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What candidates want from a recruiter
Executive Grapevine | Executive Grapevine International Ltd

What candidates want from a recruiter

Now that it’s become a candidates’ market, knowing what a potential hire wants from a recruiter can make all the difference.

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Comments (7)

  • John Simpson
    John Simpson
    Mon, 16 Mar 2015 11:14am GMT
    It says a lot about the stats on how recruitment agencies contact candidates for the initial meeting- It is Opposite to what candidates expect! In my experience the recruitment industry needs a major shake up. 9 out of 10 recruiters are only interested in "shovelling" CVs in front of clients to get a "hit" for their commission. They have little/no regard for candidates.They forget that today's candidates are tomorrow's Clients! Last week I received several jobs as office administrator from a national name in recruitment beginning with 'R'***, yet I'm in the executive £80k plus bracket! Shoddy indeed!
  • Aman
    Aman
    Fri, 6 Mar 2015 12:31pm GMT
    Remember this is a "study" done by a Job Board so results are always going to be skewed. Things to take away for recruiters is the preferred method of contact - interesting to hear but also skewed due to the study being geared at active job seekers - passive candidates would be very different
  • Dave
    Dave
    Tue, 3 Mar 2015 11:06am GMT
    Time is a precious resource so phone calls, in snatched free moments, may not be most effective. A serious candidate will get an email across with required information. A suitable call can then be arranged.
  • Tim
    Tim
    Tue, 3 Mar 2015 11:04am GMT
    Does any recruiter still measure time on the phone in this day and age?

    If you measure the average humans time on the phone versus every other channel including Whatsapp, Facebook etc I would be surprised if "phone time" accounts for more than 10% of anyone's communication.
  • Senior Recruiter
    Senior Recruiter
    Mon, 2 Mar 2015 6:25pm GMT
    The comments aren't really anything new to be honest. Appreciating the importance of family time in the evening, the same goes for the recruiter making the call!

    I feel this very much depends on a number of considerations:
    1, How serious is the candidate about moving role?
    2, What level is the candidate?
    3, How much does the candidate care about how well they are represented?
    4, If you can't manage a call, how will you attend an interview?

    This is a double edged sword, when the "busy" candidate can't take calls from recruiters, only wants an email exchange the client is getting a poor service. This is only relevant at the junior end where "CV matching" is required. The middle to senior market where candidates move for different reasons and other not visible on the CV are critical it doesn't work.

    I have recruited in good and bad markets, these candidates that aren't prepared to network or communicate soon hassle every single recruiter under the sun when redundancy strikes! The market is cyclical and a solid network is golden.

    I would be interested to understand the level of the responses.
EG - 40 Years of Excellence

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