Recruitment is a relationship business. Companies are looking for candidates with the right mix of skills and cultural “fit” for their business. Candidates are looking for an opportunity with a company they want to belong to, as well as the right salary, benefits, etc. That’s where recruiters come into play – recruiters are the “matchmaker” between the job and the talent. But just because a recruiter matches a resume with the skills needed in a job requirement, doesn’t mean they are a great recruiter.
Recruiting isn’t a transactional business… at the end of the day, if a client or candidate didn’t have a good experience with you, they won’t come back to you. To be a successful recruiter, you have to build and maintain relationships.
Candidates have a lot of options right now, and they are in control when it comes to the recruiting and hiring process… so you have to make sure you leave a good impression and build a strong relationship with them. Candidates should be able to have their expectations met in the following areas:
When you decide to look at employment opportunities, you put yourself at risk with your current employer. For that reason, you are entitled to the highest levels of confidentiality of your personal information. To safeguard your confidential information, recruiters should never share or release any personal information. As part of a recruitment network, NPAworldwide members are also required to adhere to confidentiality with any candidates or jobs shared.
- Accuracy of Disclosure
In order to make the right decision, you need to know as much as possible about the search firm you are talking to, the position and the client organization. This ultimately requires full and open disclosure regarding:
- The nature and requirements of the position, how performance is measured
- The compensation package
- Whether relocation is required and if assistance is provided
- Pertinent information regarding the client organization
Be aware that during initial conversations, when you are still being evaluated as a potential candidate for the position, the recruiter is under no obligation to divulge confidential information about the position or the client. Once you have been identified as viable candidate the recruiter may disclose more than the most basic information. Even then, there are times when certain information about the client must remain confidential.
- Consideration and Feedback
All interested candidates will be considered for positions based upon their ability and aptitude. Consideration will be in accordance with all local laws and practices.
In addition, members are expected to demonstrate a high level of professionalism toward you as a candidate.
Based on a recruiter’s understanding of the client’s needs for a position, they should offer an honest appraisal of your compatibility and areas where you do not meet the client’s needs. If the client decides not to proceed with your candidacy, the recruiter should provide as complete an explanation of the client’s decision as soon as possible.
- Timely Communication
The completion of a recruitment assignment can often take several months, with many steps between initial contact and the hiring of the successful candidate. Once you have become an active candidate, the recruiter should communicate with you in a timely manner at each step of the process. This means proactively updating you on the progress of the search as well as responding in a timely manner to inquiries. Recruiters have a keen appreciation for the demand placed upon your time. Recruiters and their clients should demonstrate the utmost respect for your responsibilities to your current employer.
- No Pressure
The best career opportunities happen when the candidate has the time to make a measured, well-thought out decision. For this reason, the recruiter should not hurry your decision or put undue pressure on you to accept an offer. The recruiter will keep you informed of any deadlines imposed by the client and the implications for not making a decision prior to those deadlines.
Communication is a shared responsibility, so candidates should offer feedback to the recruiter when things have gone well and when things are not as you expected.