My Perspective on the Candidate/Recruiter Relationship

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As a current recruiter and a former contractor, I have a unique perspective on the candidate/recruiter relationship and what it takes to build a partnership. And, that’s exactly what it is, a partnership. Looking back on my contracting career, I can see some of the mistakes I made and how having a different approach with my recruiter would have made a big difference. Here are some of the thoughts I like to share with my candidates to help them during their job search.

Contacting a hiring company directly is a mistake

When I was a contractor, I worked with a recruiter here at WinterWyman, named Suzie (who happens to now be my boss!). She connected me with a reputable company, and I was excited to begin the interview process. Everything bolivia whatsapp phone number went well, and after my last round of interviews I was anticipating an offer although I still had some unanswered questions. Instead of contacting Suzie about my concerns, which is the recommended protocol when using a recruiter, I emailed the company directly. Unfortunately, the wording of my follow-up email raised concerns about my commitment to the role, and the company decided not to extend the offer after all. Suzie explained if I had gone through her, she would have relayed the information I wanted while keeping me in the best possible light. Today, I remind candidates to trust me with their concerns. I can either get their questions answered or suggest professional and positive ways to ask them during the interview process.

Be sure to talk with your recruiter

I had been so busy at work I was mostly communicating with Suzie through email. She encouraged me to connect with her over the phone, but I didn’t make the time and ultimately didn’t make her a priority. Unfortunately, this lack of direct contact interfered with the development of our relationship, and, in-turn, with my job prospects. I now see how hard it is to build a relationship with a candidate exclusively through email. Yes, it’s more convenient for brief questions or factual information, but a recruiter can’t always read if a candidate is excited, hesitant or ambivalent about a possible job. As a recruiter, I need to get an accurate sense of what each candidate wants and needs to develop a plan going forward. So, commit to talking with your recruiter; the small investment of time will yield better results for your job search.