “No nothing yet.” Rest assured, your recruiter wants to get the job filled and so if you are the best person for the job YOU WILL GET A CALL BACK. There isn’t a recruiter out there who doesn’t mind a phone call every other week or an email to check on progress but we all have many cases where candidates dial us relentlessly. Would you rather that your recruiter is answering these calls all day or would you prefer that they are trying to identify suitable roles? The only fault I see is that the recruiters you have dealt with likely didn’t set the expectation but if you are like candidates that I often deal with, people only hear what they want to hear and ignore the expectation altogther. We understand that finding work is a big deal but we are a cog in a machine, trying to do our best to make progress.

    So, feel free to follow up with your recruiter once in a while but realize that if you don’t get a call back in a timely manner, you probably didn’t get the job.

  10. Jeff,

    Okay, I stand corrected.

    I appreciate your recognition of my frustration. As I wrote, I don’t keep calling or writing for a status. Once I am submitted, I wait . . . which, I guess, adds to my frustration.

    Thank you again.

    William L Turnley

  11. For the record- I appreciate Jeff for his comment in shedding light on the variables that impact what we do as recruiters. We often get the bitter end of the stick and I hope these comments will clear up a few misconceptions. Jeff, I would elaborate on what you said only you are 150% correct and said it so well. I will point out some important things you said.

    At the same time, I want to address William. I am sorry you have had unfavorable experiences with recruiters so far. I will go on record and admit that we all are not cut from the same cloth. However, as Jeff said-of the good recruiters and there are plenty of us- we strive to provide feedback and make candidates aware of what they should expect during the process. If that hasn’t happened at the company where you have interviewed you may want to rethink working there. However, if you have just applied and haven’t been called for an interview- as Jeff stated it is safe to assume “you didn’t get the job”. This should push you to revisit how you’re going about your entire job search. Just a thought.

    Thank you both for reading and commenting.

    William- I wish you the best in your job search!

    Best Regards,


  12. I love that there was a difference in opinion and in the end it was met with responsible and respectful dialogue.

    Again, thank you all for reading- I appreciate it.

    Best Regards,


  13. Thank you, Janine.

    As I said to Jeff, I do have a better understanding of what you have to deal with. As I told him, it was Item 1, which most “rubbed” me wrong and through him, I stand corrected.

    Thank you for your response. Due to lack of specialization, on my part, I have to stick, for now, with the same job search. Unfortunately for me, there are 10 others, with me, applying for the same job.

    Have a Safe and Happy 4th of July, to all of you! You may want to turn off your phones to really “get” away.


    William L Turnley

  14. I sympathise …sure …there are some ‘pain’ fool people out there …but then ..there was galileo galileiii ../ johann keppler ../ and of course there is now the khanacademy ../ people who strike out on their own who lead the way …so ..its not all that bad ../ sink and swim and take the floaters with you ../ good observation

  15. reading this – my first thought was how about job seekers / coming up with five things they loathe about recruiters – after all, without people looking for paid work – there would be NO recruiters – and as always in life … there are good ones and bad ones ..so lets hear it folks ../ William ??

  16. there is an element of attrition and intellectual tyranny in all this – as not all ‘men’ were created equal, job seekers expect ‘equal’ treament when in fact employers are seeking to set ‘criteria’ to make the process seem fair ( no one really knows who is really good at anything until they get a chance to perform ) and humans learn very fast – getting a job is more an ART than a exact science – involves much more than paper credentials – and we all have to learn new lessons everyday about everything

  17. Great comments from everyone. Our jobs are becoming more and more difficult with the number of open reqs and the candidate volume we face daily. We have a difficult time providing follow up or have personal contact with candidates. Another pet peeve of mine is the candidate that sends their resume to the hiring manager after you have slready disqualified them.

    Sean Rego

  18. Chai,

    Thank you for reading. It is natural to sympathize with the job seeker. In fact, I encourage it. Here’s the facts, the amount of open jobs are far less than the amount of available job seekers. More importantly, since this economic downturn there have been entire industries destroyed-whereby jobs are obsolete. This is not something recruiters can fix. We get job requisitions and we fill job requisitions. A good recruiter will fill a job with the best qualified candidate- which by the way is the standard.

    There are times that I have one position open for and ten qualified candidates and I wish I could hire them all, but the reality is there is just that one slot.

    In a perfect world, we would employee everyone that needs a job and give everyone that has the aptitude to do a job a chance. Unfortunately, we don’t live in that “perfect world” and what I stated above is a typical day in the life of a recruiter.

    I hope my comment provides some clarity on where I stand. I appreciate your reading and sharing your insights.

    Best Regards,


  19. Sorry for the typos in the last comment. Not sure how “for” got in there in the 2nd paragraph- and “employee” in the 3rd paragraph should read “employ”. This is what happens when you do these things via a smartphone. I’m a stickler for these things.


  20. William – you said above that you posted something that didn’t make it? I check the back end of the site all day to make sure no posts that went live were spam, and I also check the spam folder to make sure no posts marked “spam” actually were legit. Perhaps I made a mistake and missed something that was marked spam, though I don’t see it in there. Anyhow – let me know and I can take care of it, thanks.

  21. Hi Todd,

    Thanks, but again, that was my error. There’s a bit of delay between the time the post is submitted and when it is displayed.

    It came up a bit after I logged off and logged in again.

  22. Chai,

    That is a great philosophical discourse.

    But philososophy doesn’t feed and clothe someone. Lack of jobsccontributes to undesirable activities by those desperate to feed their children and pay for their lodging. You can toss around philosophy all day and night.

    Bottom line is it doesn’t feed you unless you write a book and people buy it.

    Thanks though for your thoughts.

    William L Turnley

  23. There are some great discussions going on here! Let me state that as an Independent Headhunter, we also once in a while get the Hiring Company who contacts us for an immediate need, to which we quickly gather the qualified Candidates, submit them, and then nothing. Nothing. All attempts to contact the Hiring Company are useless, and we are left with some very disheartened, very qualified Candidates who now have added a trust factor to their already stressed minds. I am thankful this does not happen often! So, at times, we, as Recuiters, have to dole out some very upsetting news to some extremely strong Candidates, which is a difficult task indeed! I know I speak for many dedicated Recruiters, William, our Candidates become more than just “people who are looking for a job” they are important to us as we build relationships with them, as well as trust, and would like nothing more than to pick up the phone to tell them that they are hired!

  24. Here’s one to add to the list, especially after reading William’s posts – The candidate that thinks you are paid to find them work.

    The truth of the matter is that it’s the client that pays a recruiter, not the candidate. Of course we have a duty of care to candidates but if they aren’t right for a role, no amount of sales skill will get them said role.

    For a client to consider the high fees involved in utilising the services of an agency, it’s more than likely that they are looking for something very specific, something they haven’t managed to find for themselves.

    As recruiters we are paid to find the right candidate. Of course, along the way we should be nice to those candidates that aren’t quite right (after all, they may be right for something esle at a later date) but we need to set expectations accordingly.

    William – while I do understand your frustration and agree that it’s poor practice to ignore candidates entirely, you should understand what we’re paid to do.

    Here in the UK there are several government funded organisations that exist to find work for candidates. The services of such organisations should not be confused with recruitment agencies.

  25. Sean,

    We are stretched thin. It makes cuatomer service difficult to keep up with in the face of an increasing volume of jobs and other demands. It is not something a jobseeker wants to hear, but it’s the honest truth.

    I have to agree with you on the candidate that sends there resume to the hiring manager after being disqualified-that is annoying. Even more annoying is the hiring manager that calls you after receiving that disqualified resume to ask why they never saw it in the first place.
    Thanks for reading,


  26. Lauren,

    I worked in Staffing early in my career and you are absolutely right. From a staffing point of view everything is about building relationships and credability. When you get top-notch candidates vetted for a position only for the entire position to be dead in the water- it undermines all of the work we do as recruiters to sell and opportunity and make a good match. It is an awkward predicament to be in as a recruiter.

    Thanks for your insight,


  27. Hi Tim,

    Ah you speak of the mysterious $$$ signs that is placed on the heads of the candidates you place in Staffing. Yes, in staffing there much emphasis on selling opportunities and making the right placement. Building relationships is the run of the mill stuff we do to get people to present to the clients. Depending on where you work the quality of the placement will be just as important-if not more important than the overall price tag to get the candidate through the client’s door.

    As a corporate recruiter we are paid to place the right person in the right job. I’m not so sure if that theme resonates in staffing.

    Thanks for your insights and for reading all the way in the UK.

    Best Regards,


  28. Hello Janine:

    Super post, however; it positions the recruiting function in an adversarial, defensive mode. Your #1 is actually the corollary of #3. Recruiters loathe persistent applicants and hiring managers can be non-responsive to persistent recruiters. What’s wrong with this picture? Appears that status communications with applicants and work agreements with hiring managers are dysfunctional I suggest assessing the recruitment process and garnering hiring manager & candidate feedback to improve the process.

    Also, the recruiter does not have to take the rap for #4-the bad hire if he/she does a thorough job of ‘qualifying’ the candidate. The recruiter must listen closely to ‘subtle’ comments from the chosen candidate about ‘cultural fit’, ‘other opportunities in the candidate’s pipeline’, or ‘dual career considerations’.

    Just came across this article worth the read:


  29. Melinda:

    Thank you for your comment. You are right this post may be seen as defensive- but it is not. I believe in something that TV Personality Wendy Williams said all the time on her radio show here in NY. It goes like this “straight talk makes for straight understanding.” That quote embodies how I see this post. Jobseekers generally want to know something whether it is good, bad or indiferrent. What I have heard in some of the jobseeker comments is that they are not even getting that.

    Recruiters that are worth their salary know all about culture fit, proper assessment before hire and a bevy of other things we do to ensure we are hiring the right individual. However, I’m sure you will agree that we can know a lot, but not everything. No matter how many assessments we conduct, references we check and thorough behavioral/competency based interviews we perform sometimes it just doesn’t work out. We will get it right most of the time, but not all of the time. If we were all-knowing and an immaculate profession in our assessments there would be no need for recruiters because everyone would stay put, be happy and have fruitful careers.

    In time, I’ll write about where we fail in recruitment so check back for that. I am an equal opportunity mud slinger.

    Thanks for reading and your insights. I really appreciate it.

    Best Regards,


  30. By the way Melinda:

    That was a great article you shared. There are a lot of points that the author made that are dead on. To address all of them requires a completely different article. Check back soon. It will happen.



  31. Great discourse. As a job seeker, it is good to hear the flip side of things. I agree that it is frustrating not to hear back after an email or worse a phone conversation. I know you don’t want to be the person to email for status so many times you just put yourself out of the potentials pile. I do truly appreciate the automated emails that some systems send out when a req is closed out because it has been filled.

    What makes the “game” even more difficult is getting to the recruiter level in the first place. Getting the right key words to make it through the software hurdle. Your resume may look great on it’s own, but if it doesn’t have the right key words, spelled the right way (ColdFusion development not Cold Fusion – which is incorrect).

    Maybe I’ve crafted my resume to focus on the required skills. A ‘nice to have’ is just that, not a requirement. But if that key word doesn’t show up, it might take me out of the running. And I could have been perfect; but I choose to leave that minute detail off my resume as it isn’t relevant to my experience anymore (I’m not a ColdFusion developer anymore, I just list that ages ago I did web development). And please take those 6 seconds to evaluate my resume to see that I’m no longer a developer.

    Another fun one? I live in DC and make a DC salary. I’m trying to get OUT of here. I know I won’t make that elsewhere. So don’t write down how much I make. Sorry, for venting a little, I’m frustrated with the recruiting process.

  32. MC G:

    No need to apologize for venting. All of what you say is true. The Applicant Tracking System is getting a bad rap lately for being a bit of a blackhole. However, it is all about implementation and utilization. If the system is poorly implemented and the users are to utilizing it with all it’s ‘bellls and whistles’ both the recruiter loses and the candidate.

    The other piece is if all those things are working well together we have to set criteria to screen people out. Do you know how crazy our jobs would ne if we had to speak to everyone that applied to a job regardless of whether or not they qualify? It would be nuts and a waste of time. Speaking as someone who works for a federal contractor, there are fairly stringent rules as to what constitutes a candidate versus someone who is considered an applicant. I can go on and on about OFCCP and those rules, but hopefully from the comments and article that there are many variables that affect the recruitment process.

    Thanks for reading and your comment! I wish you the best in your continued search.

    Best Regards,


  33. Tim – I don’t recall writing anywhere that I had assumed recruiters were their “personal employees,” i.e. “The candidate that thinks you are paid to find them work.”

    That is wrong, Tim, as you pointed out. I know the process very well Tim, having endured it over the past two years. I don’t think recruiters are there sole to do my bidding, but, I cannot speak for all those who are unemployed and I know very well who is paying those folks to place people in jobs, so I don’t need to be told.

    My post was on my MISconceived notion of recruiters being inconsiderate to candidates, by not calling or contacting the candidate, as to the status of their job submissions.

    I was corrected in my misconception by Jeff J, which I did (I think) hopefully acknowledge.

    Thank you for your understanding, I do appreciate it. However, I will reiterate, that I know who-pays-who, to do the job. And, government funded? Don’t stick a stick into that “hornets nest!”


    William L Turnley

  34. I must admit I am guilty of contacting a recruiter and/or hiring manager to obtain an interview and for follow up. My reasoning, this job market is very competitive and I may get overlooked in the vast number of applicants. Additionally, I was advised by a career coach to take these steps. In fact, he told me 80% of my search should be spent networking. Although, I was not a bugaboo. I usually only called or emailed one time, two max.

    Secondly, I am guilty of applying for numerous positions within a company. I have 18 years of sales and marketing experience which I thought qualified me for a variety of positions. Additionally, my thoughts were if I can just get my foot in the door.

    It is saddening to see amid a struggling job market that personal preferences can also prevent a qualified candidate from being considered. I see now what I thought was demonstrating assertiveness or tenacity, which are essential qualities for a salesperson, was annoying the recruiters. So I will heed your advice by following protocol and cross my fingers I get called for an interview.

    Thank you for the insight.

  35. @Janine, I’m sure you have plenty of people with janitor experience applying for CPA jobs. And it makes you want to just pull your hair out. Hopefully those people know they are just blasting out resumes in hopes of anyone, even an automated system, emailing them back. They make it hard for those of us that are qualified. As a federal IT contractor, I understand your pain – just working in the field there all sorts of inane hoops to jump through.

    @Charita I am guilty of that too. I’ve applied for multiple positions at a large company and so I just need to stop. My logic being, I think I’m a fit for multiple positions posted and there was interest based on the various company events I’ve been to – but give it up.

    On resume keywords, I almost feel I need to cheat. For search engine optimization (SEO or search listings, or Google or….) some people will put in white text (or whatever their web page background color) a massive list of any possible keywords. Anything quasi-related, misspelled, competitor’s terms, just so that they show up higher in search algorithm results. It seems like one needs to put in white text a host of any possible related key words. Maybe just a copy of the job posting itself and then any possibly related keyword and it’s misspelling.

  36. @MC G – A very nice post, thanks . . .

    One thing I found long ago, posting for multiple positions at a single company doesn’t work. What I came to find is, selecting a company, entering my details and resume once, and checking for notification options and “search agents,” on the company website, to notify you when an appropriate position comes up. At KaiserPermanente, for example, you can enter up to 5 search agents, which will notify of jobs; as with Pacific Gas & Electric Co and USAjobs.

    The job boards, such as Dice, Monster, CareerBuilder and Taleo.com, work to get phone calls, but you have to re-post frequently, on those sites, to “keep your resume visible,” so to speak. Careerbuilder is a SPAM generator, so if your SPAM filters aren’t up to date, be prepared. Also, don’t forget about Indeed.com and SimplyHired.com, who both look at combined job boards for available jobs.

    So, if you think you are fit for multiple job positions, pick the companies you’d like to work for and use their website job agents to search for those multiple positions. Also, keeping up-to-date on LinkedIn is getting to be more of an asset! Company recruiters and hiring managers are actually looking at my LinkedIn profile, now, before they even consider calling me! I never thought I would have seen it, but it’s true; LinkedIn.com a personal marketing tool?

    Good luck in your search!

    William L Turnley

  37. I use LinkedIn to stalk–I mean locate the recruiter or find people I know within the company. I also have a handful of companies that I have targeted and I have established profiles on the company job boards. Additionally, I assumed I had saturated one company over the course of 2 years so I established a new account. After reading this article and comments, I guess I will tone it down a little. This is a helpful topic, I appreciate the feedback.

  38. Hi Charita:

    Thank you for your comment and for reading. I”m glad you bring up the multiple applications to one company angle. There is no issue with someone applying to multiple positions for which a person qualifies for. The issue is when you are an accountant for example and suddenly you are applying to nuclear engineer and medical assistant positions all within the same company. If you’re an accountant by trade (again this is an example)it would be fine for you to apply to for an internal auditor job, maybe even an accounting manager position. The bottomline is you must meet the minimum qualifications set forth in the job description.

    When jobseekers read job descriptions-especially ones of interest to them, they think I could do that and start stretching their imagination to how their current skills are applicable. Unfortunately, many companies are not of the mindset to hire for aptitude and train people up. Herein lies the dilemma.

    I also wanted you to know that it is perfectly fine to check your recruiter out on LinkedIn. In fact, I am always impressed when a candidate comes into an interview knowing a little about me and the a lot about my company.

    I admire your diligence-don’t lose that. Just tone it down a tad and hopefully you will land something soon.

    Best Regards,


  39. William- thank your for such a great comment with great advice.

    You are spot on with everything! Search or Job Agents are great tools for keeping advised of openings at companies you want to work for. LinkedIn also has company pages you can follow. On the company page, it will tell you who works there, who just started and who left- in addition to any open jobs they have listed on LinkedIn.

    As far as I’m concerned the quality candidates are on LinkedIn-so if you want to be seen and possibly contacted it is something worth having.

    Thanks for your insights,


  40. Thanks Janine.

    Thank you for the great topic! It sure had me thinking and wanting to participate. Please keep up the great posts.


    William L. Turnley

  41. So I take it sending a recruiter flowers with my resume’ attached might be a little over the top huh? Lol!

    Seriously, thank you for providing a different perspective. The information is very helpful in my pursuit of the perfect opportunity.

  42. Great discussion. I been working with recruiters since the 90s. Recruiters of today aren’t very personable and they lack communicating to candidates. In the the 90s when I was contracting, my recruiters would inform me of open positions,if the position is no longer open, even if the position has been filled after I have interviewed.I felt a trusting relationship with my recruiters. Today not so much because of the lack of communication.

  43. re: paul tseko – showing a lot of ignorance and why there are recruiters who are obstructing people – human beings are NOT fixed machines – and we certainly dont have a caste system – actually = people can DO anything they want – its only backward prejudiced obstructive recruiters who often have very little skills themselves who come up with comments like serial applications and ‘we’ hate — remeber names rubbish – its a little like david cameron promsising to cure people with illness with ‘policy’ when we need medicine ‘men’ >> sounds like paul tseko was a snake oil slaemen in a previous life

  44. janine truitt – I read your post re: the serial poster – occurs to me that there is a conflict of interest as you want to earn easy money on a commission and ‘filter’ cv’s for your client who is NOT the applicant – fine …however , the applicants believe they are living in a world where everyone has a chance – so I find your humour in many ways rather flippant and dismisive of people you havent got anything for ( after all, these candidates are better of going back to college to get a chance to do something even if it is just on paper ) than speaking with YOU

  45. @Chai Maili – I have to come to Janine’s and those other recruiter’s, out there, defense. Sure, they’d want to be paid, but “easy money?” I don’t think so! I think, as was mentioned numerous times in this dialog, if recruiter’s consistently submit poorly profiled people to positions, someone will notice and it act against them, which is why resumes are so carefully “dissected,” for lack of a better word. They want the first person they submit to make that job, for their reputations as well as the companies they represent. It’s not easy for them!

    So, with that, I don’t see any of Janine’s dialog being negative, in any way.

    With that, I’ll end it saying, I went back to college in 2004, graduating in 2006, with a 3.8 GPA (“C” in English Lit! Ick!) and a $40,000 student loan; still no job!

  46. hello william turnley – actually , as with the political classes, there are a raft of reasons why you have ‘recruiters’. Thumping candidates is not the way forward. Neither are colleges as many in the teaching profession are there because they cant do anything else . To keep things short and sweet , good recruiters are aware of the need to earn money from employers by finding them candidates the employers want , no fault of the candidates. Candidates are looking for chances to shine and time is never on their side. The market does not operate on a 100 employment model, it is unfair to ‘attack’ people who are willing to work if you dont ‘create’ enough jobs – as to who does what , all you have to do is read about Gauss who had no special genes or came from no silver spoon background …just an ordinary lad with a lot of imagination for numbers . The trick is not to stifle creative talent in order to massage prejudices and the need to pay ‘bills’

  47. I am in the interview process for a legal recruiter job. Are there any good sides to the job? After reading this post, I’m a bit discouraged.

  48. Nichole,

    I’m sorry you’re a bit discouraged. I hope you know that no profession or job is perfect. People that have been in recruitment for forever no that these things come with the territory and they love their jobs no less. I never once said I didn’t love my job. I enjoy it immensely but am realistic enough to poke fun at some of the less glamorous details.

    Everyone finds their own jewels in recruitment. For me, it is matching the right person with the right opportunity and helping companies succeed through hiring great talent.

    I encourage you to go for the job, but only if you are willing to accept that it won’t be a bed of roses everyday.

    Best of luck to you and thanks for reading!


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