Most recruiters are hardworking professionals who provide invaluable services to both companies and candidates for positions in them. But sometimes the recruiter is not completely conscientious in finding a job for the customer. If some problems are obvious enough (for example, if a recruiter constantly offers vacancies that are not suitable for skills or forgets to answer letters and calls), then there are more subtle signals that it is time to say goodbye to a recruiter. About them told reporters Dice Insights.

Recruiter cannot provide company information

If the recruiter cannot tell about the people to whom the applicant will submit, about the corporate culture, orders or social package of the company, this may mean that he does not work closely with its hiring manager, warns the head of the recruitment agency Continental Search Dan Simmons. Such a person will simply send a lot of random resumes in the hope that one of them will close the vacancy.

“The recruiter should make sure that the applicant really matches the requirements of the employer, as well as provide additional assistance in the form of tips on how to get an interview, information about the company and recommendations for writing a resume,” says Simmons.

Freelance recruiters agree that failure to provide detailed information is a bad sign: the specialist is probably trying to pick up a job for a customer who actually works with another recruiter. In the IT industry, “spirit” and team cohesion are of great importance, so it’s better to choose those recruiters who have established strong ties with the company.

The recruiter is trying to lure an employee from the company into which he himself had previously arranged.

In the community of recruiters, it is considered unethical to call an employee a few months after employment to offer a vacancy in another company. It is quite normal – to contact to find out how the former client is doing in a new place or to ask for a recommendation, but to offer other work options, if the employee himself did not ask for help, the recruiter should not.

Recruiter does not defend the interests of the applicant

Despite the fact that the applicant pays for specific services – assistance in finding a job – the recruiter should also promote his client. If he is not trying to help the applicant get a higher salary, or the latter has to constantly make concessions, it’s time to go in search of another recruiter.

Recruiter “plays silence”

There is nothing stopping the recruiter from keeping the client informed of how things are going with his application, or giving honest feedback after interviews. One of the advantages of working with a third-party recruiter is the guarantee that the submitted resume does not fall into a black hole. Even on the busiest day you can find five minutes for one call, and if the recruiter does not get in touch for a long time, this should make you think.

The recruiter is not interested in the needs of the applicant

If the recruiter does not ask the candidate about his career goals and interests, this may mean that it is important for him only to quickly attach the client and get a fee. Such a recruiter must be disposed of in favor of one that equally appreciates both the company and the job seekers.

A recruiter wastes customer time

A recruiter should be able to tell a jobseeker who is interested in a job and job conditions if he can help him find a job, said Mark Teppis, president of Opportunity Search Inc.

“Do not waste your time and others. A good recruiter knows the needs of their customers, the technical skills and design experience they are looking for. If a recruiter cannot help a candidate find a job, you need to talk about it directly, ”he adds.

If the recruiter does not bother to study the candidate’s resume, or constantly offers him unsuitable vacancies, it’s better to say goodbye to him. “A good recruiter should not be able to do the job of the applicant, but he needs to know what the applicant is competent in, as well as understand what knowledge and qualities are needed in his profession,” says Simmons. He also advises not to cooperate with a recruiter if he does not have a single recommendation on a LinkedIn page, or if he refuses to talk about who and in which companies have already employed people.