I’ve been writing about the marginalization of recruiters and thought I would put down the signs that you can use to evaluate whether or not you fall into that category of recruiter. Technology plays a significant role in the marginalization of recruiters, but it is not merely technology that forces many recruiters to the margins. Here are some clear signs for recruiters to take an honest look to see if they too are becoming marginalized.
7. The company makes you sign their agreement. They usually like to put little things in them such as flat fees and money back guarantees.
6. Company has an ambiguous and convoluted hiring process and won’t listen to your advice as how to remedy the problem.
5. Company takes days to debrief after an interview. Nothing is more frustrating or diffuses a candidate’s zeal for a position like perceived indifference. Furthermore, if your debrief is a one-way street where they inform you of their decision rather than discuss it with you.
4. You must submit your candidates through a third party software or vendor. Someone else determines the fitness of a candidate rather than the hiring manager and you.
3. You email candidate resumes rather than verbally presenting candidates. Nothing says, “what do you think of this?” like an emailed resume. Then comes the waiting game where you wait to hear back from the company as to if or when they want to speak with your candidate.
2. You only have access to HR. You know the routine. HR dictates when you can talk to the hiring manager. (And it’s never often enough!)
1. Client has multiple recruiters working on the search although you are lead to believe it’s “exclusive.”
The truth is, if you have to deal with any of these, you are becoming marginalized. If you have to deal with more than one of these with your “client,” then consider yourself marginalized.