Good recruiters are not intrusive
Bad recruiters will be intrusive towards candidates. Something that can be forgotten in the hiring process is that recruiters and candidates are usually just strangers, the relationship should be built on trusted and that is earned on both ends. Good recruiters ask questions in a way to build trust and understanding of the candidate. Good recruiters have an understanding that certain questions should be timed well and asked in the right manner.
A Candidate being asked personal questions which not may bear relevance to the role can be seen as intrusive and an abuse of authority.
Salary is a sensitive subject for many professionals. If a recruiter is persistent in knowing a candidate’s previous salary for example after the candidate hesitates to give an answer due to feeling uncomfortable this is a sign that the recruiter may not have the candidates best interests at heart this can cause awkward interactions between candidates and recruiters.
Good recruiters communicate effectively
Communication within recruitment is essential for all stages of the hiring process from the way it’s delivered to how it’s delivered.
Clear communication throughout a process can vastly impact a candidates experience.
Although candidates want to hear good news regarding the interview outcomes they also want to know where they stand and not be left out of the loop in which candidates can be ‘ghosted’ which could be for many reasons but a lack of communication cause a negative impact on an employer.
Good recruiters listen and get an understanding from both the candidate and employers perspectives on essential elements of what is vital for both parties and things they believe they can compromise on. This understanding leads to a better conversion rate of placing candidates
Bad recruiters are not respectful towards candidates
Bad recruiters can be disrespectful towards the candidates that they interact with and this can be done unconsciously and also consciously in which the tone of voice used towards candidates may be deemed as condescending in some instances and also gaslit in regards to candidates expectations. Whether it is a salary expectation or career expectation a bad recruiter will put themselves first rather than the candidates which may lead to them being dismissive towards unfavourable candidates.
Good recruiters guide job candidates through the process
Good recruiters ensure that their clients are both well informed and prepared from the beginning of the hiring process to the end. This can require effective briefings for candidates to understand the style of the interviewer and what is required and also briefing employers and recruiters of candidates personalities and career backgrounds which may not be as depictable on a CV.
Bad recruiters do not research the candidate
Although applicant tracking systems can help automated recruitment processes sourcing candidates. It can lead to some omissions with candidate insights. The personal element is vital for a recruiter to gauge how they can make the candidate more successful in their job search directly or indirectly with helpful feedback that can help candidates make adjustments.
Bad recruiters will assume rather than fact check prior to contacting candidates.
Some recruiters do not take the time to do enough due diligence on a candidate. Calling candidates for roles that are not related to a candidates experience and level can feel like time wasted on both ends. A good recruiter will ensure that they have the most up to date resume of a candidate and their current priories regarding their job search. It is clear when a recruiter has not done their due diligence or listened to job searchers priorities and preferences leading to distrust between recruiters and candidates.
Bad recruiters are consumed by technology and targets
A robotic approach can contribute to pushing candidates away.
When a recruiter relies too much on technology it disregards other important aspects of the hiring process. A personal approach is always deemed more successful as both candidates and employers can build trust and an understanding of each other.
When a recruiter is too focused on metrics and commission it can cause them to become less personal with the low conversion from contacting candidates at a high volume rather than a tailored approach to meet candidate and employer criteria.