The lid is off the cesspit and I'm taking a peek inside. A pungent stench rises up to meet me. Still, I don’t turn away. I just *have* to stir the muck a little more. I enjoy reading the stories on the recruiters' blacklist. But can we also learn something from them? In this blog, five tips I’ve picked up from it.
Recruiters' Blacklist
It was clearly born out of frustration: the recruiters' blacklist that can be found online. And that same frustration keeps fueling it. It's a digital forum where people share their bad experiences with certain recruiters. Judging by the number of entries on the blacklist, there’s a strong demand for it. I’m not surprised. Social media is already full of ‘recruiter hate’. Just post a message about a bad experience with a recruiter and watch how many ‘likes’ you get.
Public Pillory
In principle, I’m not a fan of such public pillories, especially when the principle of ‘hearing both sides’ isn’t clearly applied. Because I also read stories where organizations are unfairly portrayed in a bad light. And that’s really problematic! It also gives a rather one-sided view of the recruitment landscape, where many true professionals also work. Oh well, ‘naming and shaming’—it’s probably just part of the times we live in. And yet, I read it. And secretly, I kind of enjoy it.
Stunning Foreign Model
I enjoy the story about the recruiter who creates a fake LinkedIn profile using a photo of a stunning foreign model—who supposedly is also a gifted programmer. And who manages to attract dozens of ‘colleague’ programmers. A real ‘recruitment groomer’. And the one about the recruiter who can’t get his ideal candidate on the phone. So instead, he calls the company’s reception desk asking to be put through. ‘Stefan, there’s a recruiter on the line. He’s asking if you’re still happy in your role?’ And when that doesn’t work, he even bothers Stefan’s father at home! ‘Are you Stefan’s father? I just heard he’s not enjoying his job anymore?’ Of course, I also enjoy reading about those ‘spamming’ recruiters who randomly pitch candidates to companies—without the candidates knowing anything about it. Which can get them in real trouble once it comes to light. ‘Oh, you’ve already received my CV? Fifteen times?? And each time with a different salary range?’ Then there are the recruiters who are in touch with someone about a vacancy, only to call that person’s current employer saying: ‘I heard Stefan is planning to leave. Shall I start looking for a replacement?’ All outrageous practices, of course.
Free Advice
It reads almost like a thrilling boys’ adventure book. But you can also read it with the intent to learn from it. Because a complaint is free advice. Broadly speaking, we can divide the complaints into five categories. What can we learn from them—as people and as recruiters?
1. Don’t be too pushy We all experience it from time to time. When we’re under pressure to perform. Then we want things too much and too quickly. It has to happen *now*, and we don’t really accept no for an answer. Pressure may lead people to make decisions more quickly. But are they the right ones? Let’s be careful, because pressure is a bad advisor by definition.
2. Never pitch people unsolicited and indiscriminately Shooting with buckshot works—because at least one pellet will hit something. But do you really want to be successful that way? Always make sure you have clear prior consent from both the candidate and the client before introducing them. Don’t throw personal data around!
3. Always communicate respectfully Always remember that you’re dealing with people. People who are working on important matters—like finding a new challenge or hiring the right person for a key role. Don’t take that lightly. Be respectful and act with integrity. Manage expectations and communicate about them. If you go silent, that in itself sends a disrespectful message.
4. Don’t act overly familiar If you don’t know someone yet, don’t act like you do or as if you’ve played marbles together. Reach out calmly and build a relationship first.
5. Don’t engage in deliberate deception That’s called fraud, right? That’s serious business! Stay far away from that. As far as I’m concerned, such practices should be fined by a ‘recruitment police’.
Raymond te Veldhuis CheckData & DataJobs.nl