What candidates wish recruiters knew
By Fay Capstick
Last week we looked at what recruiters wished that candidates knew. This week we are turning it around and looking at what candidates wished that recruiters knew about them and the whole recruitment process.
What we have learned from our 30 plus years as leaders in the IT & Digital Recruitment and Consulting industry in the UK is that the main thing that makes the recruiter and candidate relationship work is the same as all relationships: communication. Open and honest communication between the recruiter and candidate about expectations, needs and progress is what makes the difference to the service that Parker Shaw provides to our candidates and clients. We pride ourselves on the personal service that we offer and our attention to detail.
So what do candidates and job seekers wish that recruiters knew?
Know my skill set before you call me
Sounds obvious, right? Sadly not in the case of some recruiters. Candidates want recruiters to put some time in before they call them. Does the candidate really have the skills that the client is looking for? Is this position the best fit for them? With the highly technical and experienced roles that agencies like ours fill within the industry, it is hugely important to the candidates that the recruiters are aware of their skills and the skills required in the job and that they match. A recruiter with no real technical knowledge is not appreciated. At Parker Shaw we make sure our recruiters are fully trained with the knowledge they will need to make sure this doesn’t happen.
Take the time for a proper chat
If a candidate is interested in the job being offered, particularly permanent positions, they will want the recruiter to take the time to fully discuss the position with them. They want the recruiter to know as much as possible before they call them. From the recruiter perspective, sometimes fast moving contract roles are issued by clients with only a minimal job description available.
Feedback, feedback, feedback!
Candidates are disappointed when they don’t get a position. They are even more disappointed if the recruiter doesn’t give them a reason. They want to know what they can do to improve their skills or soft skills before the next application. If the client hasn’t told the recruiter their reasons, then the recruiter should politely prod the client for any feedback that they can pass onto the candidate. However sometimes the candidate needs to know that feedback isn’t always given, which can be frustrating.
Candidates get nervous
No matter how many times they have gone through the interview process in their careers candidates still get nervous. They want their recruiter to know this and try to soothe their nerves with encouragement and as much information as possible about the role on offer and the interview process.
Follow through
If a recruiter has contacted a candidate for a position and the candidate has responded, the candidate will then be upset if the recruiter goes silent. Follow through on what you started, it’s simply good manners. If the candidate has taken time to reply to your first contact then take the time to reply to them, even if the role may have been put on hold or filled. The candidate doesn’t know this and will think poorly of a recruiter for this kind of behaviour.
Don’t call if I’m not available
If a candidate has put an ‘available from’ date on their CV or LinkedIn, then that is the date that they are available from. They want recruiters to respect that. If the position starts before the available date they don’t want to be bothered by recruiters. If that changes they’ll update their profile. If a recruiter really must contact them, then limit it to email rather than disturbing them with a telephone call, especially one during a time when they are most likely working for their current job.
Unknown caller
And on the subject of phoning candidates, they don’t want to be called from numbers with no caller ID. These calls won’t be answered by the majority of candidates, nor voicemails listened to. If you want a candidate to engage, don’t hide behind a withheld number, it just looks super creepy.
From the recruiters perspective, if they are polite and courteous and ask whether it is convenient to talk, as a candidate please be polite and engage in return.
Sometimes recruiters are under pressure from unscrupulous agencies to meet impossible targets, which can sully the perception of the industry for candidates.
Final thoughts
At Parker Shaw we have been at the forefront of the sector we serve, IT & Digital Recruitment and Consulting, for over 30 years. We can advise you on all your hiring needs. If you are looking for your next job in the IT sector please check our Jobs Board for our current live vacancies at https://parkershaw.co.uk/jobs-board.