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How recruiters are like telemarketers
Recruiting & Staffing
How recruiters are like telemarketers
Exchange ideas about sourcing, screening, interviewing, finding passive candidates, measuring your results, and more.
Please don't be insulted by my question. I'm new to this field and have heard a technical writer complain recently that she would not use recruiters because they were like telemarketers and don't have
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Forums » Topic Forums » Recruiting & Staffing » How recruiters are like telemarketers
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How recruiters are like telemarketers
posted at 12/8/2005 5:41 AM EST
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Posts: 4
First: 12/8/2005 Last: 12/30/2005 |
Please don't be insulted by my question. I'm new to this field and have heard a technical writer complain recently that she would not use recruiters because they were like telemarketers and don't have the faintest idea of what a technical writer does--and therefore can't sell her services adequately. She recommends only responding to the employers themselves. How would you respond to her concerns? She also mentions recruiting software as being ineffective for assessing tech writers because key words do not account for core competencies. |
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How recruiters are like telemarketers
posted at 12/16/2005 5:36 AM EST
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Posts: 2
First: 12/16/2005 Last: 12/16/2005 |
That is a valid concern and you will most likely hear that from one or more people. However, what you will need to stress with confidence to your candidate is that you do not necessarily need to know in depth what she does - it is your job to give her the ability to present herself (and her in depth skill set) to the top companies that use someone with her abilites. You are marketing her/being her business development manager if you will. It is her job to delve into her abilities once she is in front of your clients. I hope this helps!! |
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How recruiters are like telemarketers
posted at 12/17/2005 9:23 AM EST
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Posts: 3870
First: 2/12/2002 Last: 11/2/2009 |
Not sure what kind of organization you're with. If you're with an outplacement firm, then your questions make sense - it is indeed your job to represent a candidate. However, if you're on the recruiting side, you're really not representing candidates as much as you are representing the client who's going to pay your fee/salary - the employer. |
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How recruiters are like telemarketers
posted at 12/19/2005 10:02 AM EST
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Posts: 4
First: 12/8/2005 Last: 12/30/2005 |
Thanks for both of your input. This helps a lot. And it is true that the recruiter works for the employer. However, presenting the candidates to the employer is still an important part of the job. But I see what you mean. It's up to the candidate to sell me and the employer on his or her qualifications. |
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How recruiters are like telemarketers
posted at 12/22/2005 2:59 AM EST
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Posts: 1
First: 12/22/2005 Last: 12/22/2005 |
This is a subject that always brings about a lot of contraversy but having been on all sides of this issue I would have to say that, yes, it is a candidates job to sell themselves. I would add however that recruiters can provide access to positions that may not be advertised and therefore can add value. I would just caution you to interview the recruiters you work with as well. YOU have a right to decide who represents you. A good recruiter should be motivated by creating a "win/win" situation for BOTH the employer and the candidate and therefore a win for themselves. Take some control/accountability for the process but be careful when it comes to ruling in or out a potential resource in your search. |
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How recruiters are like telemarketers
posted at 12/29/2005 8:19 AM EST
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Posts: 1
First: 12/29/2005 Last: 12/29/2005 |
In response to the comment someone made that recruiters really represent the paying client, not the candidate, I have to disagree somewhat. Recruiters represent both clients and candidates, that is if they are concerned with being fair to both sides and not just making a quick buck.
As for the complaint that most recruiters have no real idea what technical writers do, well, hey, does anyone outside of a particular discipline fully understand another? Recruiters are in the relationship building business. They do what they can to make win-win situations. If they can provide leads and access to openings the candidate could not get otherwise, what's it matter if the recruiter doesn't fully understand what a technical writer does? As long as there is a general understanding, the recruiter can find and present good candidates to a client. As for the software not accounting for core competencies, I do not know if that's true. I've been recruiting for 10 months now, and just switched industries into so that now I am using some specialized software. I'm part of the Top Echelon network. I don't know how it accounts for the core competencies of a technical writer, but I'd like to find out. |
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How recruiters are like telemarketers
posted at 12/30/2005 1:40 AM EST
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Posts: 4
First: 12/8/2005 Last: 12/30/2005 |
Good points. Let me know what you find out. Core competencies for tech writers seem to be soft skills:
Curiosity (how does it work; let me try) Ability to learn systems and software quickly (an aptitude for technical information) Ability to explain how the system or application works so that anyone can understand it I don't know if these skills can be identified in a resume or through passing someone's resume through text analysis software. |
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How recruiters are like telemarketers
posted at 1/2/2006 10:56 PM EST
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Posts: 1
First: 1/2/2006 Last: 1/2/2006 |
I agree they are exactly like telemarketers. Too many times I had recruiters call regarding I/O jobs and had no clue what it all means. This is only a problem when the recruiter insist on having a long interview but cannot answer any questions about the position.
N. |
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How recruiters are like telemarketers
posted at 1/3/2006 12:29 AM EST
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Posts: 1
First: 1/3/2006 Last: 1/3/2006 |
Recruiting is a brokerage-style sales process. As such, it is incumbent upon the recruiter to have sufficient domain knowledge to capably project both the opportunity at hand, as well as an employer's compelling story. Not to be critical, but too often recruiters fail to do their homework on a position, which hinders their ability to articulate the details associated with a given role (which in turn impacts credibility). Rule #1 in sales is: If you don't believe in what you are selling - don't sell it. Rule #2 in sales is: If you don't understand what you are selling - don't sell it. Does a recruiter have to have previously performed as a tech writer to be effective? Certainly not. But, investing the time in fully understanding the role, and what the client regards to be critical success factors will make a huge difference in whether a recruiter is perceived as a credible professional (worth spending time with), or as a telemarketer. My two cents (and that may be all it's worth!) |
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