Top 5 complaints about recruiters – Where there’s smoke …?
Let’s face it, if you work in the corporate world and have not heard a recruitment horror story, then you probably haven’t been paying attention.
Here are the top five complaints we typically hear in the market:
- They sent us 10 CVs, and not one of them were relevant!
- They claimed they are a Defence specialist recruiter, but did not even know what CIOG was!
- They keep pushing to meet with me, but I don’t have time for chitchat!
- We went out to six separate agencies, and all they did was flick me who they had on their database!
- They sent us someone who was clearly the wrong culture fit!
It’s fair to say there’s a lot of smoke out there, and somewhere in the crux of the issue is a fire that does not seem to be burning out.
As an owner of a growing recruitment business, I fully understand there’s a distinct “talent drought” for recruitment professionals – and our industry is far from straightforward. The recruiters that succeed are mentally tough, extremely hard working and have a broad range of capabilities that would allow them to drive to the top of many professions.
So what are the main factors contributing to the disconnect between clients and recruiters?
Panel-based recruitment or job multi-listing
Recruitment commentator Greg Savage has pointed out in his blog post, Why clients give out orders in competition… and why it’s wrong for everybody!, that this is a fundamentally flawed approach for a client – recruiter relationship.
Think about it. You go to your lawyer and ask for them to draw you up a will. You tell this lawyer that you have also asked three other lawyers to develop the document and you will only pay for the best “value for money” option. Forget for a moment the amount of time you spent having to approach three separate individuals with specific briefs, and the swift kick in the pants you receive from them as your booted from their office. What else do you think will happen?
This approach is guaranteed to drive down the quality of the work. It would also impact the lawyer’s professionalism not to mention their enthusiasm to actually deliver your requirements.
Lack of engagement
Let’s go with the same example. You send your lawyer an email with a brief description of your assets and personal circumstances before asking them to have your will drawn up three days from now. Sure, you might get the document back on time, but unless you are engaging with a seriously cluey, clairvoyant lawyer, you are unlikely to receive anything more than a generic document that loosely meets your needs.
If you don’t engage with your recruiter, and you don’t offer a rich picture view of your requirements, then how do you expect to get great results?
Lack of commitment to the relationship
The will is now drawn up, it may be an average job, but it’s done. You then realise your partner needs theirs done as well and quick pronto as you are about to head off overseas. You call your lawyer on Tuesday and say you need it done by that Friday but they are not able to meet that deadline as they have a conference on for the next two days. You tell them not to bother then, they will take the work to the competition.
How engaged will that lawyer be with your next piece of work if you treat them as though they are so disposable?
You get the point.
Do any of these complaints resonate with you? How might you approach attracting talent differently in an increasingly candidate-short market? Perhaps it’s time to invest in a more meaningful relationship with a recruitment professional and see if your results change for the better.