3 More Reasons Why Candidates Hate Recruiters (Part 3)

In the third and final edition of this series, we continue to address the negative stigma surrounding recruitment and we'll explore our final three factors contributing to the love-hate relationship between candidates and recruiters.?

① Sending Irrelevant Jobs?

When a candidate receives a job opportunity that is not aligned with their skills, qualifications, or career goals, it can be frustrating for them and may also perceive the recruiter as not understanding their needs.?

Recruitment companies often claim to be experts in specific industries. However, when you look closely, they actually work in many different areas, for example, the entire life sciences field. This broad approach is not specialized; in fact, it's the opposite. This can lead to the problem of candidates get sent job offers that don't match their skills or career goals. To avoid this, it's important to find recruitment agencies that focus on a particular area and truly understand its unique needs. Many recruitment agencies try to work in various industries without really understanding each one. These recruiters often don't take the time to understand what makes a candidate a good fit for a specific job. This can lead to job offers that don't match the candidate's qualifications or what they're looking for in their career.?

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② Salary Negotiation?

A salary offer that is out of line with a candidate's expectations increase the likelihood of a candidate declining the job and results in a negative experience, leaving them feeling undervalued.?

At times, hiring managers may provide a budget that falls below the typical salary for the position they want to fill. Consequently, during the recruiter's search, there is a significant likelihood of engaging with candidates whose salary expectations do not align with the budget for the role. This can be the case as the job market changes, it's important to acknowledge that hiring managers may not always stay up to date with the typical salaries associated with various job roles. With new positions emerging and skillsets evolving, determining competitive and fair compensation packages can be a complex task.?

For the recruiter, they will have to try and manage both sides of the coin by negotiating the salary. The problem is, recruiters aren't always good at negotiating so it can often be a difficult task. Recruiters play a pivotal role in ensuring that both candidates and employers are content with the salary offered. When a candidate seeks a higher salary, recruiters work as advocates, justifying the reasons behind the request. This process tries to find a middle ground by looking at the candidates skills, how much experience they have, industry standards, all while keeping the company's budget in mind. Recruiters help align expectations, making sure both parties are satisfied with the final salary decision. The bottom line is transparency is key!?

③ When The Process Is Focussed On Speed?

Candidates might become annoyed when a recruiter prioritises a swift placement process because it can lead to a lack of personalisation, poor assessment, communication breakdowns and the potential for oversights in important details.

Frequently, it's the recruiter who's eager to move quickly, and their motivation is to prevent candidates from seeking opportunities elsewhere and potentially missing out on the job.?Recruiters are well aware that highly skilled candidates are in demand, and they may receive offers from multiple companies. Therefore, acting promptly is not only a strategic move to secure the best candidates but also a way to ensure that the company doesn't lose out to competitors in the talent acquisition race.

However, it's essential for recruiters to keep in mind that candidates are individuals whose lives are greatly affected by their jobs. Pushing a candidate into a job when it's not the right fit can have negative consequences. It may lead to dissatisfaction and ultimately, the candidate leaving the position. It's crucial to strike the right balance and ensure that the candidate's needs and preferences are considered throughout the process.?

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