Yesterday I received a comment on my site, by an obviously disgruntled candidate. Of course not all agencies operate the way he suggested and if only I could earn 200% of the basic salary, I could have retired years ago!
None the less I felt Michael raised some very good points, that I believe in and new recruiters should take note of. Saying that in defence of some recruiters, what Michael may not realise is often we will champion his case, only to find that HR will knock back our candidate just because he doesn’t tick all the boxes!!!
Michael’s comments are below:
Is it not time that additional statutory rules were introduced into a Recruiters’ ‘Code of Conduct’? Any rules or standards that do exist frequently do not work and/or they are demonstrably unenforced.
The main reason Recruiters are employed by employers is to reduce the administrative burden of recruitment on Employers. However, the services that many Recruiters provide are highly questionable and/or lacking in any real ethics.
Most Recruiter staff have little more than an ability to design highly misleading web pages about their ‘care’ and ‘service’, talk fast and/or to blatantly lie. Many are on a ego trip while providing little real value to employers or candidates. The result is that Employers often do not even get to consider candidates who may be best suited to the position being ‘managed’ by external Recruitment agencies. That ‘management’ frequently appears to be limited to promoting the lowest cost (lowest salary) candidates to Employers i.e. Recruiters gain higher staff placements by immediately eliminating higher VALUE candidates from the selection process. Employers are often short changed because REAL and qualitative evaluation does not exist in many Recruitment agencies.
1. Many so-called recruiters are unqualified to judge the qualifications, experience or quality of candidates they attract.
2. Many Recruiters simply process people as numbers, seeking to minimise their own costs to maximise their own often exorbitant fees.
3. All Recruiters should be obliged by statutory regulation to:
a) Confirm that the person who is processing the vacancies and applications holds qualifications in the field for which they are recruiting…this gives some degree of assurance that they actually have significant and relevant professional knowledge of the essential qualities of position advertised and the candidate’s qualifications.
b) Respond ‘IMMEDIATELY’ (24 hours say) to all candidates, confirming receipt of their applications AND when the client will confirm the selection of shortlisted personnel.
c) Provide a detailed weekly update to candidates on the progress of their applications and/or of candidates’ failures to meet the employers’ requirements AND why.
Given that Recruiters purport to be ‘professional’ and that their fees vary between 20% and 200% (say) of the candidates’ salaries, MANY (not all) Recruiters demonstrate that they:
i) are highly Unprofessional
ii) lack any understanding of ethics or even basic courtesy
iii) are opportunistic liars
iv) care little or not at all about applicants, despite their ‘oily’ claims.
The lack of the above requirements in an enforceable Code of Conduct damages the reputation of good, ethical and truly professional Recruiters.
Unfortunately, candidates have no way of distinguishing between the good and the bad simply because of the facts that Recruiters get away with claiming almost anything in their websites and other marketing media; there is little evidence that the Recruitment industry is ethically and effectively controlled. It therefore attracts may rogues posing as professionals.
The practice of asking candidates to state their previous salaries and/or requirements is highly unethical. Most positions have a value that cannot be defined other than by the employer. Candidates previous salaries were particular to their previous roles that often were not reflected in their job titles. This practice is highly unethical and Recruitment Agencies and Employers who support it demonstrate simply that they care nothing about candidates and everything about taking unfair advantage of their candidates and employees.
Will the good agencies out there take steps to eliminate the bad from their own profession? Or is the industry so weak it cannot control itself? I and many thousands of others would like to see and experience some true professionalism in the Recruitment industry. Those who resist are surely those who should not exist.