If you are a company recruiter working with a recruitment agency, you have probably had an agency consultant who irritated you to distraction. I faced this problem over the past years, and the following situations were the most frustrating. I have seen these frustrations happen with agency recruiters as well as corporate recruiters, mainly because most of the recruiters come from agencies, and they take their bad habits with them.
1) You don’t understand the job role.
You will get a job from a company with the JD (job description), and you don’t understand what the role is about. But you thank them for new job posting, and ask you about the max salary for this position. Your fees are your primary concern, which are, of course, based on the salary. You start your search, and present them with a few wrong candidates.
If you spent just fifteen minutes trying to understand the job role, it would save you hours of improperly targeted searches and presenting and interviewing wrong candidates. Understand the job role, and speed up the process, and ultimately, your commission payment.
2) You post the same job description that the company is using.
You’re helping the company, because good candidates will Google the advert from your agency and find the company’s within seconds. They’ll apply directly to the company, and they save time and money.
3) You write all job listings the same and post boring ads.
This point is for company and agency recruiters.
When you write all the job listings the same, post boring ads, and use the same ads for every audience, you often remove the important candidate requirements. This is connected with the first point of not understanding the job role. This leads to you presenting the wrong applicants.
Worse, if the company posts ten jobs for “CAD Designer” during the year, it looks like the company just runs through people rather than the company being in a growth phase. You scare good candidates off that way.
4) You only look for candidates with the same job title as your opening.
This is a common mistake, especially for junior recruiters. If a company asks you to help them find a Java Developer, you start looking for Developer keywords. But every company is different, and some companies are using different titles like Software Engineer level 2, SW consultant, Product Developer, etc. During the resume screening, ignore these different titles and keep good candidates in the candidate pool.
5) You recruit without data about company.
Many agency recruiters are selling the job and information about the company very vaguely, especially in forwarding agencies.* Information about the company, the team, and the projects are very important for almost all candidates. Tell the applicants enough to know whether they’re interested in the setting of the job.
* A forwarding agency is an agency that presents candidates almost without prescreening. They get the CV from a candidate and forward it directly to the client.
6) You fail to build a talent pool.
A talent pool is overlooked in many companies, but especially in agencies. When you have filled the current job opening, your talent pool can be used for another position very soon. The feedback you give to applicants when the role is closed is, “We are going to contact you when a new role is available.” This is the biggest lie in recruitment. Also the fluctuation in agencies is sometimes so great that the recruiter who is working on your roles is replaced within three months and the agency is not able to maintain good records about candidates, plus client needs to explain positions to the new recruiter.
7) You set up technological barriers for job seekers.
If your site doesn’t allow applications by mobile phone or tablet, you are losing a huge percentage of your applicant pool. That’s how many applicants search for jobs, but they don’t have their CV in PDF/DOC on these mobile devices. If they have LinkedIn profile, they should be able to connect this profile with the application.
I tried to find an agency where applicants could apply from a mobile site using their LinkedIn account. I couldn’t find one.
8) You don’t understand the company’s candidate requirements.
The company is looking for a specific type of person to fill the role. If you overlook the candidate requirements, you will present them with the wrong type of people, and nobody will the happy with the result.
I saw lots of talented recruiters that failed in corporate environment and it’s really sad to see agency recruiters with real talent and know that they are going failed too and they had so much potential. So if you are working for company stop thinking as an agency recruiter and stop doing these things.
1) You don’t understand the job role.
You will get a job from a company with the JD (job description), and you don’t understand what the role is about. But you thank them for new job posting, and ask you about the max salary for this position. Your fees are your primary concern, which are, of course, based on the salary. You start your search, and present them with a few wrong candidates.
If you spent just fifteen minutes trying to understand the job role, it would save you hours of improperly targeted searches and presenting and interviewing wrong candidates. Understand the job role, and speed up the process, and ultimately, your commission payment.
2) You post the same job description that the company is using.
You’re helping the company, because good candidates will Google the advert from your agency and find the company’s within seconds. They’ll apply directly to the company, and they save time and money.
3) You write all job listings the same and post boring ads.
This point is for company and agency recruiters.
When you write all the job listings the same, post boring ads, and use the same ads for every audience, you often remove the important candidate requirements. This is connected with the first point of not understanding the job role. This leads to you presenting the wrong applicants.
Worse, if the company posts ten jobs for “CAD Designer” during the year, it looks like the company just runs through people rather than the company being in a growth phase. You scare good candidates off that way.
4) You only look for candidates with the same job title as your opening.
This is a common mistake, especially for junior recruiters. If a company asks you to help them find a Java Developer, you start looking for Developer keywords. But every company is different, and some companies are using different titles like Software Engineer level 2, SW consultant, Product Developer, etc. During the resume screening, ignore these different titles and keep good candidates in the candidate pool.
5) You recruit without data about company.
Many agency recruiters are selling the job and information about the company very vaguely, especially in forwarding agencies.* Information about the company, the team, and the projects are very important for almost all candidates. Tell the applicants enough to know whether they’re interested in the setting of the job.
* A forwarding agency is an agency that presents candidates almost without prescreening. They get the CV from a candidate and forward it directly to the client.
6) You fail to build a talent pool.
A talent pool is overlooked in many companies, but especially in agencies. When you have filled the current job opening, your talent pool can be used for another position very soon. The feedback you give to applicants when the role is closed is, “We are going to contact you when a new role is available.” This is the biggest lie in recruitment. Also the fluctuation in agencies is sometimes so great that the recruiter who is working on your roles is replaced within three months and the agency is not able to maintain good records about candidates, plus client needs to explain positions to the new recruiter.
7) You set up technological barriers for job seekers.
If your site doesn’t allow applications by mobile phone or tablet, you are losing a huge percentage of your applicant pool. That’s how many applicants search for jobs, but they don’t have their CV in PDF/DOC on these mobile devices. If they have LinkedIn profile, they should be able to connect this profile with the application.
I tried to find an agency where applicants could apply from a mobile site using their LinkedIn account. I couldn’t find one.
8) You don’t understand the company’s candidate requirements.
The company is looking for a specific type of person to fill the role. If you overlook the candidate requirements, you will present them with the wrong type of people, and nobody will the happy with the result.
I saw lots of talented recruiters that failed in corporate environment and it’s really sad to see agency recruiters with real talent and know that they are going failed too and they had so much potential. So if you are working for company stop thinking as an agency recruiter and stop doing these things.
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