Please, Don’t Hate Me! Here Are the Biggest Lies That Recruiters Tell

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So, last week I wrote a little HR blog post called  Top Candidate Lies, and it got a rather large reaction.

LinkedIn’s What’s Hot picked it up from TLNT (where it was titled How Candidates Lie, and the Best Lies They Always Seem to Tell), and in a little over eight hours, some 75,000 people read the post and left over 500 comments (at TLNT)!

Cool for me, right? Well, let’s just say there were a “few” folks who didn’t agree with my post, so I took a bit of beating – as did the Recruiting profession in general.

The 3 kinds of people who responded

Basically, the comments on the post fell into three camps:

  1. Recruiters – Where about 99 percent agreed with the “lies” and found it all funny.
  2. Job seekers – Who honestly had one of these things I wrote about happen to them, who now understood that some recruiters might see these as lies and who wanted help in how they should address them. I got over 50 personal emails like this, which was cool, and made for a busy weekend.
  3. The Haters – These folks assumed all “candidates” were out of work people, and that they weren’t lying (or had to lie) to get a job. There’s really no logic in addressing these folks, because many candidates lie and are actually employed, candidates lie because they just don’t want to tell the recruiter the truth (more on this later), and candidates lie because most candidates lie! The Haters also pointed out that Recruiters lie! To that charge I say – “Yes, yes they do!”

Top Lies That Recruiters Tell

I love The Haters passion, though, so I wanted to go down that road of the Top Recruiter Lies. Here you go, Haters!

  • The “Send Us Your Resume, Even Though We Don’t Have a Job” Lie — This was pointed out by a few people, and I would say this is a “semi-lie” (how do you like that Haters?). While the recruiter might not have the opening currently, they’re asking for a resume because they frequently have openings pop up and they never know when one is coming. The recruiter, though, is wrong by not telling you this up front so that you know what to expect.
  • The “Hiring Manager Hasn’t Gotten Back To Me” Lie – This is a lie and not a lie – potentially! For Corporate Recruiters, this is a lie or just being lazy, so you pick. If you’re a corporate recruiter and tell the candidate that the hiring manager hasn’t gotten back to you, get your butt up from your desk and walk over to the hiring manager’s desk. If they’re in a different location and won’t get back to you, well, you have an influence problem you need to work on. Agency-wise, it’s one of the frustrating things recruiters have to deal with; Hiring Managers will get to “us” when they feel like it, and usually after they’ve exhausted every other opportunity internally to fill the position.
  • The “Never Call Back the Candidate” Lie – This really isn’t a lie, but The Haters pointed out that this happens all the time! For the sake of recruiters everywhere, if you do this, please quit this profession because we (all recruiters) hate you as well. You give all of us a bad name. It takes 10 seconds to call back a candidate you spoke to a job about and tell them, “Sorry, you were not chosen – stay in touch, don’t call me again, etc.” Ten seconds! Dear Haters, bad recruiters don’t call you back because they have major conflict avoidance issues and don’t like telling people negative stuff like, “You’re not good enough, we found someone better,” or, just a simple lie like, “We filled it internally.
  • The “You Didn’t Score High Enough On The Assessment” Lie — The company you’re trying to get into might actually have cut-off scores at some point they’ve established.; the lie comes into play when a hiring manager presents someone they’ve worked with previously and that person scores the same as you but still gets the job. If they really like you, the assessment won’t stop them from hiring you.
  • The “We’ve Decided To Go Another Direction” Lie – This one goes along with the “We really liked you, but…” Lie. Basically, this is Recruiter Training 101 – to not get yourself into trouble when telling a candidate they didn’t get the job and give them a reason that legally can never come back and bite you in the butt. Such as, “We really, really, really liked you but have decided to not fill the position.” Two weeks later, a new job posting comes out that seems very similar to the old one, but with a title change and a few description changes. Yes, they didn’t like you.

Honesty is NOT always the best policy

The biggest reason recruiters lie? They have major conflict avoidance and are not willing to tell you the truth, which is usually that  there is something wrong with you based on what they are looking for, and, they don’t want to hurt your feelings.

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Unfortunately, many candidates would actually be helped by a little recruiter honesty, but recruiters are afraid of candidates who get told the truth and then go to the EEOC, other state or federal agencies, or, just flat out decide to sue you. Candidates have a hard time with feedback like,  “You’re really creepy,” “You’re annoying,” or “Your personality is grating.”  So, the lies come out because recruiters have found that “lies” are easier than the truth.

OK Haters, now it’s your your turn. What Recruiter Lies did I forget? Hit me (not literally) in the comments.

For more great insights from Tim Sackett, check out The Tim Sackett Project.

Tim Sackett, MS, SPHR is executive vice president of HRU Technical Resources, a contingent staffing firm in Lansing, MI. Tim has 20 years of HR and talent background split evenly between corporate HR gigs among the Fortune 500 and the HR vendor community ? so he gets it from both sides of the desk. A frequent contributor to the talent blog Fistful of Talent, Tim also speaks at many HR conferences and events. Contact him here.


116 Comments on “Please, Don’t Hate Me! Here Are the Biggest Lies That Recruiters Tell

  1. Great article. It’s too bad I can’t share it on social media or comment with my real profile, lest recruiters penalize me…

    1. LFNO –

      Recruiters don’t care what you say about them – they only care if you’re good enough to fill a position! 😉 We’ve got thick skin!


  2. I’ll start because I forgot one from the original post and was reminded about it yesterday from a reader (Janine). It’s the ‘Bait and Switch’ Recruiter Lie.

    This is when a recruiter calls you about a job you really want, but when you go to the interview they explain they no longer have that job, but they have a lesser job they want you to take.

    That’s a really bad lie!

    Also – on other – “I really fought for you, but was over ruled” Lie – No they didn’t fight for you – they fought for the position to get filled so they could get it off their deck! But wanted to make you feel good about being 2nd or 3rd or 4th…


    1. Not just “bait and switch”, but non-existent jobs as a way of gathering resumes and bodies for future openings and their temp division. I can’t tell you how many third party recruiters told me “oh we JUST filled that position, right before you came in!”.
      Really? So you knew you had a strong candidate (or more) for the position you scheduled me to interview for a week ago—but couldn’t trouble yourselves to advise me of this and save me a trip to your office and filling out your lengthy (and redundant) application? Even though you had called me the day before to confirm our appointment?
      Oh also….I’ve also met recruiters who were completely comfortable with telling me EVERYTHING they thought was flawed about me. My all time favorite? When I was unemployed during the recession a recruiter told me I clearly hadn’t been hired because my handshake was “too firm” and since she certainly didn’t like that, no one did. BTW, I’m not only female, my hands are fairly small—-and dude, seriously?
      Lastly, I get this was meant to be a sort of non-apology apology post (“haters”??? Really??), but you still come across as insufferably pompous and douchey

      1. I can’t stand the “bait and switch” for example the we’ll send along your resume, then all they contact me about about temp positions for far less income and no stability.

      2. I’ve had those same recruiters too, so I just had to comment. Those guys are the worst, especially because they’re usually the ones who bring you in and randomly contact you (Always via Linkedin, of course) and then act like you’re such a mess that you can’t find a job on your own so you need their assistance.

        It’s like, yeah, my resume was not an issue when it landed me interviews and jobs at Fortune 500 companies that your boutique firm is struggling to place applicants at. And it certainly wasn’t a problem for you since you’ve brought me in. These people always forget that firms need to create positive candidate experiences and candidates are people, not commodities. They prattle on about buzzwords and use that as a catalyst to refer candidates to their very small pool of clients, without actually getting to know who the candidates are and doing their job, which is to act as a matchmaker to roles that are a good fit for both the client and the candidate.

        And in reality, Temp agencies staff for low rate companies that have exhausted local talent and have incredibly toxic work environments. I’ve just become very disillusioned with them in general.

        1. “Low rate companies that have exhausted local talent and have incredibly toxi work environments.”

          Wow….. You just summarized everything that’s wrong with the recruiting firms…. And the shitty part is they know it while they are trying to place you.

      3. Mr. Sackett, in reference to Melinda’s comment my BIG question/concerns are

        1) do recruiters sometimes only call candidates to hit a quota of calls per day or job posting just to get paid, knowing the candidate isn’t “a good fit” or other reasons?!?!
        I’ve had a recruiter only call me a few times a year, literally, about jobs but no interviews. I feel used for by this person and actually avoided them, but now they’ve found me again. And though I need a job at the moment, I can already sense that I’m getting played or mislead.

        2) why do recruiters send candidates to interviews knowing the candidate is jobless and have little to no money to get around and pay bills as is, let alone go to an interview that’s already taken or they don’t fit?
        2a) Also, how can you find out if the job is taken before the interview? Seriously, what’s the point of going, printing out unnecessary surplus of resumes, buying panty holes, gas, etc if the job is taken!

        3) is it really true that if you have a some similar experience you can get the job? I.e, you have QC experience with a food company, and the recruiter tells you about a QC opening in a chemical company.

        4) how do you really gain experience for a job be it temporary or the one you really want if employers want you to have paid experience beforehand?!?! I feel like all the hard work, late night s, student loans aren’t being paid off. Are internships helpful at all? What about free volunteering?

    2. Yes! This happened to me four times with Primesource between 2001 and 2008. Every single time they would post Awesome McCoolJob (the one that was the final straw for me was to monitor chat rooms and forums on a pop culture website and make sure no one broke the ToS, which paid pretty well, was close by which was important since I’m on public transportation and so on).

      I get in there and am told “Oh sorry, we literally filled that one five minutes before you came in, but here’s yet another crappy call center job paying three dollars less and is twice as far away!” I was pissed, and I will never deal with them again. that was the fourth and final time of their BS.

      do I hate temp agencies overall? Nope! I’ve gotten some great placements. But the things that tan my hide the most are bait and switch, disappearing recruiters, and resume farming (where they want you to update your resume or send you an email about a position and ask you to recommend friends for it, instead of yourself, when you and they both can see you’re qualified–Lakeshore staffing did this to me) are the things that really make me want to never try them again.

  3. Hey Tim, I think you left out the obvious. Sometimes recruiters iie because they’re liars, and lying is how they deal with stuff (and people) they don’t care about and don’t want to be bothered with.

    1. CSpraggins –

      You’re right. You can find liars in every profession, unfortunately. Some folks just lie.


  4. It may not take much to call a candidate back — unless they try to engage you in a debate where they try to convince you they ARE the right person for the job or they want free job search advice. That’s where it gets uncomfortable and recruiters don’t want to deal. But it takes 1/2 second to click on a templated (yet not robotic) rejection letter through an applicant tracking system. It doesn’t get any simpler and there’s no excuse for not doing it.

    1. HR Gypsy –

      ATSs certainly have taken away the excuse for not following up, yet, it’s still probably the single largest complaint both agency and corporate recruiters still get – ‘I never heard back!’


      1. I know! And I just don’t get it. That said, for those recruiters/companies who DO respond, it makes them look great! I’m always so surprised at the gratefulness expressed when someone hears something — anything — to let them know how it went.

  5. Bringing this subject to light is great, as a corporate recruiter myself I know, as well as any recruiter out there, that there is the issue of liability, no one wants to gets sued or cross any fine lines to burn a bridge. I personally feel that constructive criticism and a little tact goes a long way. The thing to remember, great recruiters build a relationship with candidates, whether corporate or 3rd party, and relationships are built on trust, honesty and loyalty. By being honest with your candidate, in a tactful, respectful manner helps them to interview better in the future, and can possibly get you a referral from. Them down the road. If they are not a good fit for you, then they are not a good fit, but don’t crush their confidence, instead help them better prepare for their next interview. This is just my humble opinion.

  6. Confession: I’m a recruiter and I have told many people we decided to go another direction. In most cases, I have some feedback I could share with candidates about why, but I won’t unless they ask for it. Some people know they didn’t interview well, they are embarrassed and they just want to get off the phone with me. However, for those brave souls who ask, I will be as candid as possible. If you open the door, I will walk through it. Just sayin’ — the truth hurts sometimes.

    1. I agree, the truth hurts. Likewise a rejection hurts when one feels that on paper the job seemed idea to everything one could bring to it but yet still one gets a rejection. So at least to be honest you can stop that one person keep missing the mark in their approaches to interviews or… you will help them see they weren’t a good fit so that individual could feel better knowing it isn’t the company for them.

      As someone who interviews agents in a call centre for a telemarketing campaign my only concern is their ability, so I can ask 5 each time to pitch the script at me to say yes or no to each individual. So if they get it or not, they know. And as I test only on ability and how they will fit what I need them for I can say. Too much in job interviews I feel they don’t even feel bothered to ask relevant job related questions like they are seriously assessing what I can do in their work!

  7. Executive Recruiter: I find your candor refreshing Tim. I’ve grown old in the business; got started a very long time ago. So I’ve been around a few sharp corners. Candidates and recruiters lie…okay. Question: how do clients/hiring managers and HR people lie to recruiters?

  8. I guess the bigger question here is how do we get both job seekers and recruiters to tell the truth.

  9. Send a resume we don’t have an opening – is not necessarily a lie but more like a strategic positioning. Sadly this approach doesn’t even need a resume and is better served by networking (which despite their opinions to the contrary most recruiters are not really good this). So what do most recruiters do post a mythical job. It’s just easier that way – in other words, it’s a lazy copout move.

    Not calling back a candidate to say thanks but no thanks – this is really one of the worst behaviors in our profession. what’s so unfortunate about this behavior is that in 10 seconds a company can completely obliterate a positive employment brand if one of the people they refused to contact has a large social following. Personally I believe more job seekers should take to social media and write about the companies and the people who do not close the loop much in the same way airline passengers take to social media to air their complaints about poor customer service. Just imagine…

    The assessment score BS – the evil twin of this is the Culture Fit excuse. this is when recruiters, hiring managers, and human resources professionals used their God given ESP abilities to determine in a very short time that you would not be a fit to their company’s hallowed culture. In my opinion this is just an excuse for not liking you which could be for any number of reasonable and unreasonable reasons and highlights the unfortunate recruiting philosophy that focuses on exclusion rather than inclusion.

    The scariest element of all these excuses is that none of them have focused on performance. Tim, I wonder why that is?

    Alas, this post reminds me of this; remember?

    1. ” …this is when recruiters, hiring managers, and human resources professionals used their God given ESP abilities to determine in a very short time that you would not be a fit to their company’s hallowed culture.” LOL.

      ESP is merely one talent. Apparently, many of these folks are also gifted psychologists and psychiatrists.

      Last week I started to write a post about the interview process titled “Where You’d Get Your Medical License? Oh, You Don’t Actually Have One??” or perhaps “Recruiter, Ask Your Flippin’ Question Already and Stay Out of My Head, Please.” Maybe I should get back to it?

      Thanks for the chuckle, Steve!

    2. I always do that on glassdoor and any other place where people will listen. Like at Columbia University Edlab where a kid called me to do a phoner, knew nothing about the job (the one described in the ad was for an acquisitions librarian although I can’t believe that’s what they actually wanted) and asked me when I was “creative” and stated flat out, we want to see if you fit our culture which translated means “we don’t want to work with someone over 25. We googled you and found out you were middle aged and are doing everything in our power to convince you that you would hate it here.”

    3. If they tell me up front they don’t have anything but are just collecting potentiates, that’s fine.

      I had one that went so far as to tell me about a job, got me interested, and when I went in to their office for the initial screen it took all of 5 minutes: 4 minutes of waiting for the person to get off the phone and one minute of her telling me she didn’t have anything, but just wanted to meet me. That job she told me about? Gone like the morning fog. I stopped replying to that company and simply block their calls and emails.

  10. “..we’ll keep your resume on file”. Oh will you now? How can that be, given the half dozen or so recruiters who have to told me thus, but have yet to reach out to me with other opportunities. Either it’s a lie, or they/their firm is truly inferior, since I can easily find 2-3 opportunities a day for which I am qualified.

    1. At our firm, we tell applicants this and we have an in house database that allows us to search keywords etc for assignments we are working on. We are a Client motivated firm so we do NOT work for the Candidates to find them jobs. The reason you are told this is because they just do not have a current assignment that matches your background. You can go on and search all day long you want but that is what differentiates us from what you are speaking to. We do not go out to find you jobs, we go out to find our Clients qualified people.

      1. if you go to find your clients qualified people then why not you get back to people like Aaron? he knows he is qualified for 2 to 3 jobs a day so why not land him a position? you recruiters are nothing but pretentious losers. i sold my recruitment agency because i was sick of the stuff i saw everyday. my team thought they were gods and the gate keepers to someones success. it makes me sick to have worked with people like you. i am now doing a trade an i have never been happier. no more pretentious scum i have to see everyday giving my company a bad name. i know all the tricks.. the posting of roles when there is NO ROLE AVAILABLE!! the amount of people i have fired because of this beyond joke. the whole “ill call you back” lie when people actually misplaced contact details due to POOR organisation. and mind you my company was turning over 3 million a year with staff of under 20 people. well really about 30 however 10 were always coming and getting fired because they were s*** like the rest of you recruiters

          1. I do not think most of the posts on here have any idea of what we actually do as recruiters and they assume that we are the ones who set the guidelines for what our Clients are looking for. If you want to bash somebody who denies your Candidacy for a position get ahold of the employer. Our services are utilized in order to take the workload off of the HR personnel and weed out the Candidates that they are NOT looking for, such as a dick like you Evan.

          2. Recruiters are a waste of time. On several occasions I have reached out to them about a current opening only to receive an excuse as to why my background does not meet their clients criteria. Hhmmm…10 years experience and an engineering degree does does not meet the criteria for an engineering position….really?

            I have had great success calling into companies and speaking with the hiring manager. When you take the initiative and bypass the lazy uneducated recruiter, you will have great success finding your next career.

      2. And how’s that skill gap going for you recruiters? feels as if I’m being told I don’t have the skillset to be a
        bank teller because I don’t have Bank of America Calculator software
        experience even though I know how to do the math required for the job.

        skills are actually lacking, the technical experts or the hiring
        personnel’s understanding of what is actually valuable experience within

        I believe the hiring managers confuse actual real world
        technical skills with the type of user interface experience that anybody
        can do, for example using Facebook or Yahoo email. Being experienced
        clicking preset menu options in a GUI only makes that person skilled at
        point and clicking. The person has no idea what goes on behind the
        scenes with every click of the mouse when clicking on a menu option,

        1. I got a job a while ago where many recruiters would not put me forward for it. One of them called me, like a scavenger, telling me that my employers were going bust and he wanted someone to fill a role elsewhere. Because I was actually looking to leave I tried to apply but he said I didn’t have the C# one role wanted or the embedded skills the other role wanted. I told him my experience that was so closely similar to both that it ought to be considered but he wouldn’t listen. He then wanted me to give him contacts in my company to tempt them to apply, after rejecting me flat, all he had to do was forward on my cv and I would have happily considered it an exchange of favours. So I refused to help him.
          After a while I eventually found and got this job, I was the Only applicant they wanted to interview for it, turns out they had hundreds of cvs from people with C# but none of the other skills needed, they saw for themselves that I was easily capable of doing the work, for either job, just as soon as they saw my cv.
          So it’s clear that the majority of recruiters on this job knew nothing about similar skill-sets or transferable skills or what the employer really needed. But the regularity of recruiters calling me to scavenge staff from a company that was actually doing ok, telling us we were about to be made redundant really disgusted me.

  11. I was in the market a couple of years ago beause of the recession, and interviewed quite a bit via phone and in person (more than 20 times within 6 months), typically with the “recruiter” as gate keeper first. I was appalled by the behavior of the recruiters. First, I have 20 years work experience in HR and recruiting; here’s my experience and my advice: 20-something AND 30-something year old recruiters were who I typically encountered and they were poorly trained (did you really just say “young professional”? And those of you who are asking yourself “what’s wrong with that?” need to go have a sit down with your boss and tell them what you’ve said. Does your application form really ask me my birthdate?? REALLY?) And they need to be reminded that applicants aren’t their personal play toys and aren’t there to be interviewed for the recruiter’s pleasure or personal purposes or for your yet-to-be-discovered husband-to-be or for some social event or to be their BFFs or to go out for drinks with them after a workday or two. Everyone has to start somewhere, but when you do, take it seriously. Do NOT ask me questions about my specialty if you haven’t a clue about what you’re asking and can’t judge the response; just forward me on to the hiring manager. And do NOT mistakenly believe that you have POWER over applicants to grant them a job. The applicant has more power because they can make your life hell or cause you to lose your job with a lawsuit. And this quite frankly may be the only thing that wizens you up and makes you “grow up fast.” So straighten and tighten up your act. And guess what else? Applicants have LONG memories and they will remember you and if you’re in the market for a job, just pray you haven’t disrespected or left a bad taste with too many applicants, ESPECIALLY FELLOW HR APPLICANTS.

    1. The recession was certainly a difficult time to be looking for a new position. I was also looking for a job at the time so I understand how frustrating it can be when you feel that you were a great fit for an opportunity only to find out they have moved on with another candidate. It is obvious that you had an awful experience, but to assume all recruiters in their 20s and 30s are like those that you delt with is a little harsh. I hate to be the bearer of bad news, but based off this rant, you are the type of candidate I would run from…1) If your attitude is extremely negative – as an HR professional with 20+ years of experience you should know that is a huge red flag to employers. 2) This comment was very poorly thought out and full of grammatical errors – since you were willing to post it on a public forum on the internet – I’m guessing your resume and follow-up emails were par for the course. 3) It is a little scary that you seem to gain pleasure from wielding the “power” of ruining someone’s career because their boss decided to pass on you. You are right, we do not hold the POWER to hire based off our opinion alone. It is, however, a giant mistake to dismiss the gatekeeper – as everyone in their 20s and 30s knows, if you want in somewhere (a new job or the best club in the city) you ALWAYS show resepect to the one who lets you through the door.

      1. Oh please shut up already. I find it funny that people like you are the gatekeepers to jobs that you know nothing about.

      2. *WE* have to respect *YOU*??? The recruiter that never calls back? The recruiter that sends a person to an interview knowing that the position was filled internally??? Why don’t you eat the shit you are trying to shovel! Yes… I’m pissed.. Yes.. I’m ranting… It’s because of *YOU*!

      3. So if a negative attitude is a ‘red flag’ to employers, would that not perhaps signify that employers are looking to hire people who never raise issues or make suggestions to improve. Negative things exists, denying them and never speaking of them to open discussion for a solution is irresponsible. These ‘red flags’ cause us to be fake, smiley idiots who have to take crap to pay the bills. None of this makes the world a better place to be in.
        How many candidates are looking for a good stable honest company, how many have been repeatedly wound up by recruiters cutting them off from potential jobs because they expressed what they don’t want in a job? I want a responsible recruiter who matches me to a decent company using the skills I chose to have, I don’t want a recruiter matching me to skills I gained on a job in a bad company that tries to keep us all unskilled and cheap, which take me further from mum goal, in a company that doesn’t help me do the work I know I am most suited for. But then I’d never leave that job and recruiters would have a harder time because we’d all have job satisfaction. Recruiters don’t care if you’re happy in your work, they just want commission.

  12. I wish someone would tell me what I do wrong in interviews. I know when I have had a bad interview but I have had several I thought went awesome and was just never called back. I was called for a position more than a month after the interview just to never be called again. So unprofessional. I dressed up made copies prepared questions and I get nothing for my effort. Six years of college for nothing and I don;t know why.

    1. I hear you. This list, and the other one, are total bullshit. So easy to say that honest working people who are liars to just call them “haters”. I would say the majority of the people out there who are just looking for work are not giving ridiculous excuses like the one used in the previous list, unless everyone who rolls into his office is a delinquent with a criminal past, and I’ve seen delinquents easily get jobs without problems, so they’re not the ones suffering in this economy. Meanwhile, I’ve seen recruiters pull off some of the most ridiculous behavior ever. I’ve had recruiters admit to me that they had no knowledge of the field they were employing candidates in, while others attempt to ruin my chances at employment with other clients, just because they want to earn commission. I’ve even had some lie about how I had a low assessment score on some simple software (For a job I was overqualified for) for her to later admit she didn’t know the results in the first place. My worst experiences have been with temp agencies, but it’s even more insulting when you don’t even hear back from places you’ve applied to. I respect if a place decides to go with a more qualified candidate, but I don’t respect poor communication.

      1. True, you can’t really respect the thoughts of any adult who refers to other people as “haters”. It’s also telling that he tried to give the impression of being “fair” by pointing out recruiter lies but then pretty much said neither of the ones he listed were really lies. Is this guy 8 years old or what? With that having been said, I’ve worked in the IT industry since ’96 which workers like myself have always had to use agencies to get most IT jobs. I’ve experienced a very drastic decline in the quality of recruiters in the past 7-9 years. It’s on a level so poor it is actually beyond belief. For the past 7-9 years 99% of the recruiters hiring for IT jobs that I’ve come in contact with and there are many my friends readily admit they have absolutely no IT experience and our first initial meetings have been me explaining everything on my resume to them so they can figure out how to match my skills. Make no mistake since the beginning of my career up until this time every IT recruiter I have ever dealt with had a background in IT and I never needed to do this. So now these recruiters have no idea how to match skills (which they should be able to do just by reading the resume) and now they want to have a pow wow for every single job they think you might fit because they don’t have the confidence or the skills to… match skills. I’ve even had recruiters call me when I was looking for work to ask me for insight to help them place someone else at a previous job I’ve worked… Say what? Are they paying me a consulting fee? This is shameful for recruiters to be so unprofessional and desperate they will call a total stranger who is working with someone else in their agency to try to get that stranger to help them place another candidate for a job. Disgraceful!

        1. Whilst I’m with you on the majority of your points raised here, the one that does concern me with candidates (particularly IT candidates) is their lack of willing to speak to recruiters about what is ‘plainly on their CV’. Whilst you think that shows a lack of understanding of your skills, I personally think that shows a lack of understanding on your part of the recruiter’s role in the process.

          At the end of the day we are PAID to find the best candidate. That to me does not entail sending a quick email to someone who clearly has a fantastic CV and saying ‘is this of interest?’. It is my role to give the candidate as much information as possible to allow them to make an informed choice regarding their decision to be put forward – which in turn minimises the risk for the client.

          If I do not speak to someone then I might not know that they actually have 2 children and need to be home by 4pm every day, or that they a final interview the next day which means they are likely to be gone by the next time we speak. Or even more influential in my decision to speak to a candidate is to cover all bases. I also may be looking at a tailored CV – take SQL for example. Someone may have a development CV but also have another CV for analyst roles so you really do have to speak to candidates before you assume anything – particularly with annoying agencies saying CVS MUST BE TWO PAGES! So many important skills get omitted because of this silly rule.

          Obviously I’m speaking from personal experience here because of the fact that our agency works with one large-scale organisation with various clients and unfortunately job specs are largely a set of skills, no specific information on projects, etc. Conversations with clients regarding the actual work itself can be scarce! So we have to dig into the CV to ensure that we are covering all skills when submitting candidates. However, even with an extremely detailed job spec and a practically identical CV speaking to a candidate is essential.

    2. I hear ya, Rita. It should be a crime to not get back to someone after an interview. It seems to be a very recent trend. I understand not getting back to applicants that haven’t been interviewed, but a position that I did a phone interview for (went well), followed by a trip downtown with a new shirt to interview with 3 pairs of people for 2 hours (went well), to generate NOTHING back; not a one-line email saying they’ve filled the position or anything; is completely unfair.

  13. Clients do not share detailed feedback. I think most executive recruiters do not lie. WE want to place you and plea
    se our clients.

  14. It’s not just the recruiter, it is the recruiters whole company….Ad says: 6 months temp to hire…Actual employer says: the job may be only a couple of days to a few weeks.

  15. Recruiters are really stupid people. The job requires no real skills, it requires perseverance like no other jobs to be hated, hung up on, and the job no longer pays like it once did, so only desperate people who can do no other job become recruiters now. There are still a few with connections who do well.

    1. I’m a successful recruiter and also a MENSA member, oh and I have graduate degrees from two world-class universities…BOOM level ten!

      I recruit because I love the work…because most hiring managers and most candidates are good peeps…and because I like being a part of putting great people in great jobs.

      I’ve never lied to a candidate and I often give tough feedback to those who want it. Many don’t accept the criticism, choosing the believe there couldn’t possibly be another person more qualified than they for the role, but many others are grateful for the feedback because it helps them get better.

      In my company we hire 1 in every 1000 people who are interested in our jobs, so I think this problem you are writing about is a lot more about the numbers and a lot less about devious, “stupid people” – candidates or recruiters.

      1. Mensa is no big deal, by the way. Recruiters are by and large bimbos with boob jobs who have no idea what anyone who really works actually does and think they are fooling people when they lie and/or talk when do not know what they are talking about.

        1. It is not a recruiter’s job to understand your job to the level you do. That’s YOUR job. If you can’t explain it to a recruiter on the phone then how are you going to perform in an interview? If every recruiter had to know a job as in-depth as their candidates they may as well fill the roles themselves. Good recruiters are good at what they do because they have different skills to you. (I can also grasp the concept that a large percentage of recruiters are not good at their jobs). I’m also not a boob-jobbed bimbo. But it’s nice to know that those who consider themselves intellectually superior to recruiters are so closed-minded. Does make me wonder where on earth you gained this superior intellect from.

          I’m am not over-protective of the recruitment industry. In fact, I detest most of it and tried to move out of it before I found myself in an ethical and genuine company. However, sweeping statements regarding intelligence really ‘get my goat’.

          1. Recruiters don’t really do anything you can’t do yourself directly. Recruiters don’t understand the job because they don’t have technical knowledge, at all. They can list acronyms (ASP.NET, VS) and know what the acronyms stand for, but they don’t know what it means. I can’t explain it at that level, and I shouldn’t have to. But the point is, they’re cheaters, filling their own quotas for emails, phone calls, and face-to-face meetings with candidates. After they’re done collecting that, they disappear.

      2. I took a job as a recruiter for a summer many years ago. The one thing I took away was that the people that are in the recruiting business are all liars. They lie to candidates about jobs and companies. They lie to companies about candidates. They are just out for the commission.

        So when I read that you are a successful recruiter and a Mensa member the one thing I know for sure is that you not truthful. It is typical that you would state to have two graduate degrees from world class universities followed. Big lies and recruiters are a good fit.

        What does BOOM level ten mean? Something you learned in world class university one or two perhaps.

        Low life recruiters are good for nothing bums.

      3. You, sir or madam as the case may be, are unique in the recruiter world.

        95% of what I’ve dealt with in the last year are 23-year-olds that don’t understand why I can’t give them the manager from my left-in-1995 job’s Facebook profile so they can contact them for a reference, people that cycle through the local recruiter companies (hard to tell who’s going to call you that day,) or Indians that are totally worthless and don’t even leave voicemails clear enough to tell what they want (beyond job) let alone a clear callback number.

        The other 5% seems to be about 1% good people that really are trying to get someone that fits the bill and 4% shysters.

    2. Isn’t having perseverance, the ability to handle constant rejection and sifting through the mountain of lies candidates tell you, a skill?


  16. Of course there is value in having HR people who are able to sift out the obviously unqualified, ineligible, etc applicants from an overwhelming applicant pool.

    But it’s very frustrating when recruiters et al occupy the first gatekeeping/evaluation phase of a job interview; as a “skilled technical worker”, I am strongly offended when my skill is measured – and found lacking – by people who could not possibly do the job I’m (possibly) being hired to do.

    Then you (rudely) never even get called back and told “our junior person didn’t like your sample, so we’re not hiring you for the senior position”. That logic cheats the company, and the candidate, and only serves the middleman who can appear to have performed a valuable role.

    The fact is that the underlying economics here pose an agency problem for the recruiter. They stand to lose much more by forwarding a potentially wrong candidate than they stand to gain by forwarding a good enough candidate. Because the ability to distinguish between the two is so low (this is why recruiters love to completely throw away an entire application if they find a typo – after all, for a creative position, they have near-zero ability to otherwise tell the difference between a good/bad candidate, so they embrace every cheap trick), a recruiter has every incentive to tend towards the broad middle of the bell curve – average, likely-acceptable candidates. People on the end of the bell curve – difficult to measure – get dropped.

  17. Recruiters are a waste of time. Always call you for a “conversation” and never end up bringing any interviews together.

    1. They call you for a ‘conversation’ to find out if you’ve handed in your notice to see if they can fill your role. Or to find out where you might be going for other interviews so they can try to fill that role. It’s all just phishing. Don’t speak to a recruiter unless they have a job to discuss with you. Obviously this is different if you have a long term relationship with the company, but otherwise I’d be vary.

  18. The most annoying thing that recruiters do: CLOG THE JOB BOARDS with their fake ads. You apply to the fake ad, they email you a questionnaire, you never hear anything back.

    1. I agree! By now, this is making the job search a long and exhausting activity.
      I now avoid job boards for this reason, and go apply through the websites of companies with open positions.

    2. About 90% of job ads placed by temp agencies/recruiters are fake. This is why I skip over them routinely now. Only apply directly to the company itself, not to a recruiter or agency.

      1. That’s what I’ve been trying to do I hate having to go through agencies again to work awhile then the company decides to hire me or not. I would rather go through the company itself but some companies will say you have to go through temp agencies. I’ve been told the company wants to cut down on costs and paper work by using temp agencies rather than hire off the street which the agencies hire temps with less pay. Not to mention the company doesn’t want to pay out benefits outright after your 90 day period is up they want to keep you as a temp as long as possible. I hate that these temp agencies are making a killing I wish people would protest this but half the time it’s futile if you don’t take the job they offer for less pay then there’s the next person behind you that’s desperate that would. I mean agencies want to offer you shitty jobs starting at $8 or $9 an hour AN HOUR who the hell can live off that nowadays answer? “NOBODY!”

  19. I agree at the The “Never Call Back the Candidate” Lie. I absolutely hate it when recruiters do not call back! Especially, when recruiter do not call back after you have interviewed!
    You go to and have a great interview. You are excited and have a strong feeling that you might get the job. But, the recruiter NEVER contacts you and leaves you in limbo! 1 weeks passes… then 2 weeks.. You are sitting by the phone waiting for the phone call that will never come!
    Not calling back is very unprofessional. The person seeking employment is left out in the wind and left hanging.
    Unfortunately. the days of looking at the want-ads and going to a company to leave your resume at HR is long gone. Your fate is in hands of these type of people. It’s not right. If you call them day after day asking for status, you will piss them off and they can take you off contention just because the recruiter is not doing their due diligence!

  20. The following reasons I have been given for not getting a job:
    * We were about to make you an offer then the Director decided that you needed to be able to speak Chinese.
    * Everyone liked you but you were too different from the previous manager.
    * Even though you have 10 years experience we don’t think you have enough experience.
    * You are too old, too expensive and too Australian.
    * The person who you were gonna replace has decided to stay.

  21. Recruiters lie, yes. I’ve been pulled all over the place.
    I’ve dealt with things like:
    • They say they’ll call you back but they don’t
    • They say they submitted your application but they didn’t
    • They’ll advertise jobs that don’t exist on job boards
    • They’ll lie about a job’s requirements and lead you to think you have the qualifications yet turn around and say the job actually requires more than they originally advertised.

    I had one recruiter even tell me the job was filled by someone else, yet the hiring manager tried to find me with another recruiter because they actually didn’t find someone else and wanted to hire me in the first place! So the first recruiter lied to me. The list goes on….

    Going direct to companies is also almost useless. Many companies only use recruiters and don’t even bother to look at their own internal job boards.. I knew someone who applied directly to a company advertised position, then a few months later landed the same position at the same company through a recruiter. He found his profile on the company internal job-board un-reviewed. The company spent upwards of %30 finders fee to the recruiter when they didn’t have to..

    My friend tried to connect me with a hiring manager in his company, but the hiring manager referred me to HR, who in-turn referred me to an external recruiter! WTF. They really want to pay a recruiter’s finders fee just to hire me when they have a perfect opportunity to potentially hire me directly?

    So, for the most part, job candidates need to rely on recruiters, who are by nature liars and unprofessional. A job searcher now-a-days has to deal with this crap.

    It seems if you don’t lie on your resume and portray yourself as God’s given messiah to fill a job role, you virtually have no chance and you’re up the creek with no paddle.

    If you are a recruiter and don’t do any of the above, try not to take offense, though honestly many in your ‘so-called’ profession give recruitment agencies a very bad name. You can’t blame anyone who’s had to go through the above crap to have any degree of trust or high opinion of a recruiter. Honest to god I’m not sure why companies would want to work with them either.

    These recruiters (and indirectly companies) are playing with people’s livelihoods. Recruiters, do your jobs, be straight and honest with candidates. Do your best to match them up with any positions relevant. Don’t lie to them and screw them around. And for God’s sake, when you say you’re going to do something, just do it! You never know when that candidate will get a job in a hiring position or in HR and decide NOT to use your recruiting company because of all the crap you pulled on the person while in the job search phase.

  22. I’m a recruiter who deals with the NHS as our primary client. Unfortunately a lot of the points above regarding ‘false feedback’ actually happen on a regular basis in our sector as genuine occurrences. Hiring Managers put out jobs with the assurance that they have been given sign off and more times than I would like to count they have come back saying they haven’t got the budget after days of finding the right candidates. Obviously there is very little you can do in this instance other than give the line of ‘the job has disappeared’ – because it actually has. Candidates being sourced internally at last minute is also a common one!

    I’m not saying that all recruiters are telling you the truth, because they are not. But it can depend very much on the sector and reliability of the clients too. As much as recruiters would like to be, they are not in charge of the whole process.

    Regarding feedback again, the majority of times feedback from clients is non-existent, even after interviews, is actually quite depressing. Personally, I am honest on this front (‘but you would say that’ – I hear you cry!) but sometimes you get quite awkward feedback on someone such as ‘they were just odd’, or ‘It was just a feeling’ and, after taking the time to apply and attend an interview, feedback such as that is more damaging than productive. So yes, a little bit a creativity does have to come into play. As long as it’s fair and a genuine reflection of your experience of that person.

    I’m not disagreeing that there are terrible recruiters out there at all. The key aspect of a good recruiter, in my opinion, is empathy and being able to place yourself in the candidate’s position. If they don’t have this empathy then it’s a slippery slope to a bad reputation.

  23. I love when I hear these lies. I’m always like “who didnt get back to you? you’re a salesperson!!” but i just nod and smile because that is when I know the firm (or that particular headhunter, be offended, i’m not wrong), has zero pull and no reputation. If they thought they were going to place a six-figure candidate right now, They would be ringing your phone off the hook and wearing a hole in their keyboard stalking both your emails.

  24. I was called 4 times for an interview for the same hotel. From the second time they ask me to come then they keep me waiting for almost 6 hours! On the forth they told I was accepted and that they will test me for a week. The second day I come on time and they keep me waiting in a room for 5 hours, eventually when I bump into the recruiter while I was going out of the rest room he tells me to go for now, and he would call me back to tell me when to come tomorrow but he didn’t call. I called the hotel to ask him they said they’d call back later but later never came!
    Why can’t they just say NO!

  25. At least have the decency to send an email to let us know we weren’t picked. It’s common courtesy and to not do that is so unprofessional. But yet they nit pick their candidates.

    1. I could not agree more. When I started my career, many of the recruiter likes and tricks were already in place but you did usually at least get a “thank you, but no thank you” letter from the HR department when they advertised direct. Someone sat at a typewriter and typed you a letter, but now they don’t have two minutes to email you. I am sorry, but this is all part of the HR process and reflects badly on the company. True about the nit picking too. Some recruiters are so fussy I am surprised they get to employ anyone at all. I am in the UK, by the way, but the US sounds very similar.

    2. I totally agree I had a recruiter contact me about an interview and said they will email me the information weeks later still waiting on the info. When I called her she said she will call me back. Geez just tell me the position is gone so I can move on with my life not like I’m going to go on a rampage.

  26. Nobody actually NEEDS a recruiter. They could find a job the same way that recruiters do: make phone calls, make contacts, call human resources department at companies you are interested in working at, search online, and network, network, network. The fact is, anyone with a fax machine and telephone can decide to call himself a “recruiter”, Many of these recruiters know nothing about the job positions they recruit for. I was often amazed at their ignorance, and then realized I could just stop using them altogether.

  27. Many clients of temp agencies don’t want to pay their bill, so they make up lies about the temp worker and even slander them. Those of you who work for these agencies keep believing these lies. Even if the temp walked on water, he’d still be thrown out and told he wasn’t a “good fit”. These clients are not going to pay a commission fee for someone to go permanent unless they have a rare, unique skill. I will never temp again, and I actively counsel everyone I know (in real life and online) to avoid temp agencies and seek out other alternatives. Being dismissed abruptly from assignments can wreak havoc on your finances, looks bad on a resume, and being slandered by a client is not a pleasant experience either.

    1. I’m so glad we don’t do temp! There’s nothing as awful as a stingy client. Go to recruitment companies who only make use of big companies. Big companies can definitely pay the placement fee plus if they only have big companies as clients, then you know they only have vacancies from market leading companies. If possible, avoid temp jobs like it is the devil. A lot of temp jobs especially after been permanent positions, is a sure way for a recruiter to decide not to even phone you at all.

  28. “We’ll update our systems” – no, you wont, you will keep emailing that email address for the next 12 years with jobs that are both low paid and irrelevant, then when i finally tell you to fuck off, i will be the one over reacting and the spam emails will still come…. no recruiters database is ever cleaned or purged….. because bottom line is recruiters don’t actually care about the candidates..we’re like cattle to you.

    1. Sadly the truth is many recruiters don’t immediately stop what they’re doing to go delete your CV first after hearing that you have been placed. Then they forget. It is something that should be very important to do. Especially since a recruiter may lose a longstanding client for reasons such as not going to delete that CV immediately after receiving notice. Imagine I, as a recruiter, have been placing people with my client, Mr X, for many years and he has made me his preferred supplier. The moment a candidate has been placed, either by me or another company and I know of it, then the CV must be deleted. When dealing with a huge amount of people and placing a crap load of people in positions, i may perhaps forget that this person has been placed and phone him! Imagine that! What a mess. And then when my client where I actually placed the person at (but forgot I did), finds out that I tried to put the person in another position at another company – that’s a crazy amount of trouble that I surely won’t want to get in to. When this happens that you told a recruiter youve been placed and they still try to poach you, it is usually because the recruiter was neglecting to do the job properly and forgot to go delete the CV of the placed candidate. We don’t like placed candidates and sensible recruiters don’t want them. They’re messy, usually lead to trouble especially if it might damage the relationship with a ient and is not worth calling them up. A good recruiter wants a person who is in the market. We get enough applications that we don’t have to meddle with people who do not want a new job.

    2. And yet his post is “Jon Doe” .. I’m guessing this guy is the candidate that calls over and over and over and over again on a job even after he’a been told he’s not a fit. Jon Doe doesn’t want to upset any of those recruiters that don’t care about him because he knows not to bite the hamd that feeds him.

    3. Yes, their goal is to use candidates to get commission.

      As a recruitment consultant once said: “They really don’t care if you get the job or not. If you do that’s
      great, but they’re more interested in that 6K threshold a month so they
      can earn commission. You’re just a number on the books, you’re a meal
      ticket if you like!”

      Even if you get a job through an agency, it may well be that they used deception or lies to draw you in, to earn their commission. Therefore, one is unjustified in thinking that an agency was honest and open the entire way through the process, just because one has got the job. Here are a list of other tricks they use:

      1. If, after attending an interview, you haven’t got the job, instead of telling you, they will say their client has postponed recruiting, has delayed responding, has stopped recruiting altogether or any other creative lie. Then, they will quickly try and focus your attention to different roles they have, to make you forget about the one they have just lied to you about.

      2. If they know you’ve been interviewed by employers they no longer work with, they will not state the positives of that company, but may try and put you off them plus the role you’ve applied for, to boost the chances of using you to get commission. But when it comes to their own clients, they will not only give you the positives, they will also overemphasize them. Double standards!

      3. They prefer speaking on the phone than through email, because it is easier for you to accidentally say something they can use to their advantage. Even if you ask a quick question via email, some phone back answering it before seeking more information from you.

      4. If you recommend one that fills a position they have, they promise you a referral fee. In reality, you will only get the fee if you come to KNOW that the person you’ve recommended has got the job. The agency may not respond to you, tell you the candidate was unsuccessful, the client has postponed recruiting, the client already found someone before the CV was sent or any other lie which they can creatively whip up.

      5. They will mention all the perceived good points of the hiring manager (despite not knowing the person that well) to attract to you the job, while ignoring the perceived bad ones.

      6. Regardless of the candidate they speak to, they will ask about your personality, then ignorantly claim there is a great personality match between the client and yourself, to try and attract you to the client.

      7. When they get you an interview, some may indirectly suggest that you should not apply for more jobs, because of the confidence they have in you. In reality, they don’t want you to keep your job search going, fearing they may lose their commission if you secure employment elsewhere.

      8. They may send job adverts paying high salaries, even if you’re not skillful enough for them or the geographical location doesn’t match your requirements. They do this because they know high salary jobs will earn them the most amount of commission, so they would rather send these adverts to you rather than those with lower salaries, even if the latter ones are more suitable for you.

      9. When discussing a position, they will overemphasize how successful their client is, how well they’ve grown and that they need someone ASAP, to attract you to the role ASAP, perchance they can land their commission.

      10. When a role has already been filled, they will still keep adverts online or in their offices, to capture the most number of CVs as possible, to boost their database. They won’t have the decency to tell you the role was filled before you applied.

      You never know what goes on in someone’s head, so you wouldn’t know if they’ve played these tricks (or other ones) on you, even if you lack evidence. Absence of evidence is not evidence of absence.

  29. My favorite is the times that I have been asked to give my manager as a reference. Then the recruiter calls my manager and says, “I know that there is going to be an opening in your department and was wondering if I could help you back fill it.” This has happened twice, so I am reluctant to “work with a recruiter.” I am just another cog to be replaced.
    The other bad recruiter experience I have had was one where I told the recruiter that I found a contract job working for a company without a recruiter. He tried to “SELL” his services after the fact. He said that he would “HELP ME MANAGE” my cash-flow, business liabilities, and taxes. Translated, he wanted cut of the revenue stream without doing much of the leg work. I guess his next pitch to the employer would have been, “I can replace this expensive contractor with someone more affordable.”
    These are on top of all the silly 5 hour each way drives for job interviews for which I was a bad fit which could have been discerned in a 5 min phone call.
    Or some dude who wanted me to work a fixed cost project for 1/20th of my estimated cost.
    Or the time when I did a fixed cost project where I was shorted money because I got it done quickly. Well, years ago it took me a lot longer, so I have learned from that experience.

    1. A reference from your colleague, friend or family is invalid. Clients want to see the reference from the guy in charge- your boss or manager or even just somebody you reported directly to. Recruiters usually have so many job streaming in from clients who they already have negotiated fees and a signed contract as preferred supplier with that they often have to choose which specs to take on and which ones to leave since they’re just too many to try and handle all at once. Imagine screening 200 CV’s each for 14 different positions. Not possible. In other words, recruiters really don’t need to contact your boss or manager to try an poach a job spec especially since we don’t know whether your little company is even able to pay our placement fee and also because you’re probably leaving for reasons such as the company being unstable or an unpleasant environment. We don’t want clients like this.

  30. I am one of those who just faced the `the hiring manager hasn’t provided me with the final feedback` lie. this came from a recruitment agency and the company is one of the biggest in its industry. I had two great interviews and was promised to be called back 3 days after and I got an email apologising about the delay in the decision process. now it’s almost a week and nobody has contacted me yet with a yes or a no. bloody timewasters! and one would think all goes with a professional manner because the company is a big brand.

    don’t know what to do at this point. I did want that job, still do, but the behaviour is pretty shocking.

    1. Ok this can happen. After you’ve been to second interview stage with the client himself and waiting to know whether you will get an offer or not, the recruiter may phone the client to ask how the interview went. Remember that the client makes use of more than one recruiter and usually also gets people for interviews via internal. An indecisive client is a frustrating thing. It is like a woman who has to choose what shoes to wear with what outfit. They will say: “ooh I dont know, I like this one because of (things), and I like the other one because of (other things) and please give me until the end of the week to decide”. The decent thing would be then for the recruiter to contact the people who went for the interview immediately and tell them that the client needs until the end of the week. Clients get indecisive because making the wrong decision in who to hire can lead to them being very sorry. See their perspective as well. They have hired employees who they’ve thought was great at first and who then did things like steal from the company or resign within a mere few months, leaving them without staff. If you were the client, would you not also want to “have until the end of the week” just to make sure you make the right decision? This may really mean that the decision maker needs more time, they frequently ask us to allow them their choice. Don’t feel offended by this. The recruiter has the ethical obligation to
      call you then at the end
      of that week. If they don’t, just call the recruiter again – it is your right to know where you stand.

  31. Recruiters are nothing more than used car salesmen for jobs. They will say anything up front to get your material. Once they have it, their attitude changes. They seem to think you work for them. No. If they had their own skills to market, they wouldn’t need yours to make a living. Which brings me to… doing their job. They go through the motions… blah, blah… rip your resume to shreds and re-word it. Never send it back for review and approval. Send you the wrong bullet list of job details; abbreviate it so you won’t say… “umm.. this isn’t for me.” Scoundrels. All of them and I wish there was a way to regulate, judge and critique their virtue. What’s wrong with wanting an update from them in or day or two? I wouldn’t need an update if they could provide some sort of proof that they actually did what we discussed. Why can’t they provide proof (some email receipt indicating a successful resume submission or reply from the end client) that they actually submitted you for the job opp?? Why are so many recruiters from other countries? Why aren’t they trained in simple professional courtesy and etiquette? “It’s just business” is nothing more than an accepted disguise for disrespect, poor communication and otherwise shady practices. I think the world would be a better place without these low lifes. I’ll keep the real used car salesman and lawyers. While shady in their own right, they are at least a step above these clowns.

    1. I know this was 7 months ago, but:
      “Why can’t they provide proof (some email receipt indicating a successful
      resume submission or reply from the end client) that they actually
      submitted you for the job opp??”
      They could. Just ask to be Bcc’d into the email that they send to the client. If they refuse, refuse to ‘work’ with them. Only problem with that is that you lose out on a potential job, because as far as they’re concerned, they will ‘just get someone else’. Technically speaking, if the employer was to be interested in you, then you’re going to find out who the company is anyway. Believe it or not, I have actually been on the phone with one or two agencies, and for some reason, they’ve actually mentioned who the employer is! ????

    2. I’ve known this since I’ve heard of these places. Employers that have ditched their in-house HR staff are morons.

  32. well.. what about interview who doesn’t like to lie and was called liar right directly in front of the hiring manager? is that considered professional or the HR loves jumping and tongue-lashing at someone? how stupid is that when someone in ‘HR position does that and can’t even differentiate between “volunteer work’ and a ‘job’ even after explaining it’s unpaid work?? Talk about sheer stupidity.

  33. I think you missed “We’ll keep your resume on file” BS! as if there’s a big filing cabinet somewhere. I wonder if they think candidates are three year old babies. The position is gone to someone else – full stop!! I don’t see any point of giving someone false hope with “..resume on file” nonsense.

    1. Not all recruiters are like this. Just like not all maths teachers are actually able to do maths and some dentists will mess up your teeth. It is not unfair. If a person has a bad CV they must not get called in and it must go to the waste basket. Sure, there are recruiters who don’t have an idea how to recruit well so they just email the job spec to their whole candidate database. Who

  34. I’m a recruiter. I was not trained to regret candidates. I was trained that I get paid a ridiculous amount of money per placement by the client and that I do not work for the candidate. I might help a few candidates, but only the “superstar” candidates who fare better in the competition for the job than all the rest.

    I figured out on my own that telling lies gets messy. It was my second month of being a trainee in recruitment and the recruitment manager had just started allowing me to do interviews myself instead of just observing senior consultants. One morning early, a 7am interview, a candidate with a very nice CV stood me up (yes, there was a real position). I phoned her to ask what happened and she spoke very openly to me about how she’s had very bad experiences with recruiters like figuring out their lying or going to interviews at the recruiter and then never getting feedback. She explained how an interview is a stresful thing, how she felt hurt and how she was nervous of that happening all over again. I was truly shocked. For the first time I realised how candidates felt. The next day I started to always regret the unsuccessful candidates after their interview. Some recruiters never learn this. Recruiters are people- you get considerate people and then you get mean people. Considerate recruiters exist.

    I stopped telling candidates about positions unless it gets to the point where client wants to see them, because otherwise this easily turns into starting to make things up. Why would you tell a candidate who the client is in any case if you dont yet know if that candidate is among the top 5 whose CV gets sent to the client? I tell candidates the truth- that I am still shortlisting them!

    I thought nothing funny of it when I watched the senior consultant tell candidates she is going to send the CV, have them get all excited and then afterwards say to me that the person does not fit all the requirements. Three weeks later the candidate will phone me for the reason of never hearing anything and I, the clueless trainee, would have forgotten who they were and when we interviewed them.

    I screen about 500 CV’s a day. I interview about 6 people each day. At least 3 when things are quiet. We probably deal with at least two other people who has the same first name as you and yes they will even sometimes have the same job title as you have. We phone a ridiculous amount of both clients and candidates each day. Don’t be offended if we don’t remember your first name or when you came for an interview and please don’t expect us to recognise your voice. There are some candidates whose voices I recognise even without them telling me the name, but they’re a very select few of real exceptional and memorable ones.

    Then again, I feel for candidates, because when applying for a job and being unsuccessful- it is quite a knock down! I have developed my own style of doing things as time went by. For people who are mere applicants, I have a line in my job adverts that tells them to consider their application unsuccessful if they dont get a call within 2 weeks of applying. The moment a applicant gets phoned and come for an interview, he/she becomes my candidate and I make a habit of regretting these candidates within a week of their interview. I have reminders for each week, notifying me of who came for interviews on that day the previous week. This system works.

    Candidates (and sometimes recruiters) must remember that recruiting is a selection process. Candidates, the recruiter must tell you that the initial interview with them is to shortlist, not to select. Please remember that you were at this stage already better than the other 200 people who applied and who I did not even want to phone. But you must also be a grown up and realise that life can be hard, you may not always get your way and sometimes there’s disappointments. The client pays roughly the price of a new car in order for us to do the time-consuming and “dirty” work. They will instruct us that we are only allowed to send the top 5 or sometimes even only top 3 CV’s depending how difficult and demanding the client decides to be.

    It is not strange for us to screen 200 CV’s for one position, call only 12 of them for initial interviews and then only actually sending 3 CV’s to the client. This is our job. To do a huge amount of work and then just deliver 3 superstars only for the client to shortlist even further! The client may only be interested in seeieng 1 of that top 3 candidates for the second interview with him. This is not unusual.

    If you’re never getting to that final interview stage with recruiters, it might not even mean that you’re crap- it only means that the competition is really that tough and somebody was stronger than you. I like to give feedback if the candidate wants to know and it may be something like the other person has a B.Com and you do not, the other person has a marvelous voice and you sound hesitant, the other person is well presented and you are fat (really- some clients have asked for strange things from us such as “no fat people”) the other person works at a posh company and the company you work at is just okay, the other person is the same age as people already in the client’s company and you are either way too old or a baby compared to them.

    On the other hand, if you have a strong track record of repeatedly never landing among those few superstar candidates who actually get to see the client or who gets the job, then it might be time to stop telling yourself how unfair life or how unfair the recruiter is and rather question what you can do in order to improve yourself. You only have to own a better CV and make a better interview presentation than anybody else out of hundreds of applicants. It is really that tough.

  35. Here’s my beef with most recruiters; especially the ones who work for the big firms, and especially technical recruiters:

    1. They don’t know how to read resumes of genuinely successful people.
    These are people who have been drawn into many projects and technologies as experts. These are people who have done real engineering. They don’t get it. They want a candidate with 12 years of Oracle experience, and don’t understand anything more complex than that.

    2. They don’t listen. Ever.
    They’re trying to fill a position and they’ll ignore anything you say or pretend they didn’t hear you. For instance, a recruiter will ask if you’d be willing to move for a job and you say, “Sure, if you’ll pay moving costs”. They will aboslutely 100% of the time ignore the part where you asked for moving costs. If you go forward with them, you won’t get them. This really goes for technical jobs as they just expect you to cover the process of picking up everything and moving your entire family across the country for a cruddy 3 month contract with a chance of being extended.

    3. 90% of the jobs they pitch are incredibly low quality jobs with high turnover.
    Companies have a certain level of jobs that they just don’t see as important enough to the business. They’re ok with a 3 month turnover. I’ve worked several of these jobs. I’m pleased to say I stick it out a bit longer, but I don’t blame people for realizing what they’ve gotten into and leaving. This has made recruiters a complete last resort for job seekers, or a go to for that frantic search for a go-between-job that you need because you’ve lost your current job for some reason. The good jobs are being applied for and they don’t need recruiters for them.

    4. They literally have no idea what they’re talking about.
    While some recruiters have actually had a background in the area they are recruiting for, most of them don’t. This is because experience in technology gets you a bigger paycheck every year, especially if you promote yourself up every couple of years, and you’d be crazy to switch careers if you are good at what you do. This creates a situation where the recruiters who had technical experience were most likely pretty terrible at what they did, and if they weren’t, that was probably many years ago.

    5. Some of them are just young pretty girls, and they’re probably the biggest bread winners for their companies.

    These are the worst because when a gorgeous woman comes at you with a horrible job, you might actually take it. I’d imagine they are the most successful recruiters.

    I know good recruiters, but none of them work for the big companies. These are self starters who have their own companies and compete with the lazy big guys. Always go with those kinds.

    1. 4: I had one that literally had no idea about the technical concepts of the job he was recruiting for. Upon speaking to him after my phone interview with the hiring company, I told him “Remember when I said they wanted a technical manager and not a technician? They want a technical manager.” He tells me in a sullen voice that he’s an economics major and doesn’t really understand technological aspects. *facepalm*

  36. Not all recruiters are like this. Just like not all maths teachers are actually able to do maths and some dentists will mess up your teeth.

    If a person has a bad CV they must not get called in and the CV must go to the waste basket. Sure, there are recruiters who don’t have an idea how to recruit well so they just email the job spec to their whole candidate database. And sure there are recruiters who send CV’s through in massive volumes to the clients, not really checking whether the CV is right and just hoping one of them might perhaps be the magic one who does the trick and gets chosen by the client. This is not recruitment. That’s not how it is supposed to be done.

    And fine, I am defending recruiters, but on the other hand… it is those few stupid people who are not able to do their job properly who give “recruiters” a bad name. But really, it is not unfair when a candidate doesn’t get the job! Because somebody did get the job and that person deserved it because he was the best person.

    It is not unfair if a candidate’s CV got deleted. Because some other candidates did get a “fabulous candidate” note made on their CV’s. It is fair because they were just better.

    Recruitment has to be done correctly. And to be honest, if a recruiter wants to offer you a job without having seen you in person, run! I don’t think candidates know how recruitment is supposed to be done, because too many recruiters don’t do it right and that is disgusting. But to say that all recruiters are like that make candidates look like little babies who are sulking and saying life is so unfair the recruiter is so unfair while actually somebody did get the job and that person was better, so stop sulking.

    Recruitment done right means that the recruiter met you in person. If your interview with the recruiter went awful, he tells you sorry I don’t think you’re right for the job. No we don’t keep the CV because your interview was awful! This can be said in a gentle way.

    The purpose of first meeting the candidate, is to shortlist. If a recruiter does not shortlist and doesn’t sift the bad from the really good then they are not doing recruitment. They’re just messing around trying to get a few bucks for work not done properly. As I said… not all recruiters are like this. If you’ve been to an interview, you should get feedback. It is ethical. Then again if you don’t get feedback and you don’t ask then really you’re just as bad. Who goes to an interview and then doesn’t show interest in finding out how it went? Just ask!

    A recruiter who emails you a job spec, is not doing what he is supposed to do. You can’t email a spec to a candidate- that is silly. Recruiters are supposed to phone. Because then they can actually ask whether you are even still on the market, for you to comfirm whether there has been any changes to your CV or your payslip and so forth. Then they will know not to offer you a job where the salary is less. This is how it is done. I don’t know what the recruiters you all saw are doing, but they are not doing recruitment like I understand the concept and how it is supposed to be done. If a candidate is off the market then the CV must get deleted. Because a candidate is not supposed to be “poached” out of a job where he has only recently started.

    Candidates don’t always grasp what a good CV or a good interview is. The following things might lead to a recruiter not sending a CV to the client and also to deleting or throwing away a CV:

    – The candidate is “okay”. He is not brilliant, does not stand out. Compared to the other 50 people interviewed for the job, he is just not the best.

    – Job hopper. Candidates don’t get what this means. A new company each year is not great. The duration you need to stay at a company in order for you not to look like a job hopper, would differ depending on your line of work and level of seniority. For instance if you are a financial manager and you have to run the finance department then you must be able to stick around when things are tough. I will often ignore a CV where the person can’t stay for at least 3 years at a company before moving to the next. It is not unfair. It means you have a weak CV. Where there’s reasons for leaving like “the company burnt down” or similar, exeptions are made.

    -Weird gaps in the CV. What did the person do? If he is not able to make sense when explaining the gaps, then why was this? I don’t want people who were in rehab or in prison etc. Not to be mean, but it is fair. Because a CV with strange gaps, is unfortunately not the best CV.

    -The candidate did not look presentable. There are people who look great and have a great CV and had a great interview. They take priority over people who’s image makes a bad impression even if they had a good CV and a good interview.

    -The candidate is so overweight that he struggled to fit in the chair. He had problems with walking down the hallway to my office. And I wondered whether he is going to live very long. Sorry, but that is a concern. It is not unfair. It makes you less of a good cadidate than many others.

    -Terrible communication abilities. Did not understand questions, tone of voice is irritating, does not put sentences together nicely. This makes a candidate less good.

    -The candidate had a D in matric for maths/accounting and barely passed his accounting degree. There are candidates who had A’s and B’s. Who did not get their degree by a miracle happening. They are brighter candidates and it is fair that they must rather get the job interview with the client.

    -The candidate had a limited set of skills and experiences compared to other candidates who was interviewed. A candidate can perhaps have experience. That does not automatically qualify the candidate for the job. Because if everybody else’s experience and skills are nicer then they’re just better then the less nice one will simply not be sent. It is not unfair.

    There really are a lot more reasons! Instead of sulking and going: “recruiters are so mean to me”, perhaps ask yourself why you were not the best and work on improving on that. Not all recruiters are bad recruiters just like not all candidates are bad candidates.

      1. I’ve had a few decent ones, and one good one over the years. The one “good” person was an internal recruiter working for the company that was hiring, it’s the only time I’ve ever received feedback on an interview without begging for it.

  37. In December, of 2014 I was in a car accident while traveling from my home in Chicago to a client site for work. I was a passenger in the vehicle and filed a worker’s compensation claim. Shortly after filing the claim, I was laid off by my employer. Once I had started feeling better physically, I started looking for a new job and received a few job offers in March. One of those offers was from a company called Capgemini, a company that a friend from MSU had referred me to. I was leaning heavily towards a job that was located in Columbus, OH which offered significantly higher pay than the other positions, including Capgemini’s offer. However, I spoke with Capgemini’s Assistant director of North America recruiting, Nanci Ferrari and told her I would take the job if I could work out of their Southfield, MI. office(Their initial job offer was for their Chicago office). Long story short, my father was very ill at the time, and because of that I was willing to take Capgemini’s offer which was approximately $20,000 less, but would allow me to live near him in Southfield rather than the competing offer in Columbus.

    Nanci Ferrari did not know if this was possible and so she wanted me to speak with the lead of the business area I was being hired into, Matt Haller. A few days passed, and nothing was set up, and I was nearing the deadline with my other offer in Columbus. I emailed Nanci Ferrari this, and she set the meeting up for the upcoming Friday. I spoke with Matt Haller, and he told me he would be fine with me starting out of the Southfield office and asked me about my experience at my previous employer. Because I had been in the industry for two years already, he proposed that he would like to bring me in as a Senior Consultant and start me sooner than the date listed in my offer letter (June 22nd). On Monday, I turned down the job offer in Columbus and reached back out to Nanci Ferrari to let her know the outcome of our conversation. I asked if I should still send back my offer letter, or wait for a new one since Matt Haller stated he wanted to bring me in at a higher level. I did not hear back from Nanci Ferrari, and my offer deadline was quickly approaching, so I emailed her again. She advised me to ignore my offer deadline while she confirmed everything with Matt Haller. I repeat — Nanci advised me NOT to send in my signed offer letter, so I listened to her. She confirmed I would be receiving a new one. 10 days passed, and I emailed Nanci Ferrari again. She confirmed that she had heard back from Matt Haller and was working to get me an offer as an experienced hire now. I then got an email from another recruiter, Maria Muetterties. She told me she would be taking over at this point and asked me for my w-2. I felt their was a security risk in providing my W-2, but didn’t really feel I had a choice. Specifically she stated: “Please send a 2014 W2 or 1099, and confirmation of your most recent 2014 pay – we need this documentation for all Capgemini US Ops hires and this info is only reviewed by the recruiter – it is not shared with anyone else. ” She also gave me a link to fill out all of my info, SS#, etc.

    I provided this information, and then received a call from Maria Muetterties telling me the company could not bring me in as an experienced hire. It was a confusing call, it seemed like something else was going on but Maria was intentionally beating around the bush. I asked Maria if she had been provided the email from Nanci Ferrari stating that I would be receiving an offer as an experienced hire. Maria stated no and asked me to forward this, and I sent it over. The following week, Maria called me and told me they were rescinding my offer, effectively terminating my employment, but she didn’t know why. I was polite, but explained that I was kind of shocked by this, I had turned down my other job offers to join Capgemini and I had now been out of the workforce for an additional month while waiting for them. She asked what they could do to fix the situation and I stated a payment for the lost wages I incurred. Maria agreed this would be the right thing to do and said she would talk to her boss, Krista K. Harris, to get the payment made. Krista K. Harris called me a few days later from a blocked line. She told me she had talked to her legal counsel and they would not be paying me anything. When I asked why she rescinded my offer, she stated that Matt Haller didn’t tell her why. She acknowledged that the situation had been a disaster for me but didn’t seem remorseful. A few days later, I followed up with Krista about why the job was rescinded and Krista Harris lied to me and said she could not discuss why the job was rescinded and Matt Haller was unaware. This caused me a great amount of anxiety. I thought something in my background check must have been wrong, and they had pulled the offer due to some type of error with my background check. The company completely left me in the dark until I reached out to Matt Haller directly to find out that my job was being rescinded due to no fault of my own.

    I emailed Matt Haller, and his response was, “My understanding is that you had never accepted our offer, and were asking for higher compensation as well as the Senior Consultant title as we discussed. I was unable to accommodate your requests and thus stopped the process. In addition our current needs are for more technical resources.” I explained to him this was all incorrect, but based on his response, ” our current needs are for more technical resources.” it was clear he his staffing needs had changed and that was why he was pulling the offer. I notified Capgemini that I would be filing a lawsuit, and Capgemini’s legal counsel, AMy Gare asked me to give her time to investigate this situation. At first she denied my version of events, but when I showed her that I had kept email proof, she me about settlement. When I followed up with Amy Gare, their employment lawyer, she agreed to work towards settlement on July 13th. Then she started completely ignorning communication with me, and eventually started threatening me, and her threats got so serious that I had to reach out to local police. Additionally, she tried to gaslight me into thinking I had done something wrong. The amount of stress from this situation caused me months of lost sleep. I’d stay up for hours researching employment laws because I simply could not get it off my mind. I probably understand employment law better than most lawyers now. I realize that seems crazy, but when you’re a type A personality that always did everything right in school and work, this type of career derailment really messes with your head. Aside from the job being rescinded, the wanton and callous behavior of Matt Haller, Nanci Ferrari, Krista Harris, Maria Muetterties, and most importantly, Amy Gare, just seriously dampened my faith in humanity. Below is a screenshot of Krista Harris intentionally lying.

  38. Recruiters are the biggest waste of time…at least for me. I’m an Accountant and to be honest, if a company is going through recruiters to fill the position than something is wrong with the company. Most places hire on their own in the accounting field.

    I’ve always got my job on my own. Recruiters constantly nag me, but I always turn them down. They are like vultures, but hey most have quotas and that is how they get paid by filling positions. They lie way too much though.

  39. They lie about benefits and salary. When you question them about it, they claim to not remember the conversation. They expect you to drive 100 miles to interview for a job, but will not tell you ANYTHING about the job until you get there.

  40. I’d like to bring up the issue of non-US recruiters calling at all hours. I have no idea how my name and phone number were “sold” but every time a new position comes open with specific parameters, I get flooded with emails, phone calls and texts from dozens of recruiters from India trying to fill the same position at the same time. (My favorite was the job description with the exact same typo in it. It was sent me by more than dozen different recruiters who had no idea they were stampeding over each other.) They call/text in the middle of the night and they think nothing of it. I don’t respond until the next day with a “please remove my name and number from your database” but I always get some snarky response about how they “chose” to send it to me and I should be “flattered”. No, actually guys, term is “harassed”. It’s taken me about two years but I’ve finally gotten my info out of most of these idiots’ databases. I no longer consider any of these people “recruiters”, simply “parasites”.

  41. Honestly recruitment agencies are almost always a waste of time. Most of the jobs they offer (at least in IT) are related to very small startups or companies born yesterday that no one wants to take the risk to work in. If possible always apply to the company directly and NEVER send personal details like your current line manager, the company you had the interview with 2 days ago. It’s bad to say but most of the agency recruiters are vultures that don’t give a $$$$ about your career.

  42. I hate recruiters. I’ve hated them ever since I started looking for a new job a few years ago. These assholes use recruiters so that they can underpay well qualified people. And even those that are considered “over-qualified” will be passed up because they can’t afford to pay them what they are worth and don’t want to fuck them over because down the road they will need them. These bastards are so fuckin’ greedy and don’t give a two-timing shit about anyone but themselves. Eventually, this will take a HUGE chunk otta their ass someday!!! The employers themselves are such bozos!!! They could save a chunk of money if they actually skipped the recruiter route and just allow direct applications.

  43. It would be nice if there was some constructive and kind feedback all the time so candidates can do better and improve. 🙁

  44. They say they’ll call you back but they don’t. I have had over 20 interviews in the last 3 months and not one recruiter has given me the time of day once the interview is over. When the interview is over I always ask if there was anything I could have done better. Everyone says positive things. I go home, mail a thank you letter out the same day, and wait for a week before reaching back out. I never hear from them. I get all kinds of excuses or “lies”.

    My last interview started with “I am really impressed with your resume, how long have you been with the agency?” Me: “3 months” Them: “That’s really funny. We have been looking for someone just like you for the last 2 months. I am going to call them and ask why they didn’t submit your resume a lot sooner.” and I never heard from the agency again.

  45. My issue is that many recruiters are stupid and not competent judges of anything they are supposed to be hiring based on. I always try to bypass them completely and network with hiring managers directly.

  46. When did it become “hating” to point out something? If I don’t like being lied to, that makes me a “hater”? Fine. I’m a hater. So be it, but don’t expect me to lie about being pleased with your lies.

  47. No matter how many of these articles get published (and I realize this one is old!) it’s always relevant, and it blows my mind about how these recruiters continue to operate like this. I guess they get people in seats cheaply?

    I had one today that started his email off with a lie – “This email is a follow up to my earlier attempt to reach you at your telephone number.” My phone logs calls, both via the Google Voice number I use for business and via the phone itself. I’d know if you called, called and hung up, left a voicemail, anything. You didn’t. Of course, the company in question has been using this same email template for years, so it’s not surprising – but it is, for the simple reason that you can’t say you called me when I know damn well you didn’t.

  48. I’ll throw them under the bus: CPI, some dumb staffing agency where an idiot named Judy works. During our painful telephone conversation, I had to repeat the same thing several times. She just had no listening skills. Short story version – after several follow up phone calls and emails, i never got an answer on the status of this fantastic available opportunity i was interested in. I do not know if she forwarded my resume, if the job actually even existed, etc.
    Judy is a moron who took such a ridiculous, pompous stance. I don’t work for that bitch, but I could not have been more accommodating and polite to her.
    It had been years since I used a staffing agency, and I am reminded as to why I always thought they were diseased.

  49. One of the things that bothers me the most about the “never call back” lie is that even after you invest a lot of time into a situation, they STILL won’t bother to give you the time of day.

    For example, I had one that was very hot and heavy on me coming in for an interview (direct, recruiter with the company in question.) I intially declined, but as we discussed the position I warmed up to it pretty quickly and decided to do the interview. I spent maybe 4 hours on site with various people, even sitting in on one of their engineering calls with a vendor. I thought it went pretty well, and I followed up the next day with an email thanking them and clarifying some of the concepts and things we discussed. Some of these were suggestions to them about manufacturing their product, all of which had a “Wow, I wasn’t aware that existed” from the engineer interviewing me.

    Nothing. No reply from the engineering group. I reached out to the recruiter who found me on LinkedIn, and received nothing. I met some of the people I interviewed with at a local eatery, chatted with them and they seemed surprised I didn’t have any feedback. They promised they would get with the necessary people and have them contact me. Nothing. I reached out a few more times, the last with a happy holidays email. Never received a thing.

    In all, I probably spent maybe 9-10 hours interviewing, phone screens, email conversations, etc…all to not even get a “go away” message.

    1. I did finally reach the person that had reached out to me initially. He was actually with another company, but was a friend of one of the employees of Company and agreed to do some contract HR work for them. He just said he was sorry, he didn’t know anything beyond the company had been in some flux at that time.

  50. Most of the recruiters I’ve dealt with are complete lying assholes who are simply matching words on a resume. If they won’t be honest immediately with who the employer is and the wage I terminate the discussion. I view recruiters as the bottom of a cesspool job because it is the only job they could get with a arts or history degree.. that is why it has been overran with cheap injun cockroaches calling from India.

  51. Don’t bother with recruiters. They’re useless. The “technical” recruiters claim they will represent me to a company, but they don’t know anything technical, and they all require that face-to-face meeting first, before they can represent me. When I do a face-to-face meeting, which consists of the same questions and answers as the email and phone call did, the recruiter often loses interests and doesn’t get back to me, even on the specific positions we talked about. I don’t even hear that I didn’t get the job (or an interview).

    They’re trying to fill their own quota: phone call with candidate, CHECK; face-to-face with candidate, CHECK. They start out with a compliment on your profile (“I love your profile.”), they reel you in with a few job openings, for which you can find similar ones yourself anyway, then they lead you to the inevitable face-to-face meeting, which they claim is for “building trust”, and is required by the client. A woman recruiter used her feminine wiles (“I’m going to sit closer to you now, okay?”) to keep me interested. That same recruiter was angry with me when I got a job on my own; in a way said that I cheated her.

    Technical recruiters have a fake career, that should be stamped out by the system. Every job I ever got was from my own persistence in looking at and applying to job ads (online), in large numbers, taking care to keep the résumé up to date, and customize the cover letter for the job ad by advertising my best qualities about myself that pertain to the job, even explaining how this aspect makes me unique among other candidates.

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