Even if your concerns seem minor, don’t disregard your gut instinct. If you are worried about actions or behaviors from the
recruiter you’re working with, remember that they are doing the same thing with candidates, which is problematic because can
didates see recruiters as an extension of you. A recruiter that causes a neg
ative perception of your company makes it incredibly difficult for you to attract high-quality candidates for months, and depending on the severity, years to come.
Red Flag #1 – Candidates Are Not Well Vetted
Have you received a r
eferral and wondered, “Did the recruiter even talk to this person?” or “Does the recruiter understand what this job is all about?”
I like to draw parallels between recruiting and insurance. Imagine if you sent a partial submission to an underwriter but exp
ected a complete quote. It wouldn’t happen, and the more you send incomplete paperwork, the more you jeopardize the carrier relationship.
If you set a high bar for your work on the insurance side, then you should set
a similarly high standard with insurance recruiters when it comes to their processes (candidate sourcing, screening, and due diligence).
Red Flag #2 – Job Seekers Lack Information About You
Have you concluded
an interview with a candidate referred by a recruiter and thought, “That person didn’t seem to know anything about our company or the job opening?”
Watch More Image Part 2 >>>
If the candidate chose not to prepare, that’s not the recruiter’s fault.
However, a more likely scenario is that the recruiter is doing the bare minimum, skipping key steps you expect from a quality consultant like interview preparation. Avoid working with the
se types of recruiters. It’s important to set expectations for how you expect recruiters to be involved in your hiring process. Examples
include educating candidates on your company and job opening, conducting interview
debriefs, providing support on compensation and offers, coaching through resignations, and more.
Red Flag #3 – The Recruiter Has Poor Communication
Have you been in the final stage of the interview process only to find out:
The candidate’s #1 job is not yours.
They will fail a drug test.
They have a criminal record.
They want significantly more money than the initial salary range given.
They are susceptible to a counteroffer.
They will leverage your offer with other companies.
They want to work remotely despite your position being hybrid.
A family member doesn’t support their job change.
They lack the experience they claim to have.
