- October 8, 2013
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Why Some Recruiters Will Almost Always Be a Success
The Successful Agency Recruiter
There is nothing like a good controversy to stir up feelings and a fierce debate. Early in 2013, an article titled “Why LinkedIn Will Never Kill the Professional Recruitment Industry” sparked a comment section long enough to make you think a fistfight might break out — including one commenter who suggested commission-only salespeople can’t provide independent advice to candidates. That inspired this piece.
The Demise of the Agency Recruiter
Great agency recruiters won’t go away until they want to — despite decades of talk about their longevity. Three different waves of disruption were each supposed to end the profession. None of them did.
“Didn’t happen” — three times over
In the mid-1990s, Monster, CareerBuilder, and Yahoo HotJobs were said to be a panacea for recruiting — really just prettied-up classified ads. Agencies were predicted to disappear. Didn’t happen.
As companies ramped up internal recruiting staff, it was predicted they’d no longer need agencies. Didn’t happen.
As LinkedIn grew more powerful, people said it would put agency recruiters out of business — and some still say it. Hasn’t happened, and it likely never will.
Is “Independent Advice” an Oxymoron?
Contingent recruiters get paid only if they close a deal. Retained recruiters take part of their fee upfront but still answer to clients. Corporate recruiters have openings they’re responsible for filling. No recruiter — agency or corporate — can offer totally independent advice, because “independent” means not relying on anything, and “advice” is a recommendation shaped by our own opinions and pressures.
All recruiters face pressure to close deals, and that shapes how they interact with candidates and clients. The best and most successful recruiters work very hard to stay impartial anyway.
Qualities of a Successful Recruiter
The most successful recruiters are part salesman, career counselor, consultant, advisor, fact finder, archaeologist, and “shrink.” They present both sides of the story, ask candidates real questions about their needs and wants, and build trust-based relationships — something that takes time and real commitment. Candidates return again and again for advice because they trust the counsel given, even on opportunities where the recruiter has no stake.
Sourcing, conversations, and candidates
More than trolling LinkedIn — it’s the phone, creative online searching, your database, and networking.
You need an effective strategy to get busy people to actually return your calls or emails.
Ask about their needs and wants and show how you can help — remember, they may not be interested in you either.
Make sure candidates know who they’re interviewing with, what’s expected, and how the process will unfold.
Provide interview feedback promptly and communicate next steps — keeping candidates in the dark builds no goodwill.
Spend time answering questions and addressing concerns. Don’t avoid difficult conversations — this high-touch approach builds the trust that drives outcomes.
Check for counteroffer risk and red flags throughout the process. Find out early if a candidate might not accept, and address it before it’s too late.
After the offer is signed, call or write to congratulate the candidate — a small act that goes a long way.
Walk the candidate through what to expect in the first 30–90 days, and stay available to answer questions or point them to who can.
Quality recruiters will always have work, whether they work for an agency or inside a company. Job boards and online “databases” like LinkedIn are unable to replace them — there are simply too many skills required, and those skills take years to develop. Great recruiters don’t take shortcuts, because shortcuts don’t work. They consistently practice the basics that made them successful in the first place.
Authored by Carol Shultz.