BEWARE: 5 "Red Flag" recruiting firm ploys

Candidates and hiring managers, watch out for these recruiting firm "old tricks in the book." Other firms might read this post with animosity. If you're one of those and don't like the fact that I'm calling these out, then you're likely the type of transactional firm that risks our industry's reputation.

I participate in a lot recruiter groups on various social media and digital platforms. The stuff some people say, do and stick by within 3rd party - even tricks of the trade that industry trainers will pass on at conferences - let's just say there's a mix . . .

1. Sending unsolicited resumes.

This isn't respectful to the candidates, and nowadays it's risky to everyone with all the compliance and regulations. Now, do I alert key decision-makers when I have a rockstar who's confidentially probing around, and interested in their company, because they'll appreciate at least knowing about them? Yes. Would I provide some info on said candidate (who's given me permission to probe around on their behalf)? Yes, but either through a phone call or through some very general bullet points; certainly not tossing over a resume.

2. "Candidate, may I accept this company's offer to you, on your behalf?"

One of the classic recruiting firm moves, taught by recruiting firm trainers across the board. You know why they do this? They want the deal, and they want to control. You'll NEVER see me doing this, ever. You know what I want? The candidate and my hiring manager client to interact, and decisions to be made thoroughly. I've already established open communication with my candidates throughout our interactions over the weeks. Come offer time, that is between my candidate and my client. They're the ones who will be direct colleagues and coworkers with each other. 

3. Requiring a verbal acceptance before sending the written offer and other materials. 

Another classic recruiting firm move to control and get the deal, and again . . . never with me and 4SIGHT. I, like all recruiters, love to have a sense of whether or not my candidate will take the offer based on the salary range and package we've discussed. But, I want my candidate to read through everything, look at the benefits brochure, talk with their family, etc. And at the executive level, we'd all laugh if this couldn't happen. "But I've already talked about everything with the candidates prior to the offer...just close the deal!" many firm-side recruiters and trainers say. Nope - not that way. I do not strong-arm anyone in this process; you steer the ship. And guess what happens when you do things the right way? A great, long-term match; retention; and referrals. And back to me participating in online recruiter groups: I laugh when these recruiters post and say, "Argh, my candidate's withdrawing and they're supposed to start on Monday!" Well, that's what happens when you go about it the wrong way!

4. Price-gouging the offer to enhance the recruiter's commission.

"Now [hiring manager], if you really want to close this . . . offer 5% more than we discussed." Many firm recruiters say this every single offer stage. You will only hear me saying this if there is a visible, legit reason: e.g. if the candidate has another offer that's higher than us and we've got talent competition to beat; if there's a clear inequitable disadvantage in some part of the new benefits package; etc. But watch out for the recruiter who says this as a general part of their 'shtick' to squeeze out more commission dollars.

5. "Client/hiring manager, I'd like to make the offer to the candidate." 

No. No and no! Again, a good recruiter will prep their candidates well and make sure they're mentally-prepared at the end of the process anyway. They will partner with everyone involved to tee things up. But that offer needs to come from the employer. 

I deal with people's lives, and the most critical asset to people's companies. It's big work. My and my firm's style isn't for everyone, but if you're a potential candidate or hiring leader and align with 4SIGHT's core principles of "Transparency & Authenticity; Quality & Integrity; Persistence & Achievement" . . . and you agree with what I've said here, then we'll probably enjoy working together. 

For more information visit www.4sightsearch.com. 4SIGHT SEARCH is a specialized recruiting & consulting firm for corporate marketing, analytics and agency marketing talent. Ben Foster, 4SIGHT Executive Recruiter, is on LinkedIn and Twitter. [email protected].

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