Even the best recruiters are guilty of losing star candidates. Often recruiters may not even be aware of their negative behavior and the impact it has on job seekers, especially in demand workers. Here are the top 5 reasons cited by highly qualified job seekers who have dropped their recruiters. These are shameful yet easily modified behaviors by recruiters:
- Expect a candidate to be available on your schedule. Recruiters are very busy, but sometimes they lose sight of the fact that all other professionals are just as busy. Don’t expect a candidate to be at your beck and call. Candidates in demand (like the ones you want!) have professional obligations and hectic work schedules. Be considerate of this. Giving a serious candidate the impression their time is not as important as yours is a surefire way to turn off a high level worker.
- Act like you’re doing a candidate a favor. A candidate who has high self-esteem will not tolerate being treated like you are doing them a favor. A common mistake by recruiters is to tell a candidate they are lucky they are being interviewed. The reality is that if you have an awesome candidate, that person may be doing you a favor. If your candidate gets the job and it works out for all, employers will most likely contact you to help them find another “star” employee.
- Ask a candidate to provide free samples of their work. This is especially true for candidates in the creative field. But it can apply in any field. Asking a professional for “free” anything such as asking them to write sample reports or letters (medical, legal, etc.) is considered an insult and the sign of an employer who does not how to treat their employees. Most professionals are signed up on social networking sites where you can view previous work and descriptions of projects they have worked on.
- Not being clear on what the candidate is looking for. A recruiter needs to have a clear understanding on what the job seeker is looking for, their skills and their personality. These three factors are very important for a candidate not only getting the job, but their success in the position.
- Lose touch with candidate. Recruiters will often make the mistake of not following up with a good candidate. They may assume the candidate should be contacting them. Most serious candidates will keep in touch with the recruiter, but a recruiter should always assume that the candidate is exploring other opportunities. When a recruiter fails to follow up, the candidate may see it as rejection and accept another position.
Whether, it’s an employer’s market or not, a good employee will always be in demand. Being respectful of a candidate’s qualifications, time and autonomy will create a professional impression and will help you keep and attract more star players.