Potential Dangers of Applying Direct (and Bypassing Recruiters) « Matchstar

Potential Dangers of Applying Direct (and Bypassing Recruiters)

October 12th, 2016

A lot of thought goes into searching for a new job. And if it doesn’t, it should. Apart from deciphering what career direction you want to take, updating y

Source: theundercoverrecruiter.com

Hey, if a recruiter rejects me for an opportunity, maybe I should just go direct, right?  This blog posting by Phoebe Spinks hints at a frequently asked question: “Is the recruiter my friend or foe?”  I’ll start off by unequivocally stating:  “Yes, we are ALWAYS a friend, always looking to help, and always willing to keep an open door (well, almost always . . . more on that to come).  Remember, retained search firms, like mine, are conducting exclusive searches for a reason – the client is PAYING US to take on the burden of the search (time, prep, research, resume spam, and so forth) out of his/her hands.  We are provided a level of information about the need, company, culture, chemistry, and other critical attributes that no interested candidate could ever obtain independently.  So if WE cannot present a particular candidate, it’s because that person is either significantly off-target with the requirements or our existing bench is far more qualified.  Hence, if a candidate doesn’t make muster with us, then he/she almost certainly will not with the client.  On the other hand, working with a recruiter can provide you valuable non-public insights about the opportunity, help you change your resume and other positioning docs to be in better alignment, and even sell you to the client.  All of that stacks the deck far far better than the rogue approach of trying to go direct.  However, diverting the recruiter’s process – when discovered (and it’s usually discovered) – pretty much guarantees a lost valuable relationship.  Such folks may find themselves black listed not only to future public opportunities but non-publically available ones as well . . . while permanently cutting ties with a “future coach” who spends 24/7/365 in the field.  It’s the candidate’s call, but perhaps the best approach for future success is to simply ask the recruiter for an honest assessment of where he or she fell short, and then just move on to the next opportunity.  Consider this:  A bridge not burned is one you can still cross!


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Potential Dangers of Applying Direct (and Bypassing Recruiters)

October 12th, 2016

A lot of thought goes into searching for a new job. And if it doesn’t, it should. Apart from deciphering what career direction you want to take, updating y

Source: theundercoverrecruiter.com

Hey, if a recruiter rejects me for an opportunity, maybe I should just go direct, right?  This blog posting by Phoebe Spinks hints at a frequently asked question: “Is the recruiter my friend or foe?”  I’ll start off by unequivocally stating:  “Yes, we are ALWAYS a friend, always looking to help, and always willing to keep an open door (well, almost always . . . more on that to come).  Remember, retained search firms, like mine, are conducting exclusive searches for a reason – the client is PAYING US to take on the burden of the search (time, prep, research, resume spam, and so forth) out of his/her hands.  We are provided a level of information about the need, company, culture, chemistry, and other critical attributes that no interested candidate could ever obtain independently.  So if WE cannot present a particular candidate, it’s because that person is either significantly off-target with the requirements or our existing bench is far more qualified.  Hence, if a candidate doesn’t make muster with us, then he/she almost certainly will not with the client.  On the other hand, working with a recruiter can provide you valuable non-public insights about the opportunity, help you change your resume and other positioning docs to be in better alignment, and even sell you to the client.  All of that stacks the deck far far better than the rogue approach of trying to go direct.  However, diverting the recruiter’s process – when discovered (and it’s usually discovered) – pretty much guarantees a lost valuable relationship.  Such folks may find themselves black listed not only to future public opportunities but non-publically available ones as well . . . while permanently cutting ties with a “future coach” who spends 24/7/365 in the field.  It’s the candidate’s call, but perhaps the best approach for future success is to simply ask the recruiter for an honest assessment of where he or she fell short, and then just move on to the next opportunity.  Consider this:  A bridge not burned is one you can still cross!


Comments are closed.