Archive for June, 2014

(Advice from a recruiter perspective about the inner-workings of the hiring process; what to do and what not to do)

Last month we talked about problems that occur with clients, and as promised, it is the candidates’ turn to hear some advice from a recruiter perspective. Here’s what not to do:


1. Being Unprofessional

A) People not returning phone calls. This happens in many situations. Candidates say that they are interested in a position and then fall off the face of the Earth. Even worse is when the client is involved in the process and the candidate not only doesn’t get back to us, but doesn’t get back to the hiring manager. This makes the process longer and reflects poorly on the candidate. Sometimes even after receiving an OFFER, candidates go silent… When a potential employee ignores a recruiter, they have to realize that they are also ignoring their potential employer.

B) Other facets of being unprofessional are pretty basic, including being late/not showing up to an interview, wearing inappropriate clothing, etc. First impressions mean a lot.



2. Honesty

A) The relationship between a recruiter and a candidate is vital to the hiring process. Be honest—about your ambitions, concerns, everything. Sometimes a candidate changes their mind about pursuing an opportunity or even an offer and they avoid talking to us because they think that our feelings will be hurt. Let me assure you, this is our job. The truth is, we understand that things change, we need to know when they do in order to do our job effectively and keep our clients informed. I would be hard pressed to come up with any situation in which hiding information from a recruiter you are working with will be beneficial. We are here to help you and obviously to make a living. For example, many times people are hesitant to tell us their current compensation. We need to know this information in order to continue with the hiring process for many reasons. It is important that we know what you make so that we can determine whether or not money is going to line up with the opportunity you are interested in.

B) Flat out lying is not only off-putting, it complicates everything and accomplishes nothing. For example, a potential candidate (no longer a potential after this), actually told a recruiter at our firm to lie to the client about his current compensation in an effort to get a higher offer. Not only would this be morally wrong, most likely the client will find out about the lie, not want to hire you, and not want to work with us ever again. Obviously this particular person is not someone we work with or will ever work with.



 3. The BIG KAHUNA : Counter-offers

A) I know what you’re thinking, “of course you hate counter-offers, you’re a recruiter and won’t get paid if someone takes one.” Of course this fact plays into it, but believe it or not, we as a firm simply do not believe in counter-offers because we have seen time and time again that they are not a good decision. We are the ones answering the phone call 6 months later, when regret sets in and the candidate who took the counter is still unhappy with their position. If a candidate is unhappy enough to get to the offer stage with another bank, what makes them think that will change just because they are getting more money? And really, how much does your company value you when it takes you resigning to get a pay increase?



4. Other Thoughts

A) People who say that money is not the most important factor; that the work, the environment, etc is, until it comes to the offer stage. Be realistic with us about how important money is and how much it will take for you to make a move.

B) People who jump from job to job for the pay increase. This may seem like a smart idea, but in the long run doing this makes you unappealing to companies and practically impossible for a recruiter to place you.

C) People who stop a phone conversation as soon as they find out a recruiter is calling. They usually say something to the effect of, “I’m happy where I am.” That’s great, but maybe you know someone who would be right/interested or maybe you won’t always be so happy and we can work together in the future. Giving a recruiter a minute of your time can only be beneficial to your career.


Some people may think that making a faux pas during the hiring process is no big deal, that only the recruiter is affected when you fail to send your resume or credit sample on time. In truth, missteps made by the candidate mostly affect them, not us. This is because everything a candidate does determines their reputation in the marketplace. For example, if John Doe shows up late to an interview with bank CEO Mr. Smith, Mr. Smith may not be so eager to hire him AND Mr. Smith may tell Mr. Jones, his executive level buddy at another bank the story. Then Mr. Jones tells his banker friends, and so on and so on. Little missteps can have a great impact.
So, there you have it. Comments, disagreements, complaints to add? Leave us a comment, Let’s Talk!

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