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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 2/21/2006 4:17 AM EST
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Posts: 15
First: 2/15/2006 Last: 4/26/2006 |
I have spent the last 25 years in HR and received my CHRP designation (In Canada) a lot of that time was spent recruiting & Seletion, I have also been on the other side from the agency side as well, where you are calling employers to either market someone or getting business.
I can only say that if the recruiter doesn't know what the job is all about< the certainly will not be able to select the "right" candidates. I reruited Engineers for 10 years and I am not an Engineer, but knew the work they had to do, the buzz words that were used in the engineering department, the personalities of the people this person(s )would work for and with. ALl this is necessary if you are going to develop your reputation as a recruiter on selecting the right people the first time around. I also take care to let the candidate (s) who have not been choosing know why they were not choosen. I would not send a candidate who I wouldn't hire myself. So saying that recruiters know nothing about the job they are recruiting for is slightly incorrect. I agree that there are recruiters out there who are just trying to make a buck and can spurt candidates like water, but they don't last long in the business, once it is discovered that they are less professinal. |
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How recruiters are like telemarketers
posted at 2/21/2006 4:17 AM EST
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Posts: 15
First: 2/15/2006 Last: 4/26/2006 |
I have spent the last 25 years in HR and received my CHRP designation (In Canada) a lot of that time was spent recruiting & Seletion, I have also been on the other side from the agency side as well, where you are calling employers to either market someone or getting business.
I can only say that if the recruiter doesn't know what the job is all about< the certainly will not be able to select the "right" candidates. I reruited Engineers for 10 years and I am not an Engineer, but knew the work they had to do, the buzz words that were used in the engineering department, the personalities of the people this person(s )would work for and with. ALl this is necessary if you are going to develop your reputation as a recruiter on selecting the right people the first time around. I also take care to let the candidate (s) who have not been choosing know why they were not choosen. I would not send a candidate who I wouldn't hire myself. So saying that recruiters know nothing about the job they are recruiting for is slightly incorrect. I agree that there are recruiters out there who are just trying to make a buck and can spurt candidates like water, but they don't last long in the business, once it is discovered that they are less professinal. |
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How recruiters are like telemarketers
posted at 9/26/2006 3:03 PM EDT
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Posts: 1
First: 9/26/2006 Last: 9/26/2006 |
Although it can seem as though we are like Telemarketers, a good recruiter would know how to source the right candidate for any position. It is truly important to understand the aspects of the job description in order to ascertain the right type of talent for any position. Utilizing the hiring managers for better understanding of the job at hand is always a good start, however sometimes further research is required before recruiting for the position. |
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How recruiters are like telemarketers
posted at 10/12/2006 11:14 AM EDT
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Posts: 1
First: 10/12/2006 Last: 10/12/2006 |
I am a recruiter, specializing in accounting and finance, and have been with the same company for over 12 years. This is because I work for a company that is not just bottom line, make the placement driven, but we are in it for the long term, with repeat business and expansion in our marketplace. The other reason I have been with my company so long is that I am good at what I do, I focus on relationship building and finding the "win/win" for clients AND candidates.
That being said, I know the turnover and bad reputation this industry has, I have to work against it on a daily basis. It's unfortunate, because it is an important service we provide as recruiters, but the "make the placement at any cost" approach contributes to clients and candidates thinking of recruiting firms as necessary evils and not the value added service they can be. So, just like there are great doctors and there are quacks, there are great professionals in every profession, and others...ehh...not so much. There is no ONE answer to the question, many variables and it's up to a candidate to feel good about who they are working with to obtain a new job, not just focus on getting a job and then complaining because they are not treated well...again...we are not ALL like that! good luck in your search! |
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How recruiters are like telemarketers
posted at 1/16/2007 7:40 AM EST
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Posts: 3
First: 8/20/2006 Last: 1/16/2007 |
Obviously a slightly contentious topic.
Firstly, let's take the technical writer who wouldn't use a recruiter. That's plain dumb. They understand that, as a technical writer, they have the skills and knowledge to do a good job of technical writing. So why can't they understand that a recruiter has a different set of skills - skills that way well land them a job. Secondly, to talk about the way some recruiters work - contingent recruitment. It is a direct result of employer pressure. And it's amazingly nasty way to do business. For example, you wouldn't ask five builders to each build a house on your land, and you'll only pay for the one you like.(Well, you might ask...) So if recruiters are working too hard and too sloppy trying to fill contingent jobs, then really it's up to recruitment firms to have the backbone to refuse contingent work. I'm sure the technical writer wouldn't be happy to not be paid for the 80% of the work they do on the basis of "we had someone else on it, and they offered us something better after everyone had a go" |
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