And it seems there is still a stigma attached to that word and the industry in general.
“Recruiters are hounds, they don’t give a damn about their candidates, they only care about making a sale and they ‘swan about’ talking all day”.
I’m sure everyone in the industry has heard those phrases at some stage, and I remember having these same thoughts prior to my switch from an internal HR & Recruitment function to working with a HR & Recruitment agency, which for some reason seemed so much worse!
What I’ve found however, is that in complete contrast to my initial thoughts, for recruiters to be successful we must have absolute transparency, honesty & integrity in everything that we do.
We don’t & can’t just ‘hound’ people – if we did we’d soon find our number blocked and find that people have stopped answering our calls. This is certainly not conducive to building solid relationships.
We care enormously about our candidates – it’s our job to find out what motivates them and find them a role which fits in with their skills, experience & lifestyle.
And last, but not least – we are some of the most hard working people I know. No recruiter works 9a.m. – 5p.m. Our phones are on 24 hours a day, 7 days a week. When we are not on the phone to clients we are on the phone to candidates, when we are not on the phone we are interviewing or out on client visits, and failing that we are replying to hundreds of emails.
To make a sale is great – we want to stay employed and make money, yes; however, the thing that keeps us doing what we do is the pride and the look on our candidates and clients faces when a successful placement is made, and both sides are happy. We change lives every day, and that is an amazing feeling.
Merriam-Webster defines being transparent as;
2a : free from pretense or deceit : frank
b : easily detected or seen through : obvious
c : readily understood
d : characterized by visibility or accessibility of information especially concerning business practices
So how can we ensure we are acting in a transparent, honest & integral manner at all times?
When taking a job brief, be honest with your client if you’re unsure about any of the tasks or responsibilities, the culture, or if you feel any of the pay or conditions are unreasonable.
Treat your candidates with respect, they are people, not numbers.
Be open with your candidates about all that is expected in the role, and be honest with them if you feel they are lacking or need to upskill in any area.
Make sure you meet and interview a candidate before forwarding on their CV for a potential role – you’ll be surprised how often this doesn’t happen!
Align yourself with a company that shares your personal values & ethical standpoints. These traits will shine through when talking to clients and candidates and you’ll feel much more supported by your employer.
So lets work together; recruiters, candidates and clients, to build strong relationships, to form partnerships, to hold each other in high regard and respect the part we all play in building trust between parties – to together, remove the stigma around recruitment.
Kristen Hardy is a Strategic Account Manager at Adecco Personnel Limited