How to Mistreat Your Recruiter

Job Search Candidate mistreating their recruiter. Why should the recruiter want to help the candidate?

Recruiters also need a little love

Why do many executives and managers mistreat recruiters when they are employed – yet beg recruiters to return their calls and present them on search assignments when they are unemployed or into a major job search for new position?

Is there a touch of irony to this scenario?

Let’s discuss precisely what it means to mistreat your recruiter:

1. When the recruiter calls you to discuss an job opportunity, you don’t return the call, are rude, or slam down the phone impatiently stating you don’t have time to talk.

2. When the recruiter asks you for a referral on an existing search, you indicate that no one comes to mind or you cannot think of one person out of the hundreds you’ve interacted with over the past few years. There is no risk in making a referral – is that not what networking is all about?

3. When the recruiter asks for an introduction to one of your peers or other executives who are looking to employ a recruiter to fill a position, you refuse to make the introduction.

4. When the recruiter who placed you or has worked with you before, calls to check in, buy you lunch, develop a relationship to get to know you better, you drop the phone like it’s a hot potato – why would you want to be caught meeting with a recruiter – wouldn’t that give your peers back at the office something juicy to gossip about?

Brad and I have been conducting executive search for over 25 years. Learn more about one of the most successful Retained Executive Search Practices in this country. We’re highly sought-after speakers, facilitators, and keynoters on the subjects of recruiting, hiring, and job search.

The first people we think of on a new search is “who do I have a relationship with that is an outstanding candidate?”. Our second step is then to start networking through our relationships for candidates we don’t know intimately right now.

What defines a “relationship” with a recruiter. It’s an individual who goes “above and beyond” their peer group in building a long-term mutually beneficial relationship with a a recruiter – one who doesn’t mistreat their recruiter.

Are you guilty of mistreating your recruiter?

Remember – recruiters also need a little love (or at least a pat on the back).

When was the last time you hugged your recruiter?


P.S: Don’t forget to check out the extensive archives on our site of FREE tools, templates, audio, and examples Brad and I have posted for the candidates who do show us a little love now and then.

Don’t forget to join Brad and I in our LinkedIn Job Search Discussion Group by clicking here for the invitation.

We would like to hear how you’ve either mistreated your recruiter or hugged them by going beyond your peer group to create a relationship.

About the Author

Barry Deutsch is a founding Partner of IMPACT Hiring Solutions, co-author of "You're NOT the Person I Hired", and "This is NOT the Position I Accepted". Barry is an award-winning international speaker, retained executive recruiter, and expert on hiring and retaining top talent, and executive job search.

No Comments

No comments yet.

RSS feed for comments on this post. TrackBack URI

Leave a comment

CommentLuv badge

Spam Protection by WP-SpamFree

Comment moderation is enabled. Your comment may take some time to appear.