Comments on: Big Fat Lies Recruiters Should Avoid Telling Candidates

By: Pedro Reyes

Pedro Reyes — Sun, 26 Jan 2014 19:36:00 +0000

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Mon, 24 Jun 2013 20:16:00 +0000

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By: aditya

aditya — Fri, 19 Apr 2013 21:53:00 +0000

article was really good

By: Aimee Fahey

Aimee Fahey — Wed, 10 Apr 2013 00:48:00 +0000

Recruiters need to stop making excuses about not following up with candidates – an auto reply, while not always ideal, is at least basic politeness, and if you say you’re too busy, you need to learn to be more organized. I’ve had as many as 50 reqs going and set up processes so that every candidate gets a response – and in a reasonable amount of time – not 3 months after a decision has been made. And if you don’t know how to use your ATS to leverage candidate communications, there are bigger problems. If you’re a small organization and don’t have an ATS, get one! Jobscore and HIring Thing offer great free and low cost ATS’s that will help automate and therefore organize your systems, allowing you to give all applicants quick turnaround. Recruiters have to focus on customer service – both internally and externally. Sometimes it’s forgotten that candidates are our customers – or know someone who can be. Check out your company on Glassdoor – you’ll see that the hiring experience can make or break how many are applying in the first place.

Note – I *always* talk salary ranges in the first conversation – I’m never going to waste a hiring manager’s time (or a candidate’s) by not getting that basic information during the initial phone interview. I don’t ask for a “minimum”, rather I ask for a range and encourage them to let me know if that changes during the process. Then I let the hiring manager and the candidate negotiate specifics at the time of offer. I’ve seen way too many hiring managers shy away from that and then spend 10 hours with a candidate only to find out they want double the amount that’s in their budget.

BTW re: the commenter talking about “headhunters”, that term is very antiquated and usually inaccurate. Ultimately, unless a candidate is paying you, all of us are Recruiters – we are there to fill positions for our clients, and a good recruiter has a strong matchmaking sensibility, meaning we have strong candidate pools (corporate, agency, or retained search) no matter what and know that strong relationships, both internally and externally, are key to our success.

By: Trần Thị Thảo

Trần Thị Thảo — Tue, 26 Feb 2013 02:13:25 +0000

This line remains incredibly common when engaging candidates for the first time.
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By: Karen Mattonen

Karen Mattonen — Thu, 21 Feb 2013 22:03:51 +0000

Candidates do have rights.. and there should be an expectation of trust both sides.. here is what you should expect Candidate rights in the Recruiting and Hiring Process http://www.hirecentrix.com/candidate-rights-in-the-recruiting-and-hiring-process.html

By: Karen Mattonen

Karen Mattonen — Thu, 21 Feb 2013 22:02:22 +0000

there definitely is a difference between a True blue Headhunter who specialize.. versus a Recruiter.. As a headhunter, because I specialize, have a database of Contacts that I keep up with on a continual basis, and they with me, regarding positions.. Don’t use the same pool (the internet) to find “names” – that all the slap jocks are using..
A true blue headhunter loves to network, as they recognize the value of keeping relationships -
A true blue headhunter also knows how to Negotiate Salary, and we will help motivate the client with regards to the salary based upon what You the candidate Brings to the table.. yes, salary is commemorative with experience – I would never consider taking a salary that was set in stone.. what a waste of time to the candidate as well as not a very flexible client.. why would we want that?
When we say we are interested in you, it means Yes, we are interested in you.. Still, cause we actually are taking time to promote your resume (we are specialists for goodness sake_ to other clients.. and to help you with your search.. Of course there are other candidates in the process.. Ever know a company who will only look at or consider one candidate?
there is a lot of skuttlebut about what recruiters do, and don’t do all day.. No, we may not call you back but instead send an email.. unless you really fit the qualifications of the nitch I work in.. Why? well, because we have clients and candidates.. But, at least you will get feedback. If you call, and keep up to date, you can guarantee a better chance of getting a call back.

By: Adrienne Sheares MA

Adrienne Sheares MA — Wed, 20 Feb 2013 20:33:32 +0000

I loved this article. My little sister is jumping in the job market for the first time and was quickly disheartened by job recruiters lack of response after directly telling her they’d follow up. Unfortunately, I know a lot of companies who will have several rounds with a candidate to then not even give folks the courtesy of alerting them they went in another direction. This article broke down the fluff and gave great content.

By: Rj Räďħě

Rj Räďħě — Wed, 20 Feb 2013 09:52:53 +0000

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