It’s not what you said…it’s how you said it. Recruiter responses cause candidates’ cold feet.

Recruiters are the face of their clients—and first impressions count more than you might think. New research reveals that it’s not just candidate contact that’s important for attracting top tier talent: how an applicant perceives the recruiter during those interactions can mean the difference between a successful sourcing or a complete loss of interest in a company.

A recent Careerbuilder.com survey, released on June 20, 2012, found that a lukewarm recruiter causes job seekers to eliminate the employer entirely. Worryingly, more than one in five applicants reported that recruiters did not seem enthusiastic about the company. And if the company’s representative doesn’t consider the business an employer of choice, why should the candidate?

It’s not just unenthusiastic recruiters that can hurt the brand—if a candidate perceives you as inept or ineffective, this will be just as damaging. A staggering 15 percent of applicants believed the recruiter they spoke to was unprofessional, and 17 percent didn’t think the recruiter had taken the time to become knowledgeable about the employer or the opportunity.

Globally, job applicants demand knowledgeable, engaged recruiters—and failure to do your homework could be even more critical in the years ahead. Rewards and recognition specialists Achievers, Inc. surveyed almost 8,000 university students, finding that the Millenials continue to place increasing importance on career advancement and “interesting, challenging work” when selecting an employer. If you can’t effectively explain those factors from the outset, you’ll lose the candidate before you even begin.

Featured image credit: Esparta Palma, Flckr

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Categories: Articles for Recruiters, Recruitment Strategy

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2 Comments on “It’s not what you said…it’s how you said it. Recruiter responses cause candidates’ cold feet.”

  1. Richard
    July 24, 2012 at 9:23 am #

    I’m sure these recruiters aren’t unenthusiastic about all of their clients. Probably just the ones who want them to work at 15% and haven’t got time to actually brief them properly on vacancies and the business generally. Or failing that, maybe they know the client just isn’t that impressive and they therefore don’t want to pin their reputation on them by bigging them up. 99% of the time, I’m sure there’s a good reason for it – recruiters have enough incentive after all…..

  2. October 2, 2012 at 1:38 pm #

    The recruitment agency is a typical company that might have good employees and bad employees, some employees are enthusiastic and some are not, if the candidate or the employer were unsatisfied from a recruitment employee’s job, they just need to complain about it to the agency’s owner so he can eliminate that problem. Often, employers don’t have time to solve the agency’s internal problem (otherwise they would’ve took care of the recruiting process themselves), so the candidate should be aware of that issue and follow-up with the agency and try to get the best of them.

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