Recruiters and feedback. - Blog Image

Recruiters and feedback.

  • Adrian Grundy
  • Monday, 7 June 2021

A thought piece on how important our role is to remain a pillar of strength, whilst we are playing ‘the middleman’.

I was going to post an article today discussing the road I took to get to where I am today, and why I am proud to be a ‘mature aged’ business degree student (yes, I am called a mature aged student!).

But something more pressing came up, something I could not ignore (do not worry, my other article will come down the track).

It all started as I had been interested to see what online articles there are regarding how recruiters can chase feedback from their radio silent clients so that we can pass on feedback to our candidates.

Why? Because I was having some difficulty with a brand-new client and wanted to see approaches that other Recruiters may have taken. I will never think that I know everything, and so am very open to admitting that I research different advice and tactics quite frequently when in different situations.

After all, delivering feedback in a timely manner is a dignified and respectful thing to do, and if I am unable to do this in a certain situation, I want to find out how I can try change that.

Sadly, all I came across were articles on how to chase feedback from a Recruiter. Do not get me wrong, that is also valuable information, especially if your recruiter or contact person is not getting back to you following an interview; but it is not the information I was looking for.

Instead, what if, like me, you do want to give feedback? What if you are the middleman, trying to show respect and value to your candidate but are unable to do so because of serious blockages from your clients.

Where is the line?

I know in my own personal situation; I will be doing what is best for my candidate who really wants this opportunity despite being met with over two weeks of radio silence from the client they interviewed with. But following the finalisation of this specific process, I will be reflecting and modifying my recruitment practise, I will be re-visiting how I set expectations early in the process and how I can improve this even further; and I will not be hiring for this client again.

I know it may seem strange to say that. Some of your may think that as a Recruiter, we would never say no to a potential role. But it is not strange. We as Recruiters must bring value to our sectors and industries. We must be an advocate for both sides, we must value ourselves and recruitment enough to say, “I cannot agree to work with someone who does not work ethically, or who does not work in a way that follows solid HR and hiring practises”.

I remember going to a Greg Savage training, where he explained that lowering your fees
exponentially just to get a job, or accepting poor treatment, is counterintuitive to your own business and to all of recruitment. I left that training vowing to be the type of recruiter who works with integrity, who knows the value we can bring, and who stands up for the appropriate treatment of our clients and candidates.

With that in mind, I know it would be easier to blame the client completely in this situation, but I cannot control that client. What I can control and improve upon, is my future actions.

Moral of this story? Bring value in everything you do, have a line, work with integrity, and do not be afraid to admit that you can improve your processes, no matter your experience.


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