Misconceptions & Tips for Successfully Partnering with an Agency Recruiter

The job search landscape can be hard to navigate. Recruiters can bring a ton of clarity and assistance with your search, but like any profession, there tend to be a few bad apples out there. As a former recruiter (and I’d like to think a good apple in the bunch), here are some common misconceptions I encountered, and great tips to ensure a successful partnership.

The industry has a tough reputation, but we’re not all bad (I promise!)

It wasn’t uncommon for a new candidate call to abruptly end once they realized I was a recruiter. I get it, I have over a decade of horror stories to attest- I know the industry has a tough reputation.  Sadly, there are a lot of unprofessional and pushy recruiters out there.  But there are also *a lot* of solid professional recruiters.  

My recommendation is to ultimately treat your first introductory call as a mutual vetting process.    The best way to find recruiters that you feel confident partnering with is to ask the right questions. 

Ask what their process looks like when a job comes in and how to be considered for said positions.  What do they need from you?  Another great question is about expectations.  How soon do they typically hear back? Although sometimes hard to pinpoint, this question can help you understand how they operate and ensure you’re not waiting around for answers.  Also, be sure to make it clear that you want to review and consent to all opportunities first before being submitted to a client.   

If you’re in the market for temporary contract or contract-to-hire opportunities, those can sometimes move very quickly.  Ask your recruiter what turnaround time they need from you to get you in the mix at the right time.  During my agency days, some client requisitions would close for new submissions within just a few hours.  If a recruiter expects that quick turnaround time, they should be able to let you know ahead of time so you can both act accordingly.

Recruiters work for the client company (unfortunately not the job searcher)

There have been plenty of times I wished I worked for a candidate (look what I do now!).  More than once, I worked just as hard helping my candidates prep for an interview and developed a close professional relationship.   I wanted the job offer just as much as they did (and not just for the fee).  But unfortunately, the candidates don’t pay a recruiter- the client companies who pay the retainer do.   

Will the best recruiters act as your trusted partners and guide you as experts in their market?  Absolutely.  But will they be scouring the job boards and networking on your behalf?  Unfortunately, no.   This point is more so a reminder to not solely rely on a recruiter as your main job search activator.   Make sure you are taking the action needed on your end by networking with your professional contacts, applying to appropriate jobs, and ultimately seeing recruiters as an additional set of *valuable* eyes on the market for you, rather than your only view. 

“They know how their clients work, so when they are equipped with honest updates, they can work strategically on your behalf to set you up for the best outcome. ”

Honesty is key

Once you find a recruiter(s) you’re excited to partner with, keep them in the loop on your pending activity.  You don’t have to list out every company you have applied to, but if you’re interviewing somewhere, at least let them know the round you are in. When a recruiter is equipped with details about a candidate’s pending activity, they can push along the process as needed with their client.

Hiring processes can be annoyingly lengthy, and if you’re juggling more than one prospective opportunity, the likelihood of their timelines aligning is slim. Your recruiter can help push along their client as needed if you are seeing other activity that might be moving at a faster pace. A recruiter can take over the awkward update requests and share specific details on your behalf. Simple updates like -”Rachel has two second-round interviews pending right now, if you are excited about her, I suggest getting your final round in this week.”- can go a long way!

They know how their clients work, so when they are equipped with honest updates, they can work strategically on your behalf to set you up for the best outcome.

Disorganization can really botch your search

There are a lot of companies (particularly larger-sized organizations) that partner with more than one agency for their hiring needs.  This could result in the same candidate being presented for the same role more than once, which I feel reflects poorly on the candidate the most.  You don’t want to be seen as disorganized, and of course, you don’t want to waste anyone’s time on dead-end efforts. 

Stay on top of your applications, and keep track of what companies you are submitted to, by which agency, and when.  That way if a recruiter sends you a job that looks oddly familiar to one that you already applied to yesterday, you can act quickly to avoid a duplicate application mishap.   You can find more tips here on how to stay organized with your job search, including a free spreadsheet to get you started.

They want to make you look good

The expertise and specific client knowledge a recruiter can bring to the table can be an invaluable resource to your job search.  But even the best interview prep and insider knowledge won’t win a job offer if you don’t put in the effort as a candidate. 

Even if you think you’re an expert interviewer, there are likely at least a few pointers a recruiter can help you with.  If they want to chat and prep, do it.  If they recommend a suit for the interview, take their advice.  If they kindly tell you to focus on direct responses and stop rambling, trust them. 

Recruiters are paid by their clients to properly vet candidates. Their clients trust them to present appropriate and well-prepared applicants.  It’s in everyone’s best interest to make you look good!

Feedback is hard to come by, no matter how you apply

Recruiters are the intermediaries between candidates and hiring companies, which can be an extra challenging spot when it comes to feedback.  Not all hiring managers will provide direct feedback as to why they made a specific hiring decision.  Candidate-specific feedback is even more scarce.

Although it feels unfair, across the board you likely won’t be told specifically why you didn’t get a job.  In some cases, you’re lucky to even hear back a yes or no. 

I would estimate that for 80% of job submissions, most companies will simply state who they want to interview (maybe three out of 8 resumes presented).  This might not necessarily mean the other 5 candidates are out of the running, just that they aren’t first-round picks. 

When a position was filled, I always tried my best to relay this update to the candidates presented.  But sometimes that information is shared weeks later.  Maybe a hiring manager secured an internal referral or a key leader on the team is out sick, then a vacation pops up for another manager. There are countless reasons feedback can be delayed.

Every company will have its hiring processes and varying candidate experiences.  The lack of information can be maddening (for both candidates & recruiters!), but it’s a part of the hiring process you as a candidate should be prepared to navigate.  Don’t let the silence get you down, and don’t think your recruiter isn’t doing everything they can on their end to ensure you get answers. When in doubt, never hurts to shoot a check in email.

“If you’re struggling to find a recruiter that specializes in your industry, try asking your colleagues and industry peers for suggestions. ”

Just because their title is Recruiter, doesn’t mean they can help

Most recruiters have niches, and if your experience isn’t within their niche, they likely won’t be the best resource for you. There are probably agencies for even the smallest specialties out there. Construction, manufacturing operations, accounting & finance, IT, Infrastructure, Legal- you name it, there is probably a recruiting agency for the industry.

Referrals were a huge driver in my business while recruiting, but I often received referrals for candidates outside my scope.

Another reminder that most of the time, Recruiters have a more difficult task ahead of them. Their clients are paying a premium for them to source and deliver specific criteria. It’s not just finding a body that can do the job, clients typically want recent and relevant experience with the bells and whistles on top.

If you’re struggling to find a recruiter that specializes in your industry, try asking your colleagues and industry peers for suggestions.

Recruiters are professional networkers

Recruiters can be the gatekeepers to fantastic opportunities. I encourage you to remain open-minded when connecting.   You might come away with a really great contact to support your job search and multiple openings to pursue. Or at the very least you’ll have a conversation with a great networker who likely is an expert in your industry.   You never know what is in that recruiter’s future pipeline that might lead to your next great career move.

Friendly reminder that this advice is in reference to the *good eggs* out there.  It’s been sad to hear clients recently ask me how to tell if a recruiter is a good contact or a scam.  I have heard stories of weird follow-ups or requests, contacts not being affiliated with traceable companies or of course- the dreaded ghosting.  If you are seeing a red flag like that, my advice would be to take a step back. 

I hope you find a diamond in the rough, you might be one recruiter call away from your next dream job.