There are many common misconceptions about what it’s like to work with a recruiter. After more than 40 years in the business, our industry experts have heard them all. Here, Kimmel & Associates’ Recruiting Manager, Todd Chandler, and Market Leaders Jay Dubac, Mike Frosaker, Jordan Greer, and Colby McCoy share their unique perspectives on three of the most common myths they hear from both hiring managers and candidates.
Myth: Working with multiple recruiters is the best strategy for finding the perfect candidate or job opportunity.
Truth: There are potential risks to working with several recruiters at a time, which can actually lead to searches taking longer and being less successful in the long run. “When candidates are inundated with people trying to reach them, it can open things up to mixed messages and confusion,” Todd Chandler says. That kind of mass messaging also makes job opportunities seem less appealing: “The candidate might assume there’s nothing special about this position — it’s just another job that’s been farmed out to a bunch of headhunters,” which makes them less likely to respond with interest to any of the messages they receive. This kind of approach is also less likely to make candidates feel valuable and connected to a role than if someone who knows them well reaches out to them specifically with an opportunity.
Rather than engaging multiple recruiters in hopes of speeding up the search process, hiring managers and candidates alike benefit most from finding a true recruiting partner who knows their work histories, skills, and long-term goals. When a recruiter truly knows the people they work with, they are better able to connect with the right pool of candidates for a specific job opportunity, or identify the perfect job opportunity for a candidate.
Myth: A recruiter’s one and only goal is to make a placement — no matter what.
Truth: Great recruiters are all about building relationships. Of course, placements are important. “At the end of the day, we all work to make a living to provide for our families and our futures,” says Colby McCoy. “This is the very reason I can be trusted as a valued extension of my client’s team and a trusted resource for our candidates.” Recruiting partners can work with the same companies and candidates over months, years, and even decades, becoming a go-to resource for career advice, advancement, and company growth.
Jay Dubac notes that whether a placement is made or not, a great recruiter doesn’t just go away. “I’ve had multiple contacts I wasn’t successful in placing at a particular time with a particular company, but I stayed in touch. Over time, new opportunities presented themselves and I was able to bring those new roles to the table. They often end up being a better fit for the long term than the original position.” Mike Frosaker agrees, adding that sometimes candidates think a recruiter will disappear if an interview doesn’t go well. “I always receive feedback from the client and share it with the candidate within 24 hours of their interview,” he says, regardless of whether or not it’s good news.
Myth: All recruiters mass-market resumes to as many companies as possible.
Truth: Mass-marketing resumes is not the best way to serve either candidates or employers. Great recruiters can be trusted to handle resumes confidentially and thoughtfully. A recruiter should always ask for a candidate’s permission before sharing their resume or other confidential employment information with a prospective new employer. Colby McCoy emphasizes the importance of “constantly communicating and being open and honest about the opportunities that may be a good match for each individual to make sure they are fully comfortable in our handling of their personal information.”
Jordan Greer adds, “We don’t blast out someone’s resume to every company within their market/region. We have a specific opportunity that in most cases is urgent and is a long-term opportunity with a strong, reputable organization.” When a great recruiter does share a candidate’s information with a hiring manager, it is because they have put in the work to learn about the company and the hiring manager, and they are confident that the candidate is interested in and a good fit for the role. Mike Frosaker says, “We will discuss your company’s culture and exactly what you’re looking for in a new hire, and you’ll receive two or three resumes that best match your needs.”
There is no one-size-fits-all approach to working with a recruiter, and every recruiter does things a little bit differently. However, building a long-term relationship with a trustworthy, reputable recruiter can help both hiring managers and candidates bust these three myths with a great recruiting partnership.
