The Frustration of Job Seekers: Improving Recruitment Practices

As a job seeker, you might have received this disheartening email numerous times:

“Many thanks for taking the time to speak with me about the XXXXXX role. After reviewing your CV, skills, and experiences, our client has unfortunately decided not to progress you to the interview stage.”

This recurring rejection can be perplexing and frustrating for several reasons. As an HR professional and someone passionate about effective recruitment, I find it essential to delve into why this happens and how companies, especially recruitment agencies, can enhance their processes to make the experience better for everyone involved.

The Disconnect Between Agencies and Clients

One of the most puzzling aspects is the apparent disconnect between recruitment agencies and their clients. As an agency, it should be paramount to have a deep understanding of what the client wants in a candidate. This understanding is not just about ticking boxes on a checklist; it's about truly grasping the company's culture, the team's dynamics and the specific needs of the role. For example spend time in your clients office. Spend a day working form their office. If they say they can’t for confidentiality reasons, then they are twits. I’ve often done it in the past where I’ve asked the consultant to spend a day in our offices. They got to see how we talk to each other, how we moved around the office…all things that then translated to them choosing the right person for us.

If an agency constantly forwards candidates who do not match the client's criteria, it indicates a lack of communication or understanding. Agencies need to build strong, trusting relationships with their clients. When a client sees an agency's name on a CV, they should feel confident that the candidate has been carefully vetted and is a potential fit, even if they don't meet every single requirement.

The Problem with Flooding Candidates

Another issue is the practice of submitting a large number of candidates for a single role. While it might seem like a proactive approach, it often comes across as throwing spaghetti at the wall and hoping some of it sticks. This method not only dilutes the quality of the candidates but also overwhelms the client, making the selection process cumbersome and inefficient.

A more effective approach would be to submit a smaller, well-curated list of candidates. I guide agencies I have worked with to send me their top 3. I don’t want more as the agency will know me. By focusing on quality over quantity, agencies can better showcase their expertise and understanding of the role. This method also respects the client's time and makes the agency stand out as a thoughtful and diligent partner.

The Human Side of Recruitment

The impact of poor recruitment practices on job seekers cannot be understated. Recently, I've been contacted by several mid-level professionals (with 5-10 years of experience) who are struggling to find new roles. It breaks my heart and angers me to see them go through this, particularly when an agency's lacklustre approach contributes to their difficulties.

As an HR leader, it is painful to watch candidates struggle due to an agency's vanilla and impersonal tactics. Recruitment should be about building long-term relationships, not just filling positions. Agencies that take the time to understand and support their candidates can make a significant difference in their career journeys. In my carer of over 28 years, agencies have placed me twice! My other roles have come through my network and my own direct approach. I still talk to the agencies but fewer have the skills, technical knowledge, loyalty and passion to place me (happy to be proved wrong of course!)

Streamlining Recruitment for Better Outcomes

To improve the recruitment process, agencies and companies can adopt several strategies:

1. Enhanced Communication: Agencies need to foster open and continuous communication with their clients to understand their needs thoroughly. Regular check-ins and feedback sessions can help align expectations and ensure that only suitable candidates are presented.
2. Quality Over Quantity: Rather than overwhelming clients with numerous CVs, agencies should focus on a select few candidates who genuinely match the role's requirements. This approach demonstrates the agency's expertise and commitment to finding the right fit.
3. Candidate Support: Agencies should provide guidance and support to candidates throughout the recruitment process. This includes feedback on CVs, interview preparation, and constructive feedback after interviews. Building a supportive relationship with candidates enhances their experience and loyalty.
4. Long-Term Relationships: Both agencies and clients should prioritise long-term relationships over quick placements. By investing in these relationships, agencies can become trusted partners who understand the client's evolving needs and can provide better-matched candidates over time.
5. Technology and Data: Utilising technology and data analytics can streamline the recruitment process. Applicant tracking systems (ATS) and other recruitment software can help agencies manage candidate information more efficiently and match candidates to roles more accurately. But don’t rely on them 100%. Trial it first as some of het algorithms are quirky and you will lose good talent because they don’t fit into the algorithm.

The recruitment process can be challenging for both job seekers and companies, but with thoughtful practices, it can be significantly improved. Agencies need to build strong relationships with clients, focus on quality over quantity, and support candidates throughout their job search journey. By doing so, they can enhance their reputation, help job seekers find meaningful roles, and ensure that companies find the best talent for their needs. Let's move towards a more streamlined and empathetic recruitment process that benefits everyone involved.