Blasting Away Stereotypes

Posted by Susan Beck, Project Coordinator at Glenmont Group

There is a broad opinion out there that recruiters are of the same caliber as used car salesmen or telemarketers. However, not all recruiters are bad. True, there are other recruiters out there who are simply concerned with getting their job done and have no interest in the needs and well-being of clients and candidates. There are some recruiters out there that will put their jobs on the line to ensure that both their clients and candidates are happy.  Here at Glenmont Group, our policy is to ensure that each and every person we work with, whether candidate or client, is given the truth and is not wasting their time. 

Here are some common mistakes you will encounter with other recruiters that you will not find at Glenmont Group:

1. Lack of Feedback: Once a candidate’s resume is sent to a client, the assumption is an interview will follow. Unfortunately, sometimes it doesn’t. If the candidate is turned down for an interview, most recruiters will let the candidate fall by the wayside and not bother to contact them again. We feel it is extremely important to pass along all beneficial information to the candidate, explaining why they were not passed along to the next level and providing and constructive advice that may benefit that individual going forward (i.e. resume critique, interview techniques, etc.)

2. Representing Bad Clients: One thing I have noticed in my time both as a recruiter and as the recruited, is that many recruiting firms will take on any client, simply to make dollars. Here at Glenmont Group, our clients are picked based not only on our ability to work well together, but also our ability to stand by the clients. If we do not believe the client is a top-notch organization within the industry, how can we explain truthfully to the candidates that it would be a good career move?

3. Leaving Passed-On Candidates Behind: Many recruiters will simply recruit for the job at hand. A client gives them a job – they start a new search to find the right person. What if Candidate A wasn’t a fit for Job A, but is a perfect fit for Job B? If Job B became available much later than Job A, the recruiter may not even think of them because they are too busy starting a new search for Job B. We start each search by going through our network of contacts for each role before looking outside. Just because a candidate is not chosen for a specific position does not mean they should be forgotten.

4. Assumptions: What is your reason for looking at a new opportunity? Are you interested in a higher salary? Benefits or better ones? Are you looking for a greater work-life balance? What about a shorter commute? Maybe you are just looking to get out of a rut you seem to be stuck in. There are a multitude of reasons a candidate might consider something new. Recruiters can be assumptive and just presume to know what your intentions are. We advocate for our candidates to ensure they are aware of the best opportunities in the industry. Instead of making assumptions, why not ask?

5. Not Adjusting with the Times: Many recruiters rely on job boards (CareerBuilder, Monster, etc.) to find candidates who are actively looking. However, there are more places to find candidates than just resume boards. Social media sites (LinkedIn, Facebook, even Google+) are becoming viable options for job seeking and resume posting. Even those who are currently employed, but open to hearing about new opportunities, can be found by looking outside the job boards. This includes networking. Many recruiters underestimate the value of a referral. Almost everyone in the industry knows at least one other person who has similar responsibilities. There are also great networking groups for each industry. With such great avenues out there to connect with new people, we make sure to find the best candidates for each role.

If you have worked with a recruiter, you may have another note on ways in which recruiters have failed. All in all, some recruiters are just not on the top of their game. We know the reputation that is out there and we work to ensure that our candidates and clients know that we should not be lumped in with the rest. Glenmont Group recruiters are not the standard recruiters who just want to make a placement and go home. We are the kinds of recruiters who give you advice and share insights into the details of the industry. We are the recruiters who talk with you about what you are looking for in addition to what the client is looking for. We take an active interest not just in your new position, but in you. Just because our business card says “Recruiter”, it doesn’t mean we are just like the rest. Take a moment to talk to us. Find out why you should be interested in the role presented. We may very well already have your next career move in queue.

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Glenmont Group is a boutique search firm that concentrates on Professional Services, with a focus in the Legal & Content space. Because we are a highly focused boutique firm, we offer expertise in the industry that other search firms cannot. Our staff has been trained on, employed in or consulted for these industries so there is no learning curve. This means that you will not see resumes off of "job boards" that seem to have little or no connection to the position you are trying to fill. In fact, just the opposite is true. Our process includes a competitive analysis that identifies the top candidates in your given field. At Glenmont Group, we strive to develop and maintain long-term professional relationships with our clients. We believe in a business relationship based on hard work, cooperation, integrity, trust and a sense of humor. We are also active members in our industries by working on or with the Executive board of our industry trade organizations such as; IQPC, EDRM, LMA, PMA, ALSM, ALA, AIIM, ARMA. This assures constant access to a network of those highest quality candidates who are involved in these organizations.

Posted in Insights

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