Candidate Rights in the Recruiting and Hiring Process

Recruiting Daily is pleased to welcome HireCentrix’.com’s own Karen Mattonen, CAC, CSP as our guest blogger this week.

Recruiting is one of the Oldest and Largest industries and since deregulation it is has become a trade that is easily penetrated, and unfortunately not always by the best,  or the cream of the crop.  Unfortunately only 3 Percent or Less of the Recruiting Trade are members of any association and Many are unaware of the Code of Ethics/Standards of this industry.

Even less are aware of the Many Government Regulations and laws that surround what we do everyday.  Many come in with limited or even without  any education, knowledge or experience

Okay, so what does that mean?  – It means that there is going to be a lack of professionalism, structure and respect to candidates – and unfortunately this does ultimately give this industry a bad name – even though there are VERY Excellent recruiters out there.

It is important that You as a candidate do research to find out who those Good Recruiters are – It is Very important not only for you as an individual, but also for your career to make sure that you are dealing with a professional Recruiter at all times.

Partnering with a Recruiter who will respect your time, efforts and the biggest decision you are making with your life.. YOUR Job, which is also your identity as a person.

And most importantly to protect your Privacy and Identity in your job search.

Here is a guide line for you –

1 – Do research, make sure that you speak to your peers and ask them who they are working with and why.  You would Research your doctor, your lawyer – why not the individual who is handling and will be responsible for YOUR next career move.  The very thing that provides stability and income to you and your family

2 – Make sure that the recruiter does know and understand your industry.  A recruiter who specializes (no they don’t necessarily have to be a retained search recruiter to be a pro) – will be one who has a reputation within the industry and they will want to make sure that it stays positive.  They have a lot to lose with a bad reputation, especially in a Niche industry

3- Don’t flash resumes all over the net – You would not put your SS# on the Net, so why are you putting your resume out for the world to see?– Your resume is your identity, it is and shows Who YOU ARE, what you do, and have done, where you live, and much more.

Not to mention that  you have a greater chance in getting involved with the recruiter who is not professional, and you will have no control over what happens to your information after you have hit the sent button.

4- Pick up the phone, call the recruiter, talk to them and let them know WHO you are, let them understand why you are looking, what your goals and needs are.  Become a person  and not just a piece of paper to the recruiter.

5 – Pin point in the conversation Immediately if they are looking for people with your skills, if they can help you, and make sure you eliminate any false promises

6- Ask them to identify their process with you; ask them what they should expect, and what You need to do as a candidate.

7- Make sure You get your recruiter to promise – in writing if necessary that they will not submit your resume w/o your permission or w/o talking to You first.

8- Keep in touch with your recruiter – by e-mail, phone, whatever – but keep in touch with them.  Don’t become a pest, but let them know that you are out there, and that they need to respect that you want feedback – good, bad, indifferent.

Whatever – you need feedback.  Even I have been known to forget to give feedback sometimes due to the load on my desk,  but I will make every effort to respond immediately to the candidate who reminds me – even with a simple -hey Karen, what is going on?

9- Most importantly, be honest with your recruiter – let them know what you are doing, that you are interviewing with other companies (NO Don’t share that names of the company that you are interviewing with with the recruiter – it is NOT in your best interest) – the two of you can and will determine through the process where you should be sent and not sent to – but NEVER tell a recruiter where you are interviewing – unless you don’t care about the job that much.

There are many unethical recruiters who will submit their best candidates to that company soon after they hang up with you… Some have been trained to do this.  So be careful with the information you share – but be honest and candid.

They need specific information to be able to help you better – Accurate Work history, Complete Salary information, why you are leaving, what you want in your next move

10- Make sure that the recruiter takes the time and effort to do and provide a consice needs analysis.  They understand and Know you – and you understand and know them and what they are looking for.  In other words Build a Relationship with them.   You also need to make sure that YOU give them the time as well.

Honesty is important – you will retain credibility with the recruiter, and demand the same from them.

Yes I am a recruiter – and I promise you there are good recruiters out there who do follow the Code of Standards of this industry, more than you think.  Do your homework and I promise you will find them.  When you find a good recruiter – Yes Build that relationship, build a friendship, and most importantly build a Partnership

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About the Author: Karen is an experienced, successful recruiter who operates her own business and is actively involved in many industry organizations and activities. After a successful tenure as a recruiter with Snelling, Karen struck out on her own, founding Advanced Career Solutions (ACS). ACS focuses on recruiting for the HVAC Industry. Karen has achieved accreditation as a California Accredited Consultant (CAC) through California Staffing Professionals. She has also gained her Certified Staffing Professional Certificate (CSP) through American Staffing Professionals. (www.americanstaffing.net)

Karen is also one of the founders of HireCentrix, the New Generation, Online Human Resources and Recruiting Destination – The Pulse of Regulation, Retention, Recruiting and Risk Management www.hirecentrix.com.

You can contact Karen at [email protected]

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By Tim Spagnola