Get Out of Your Recruiter’s Way!


Recruiters aren’t just sourcing for any candidate. They are scouring their network searching for the highest quality active and passive job seekers in order to develop a talent pool for your unique job opening.

This process includes weeks of intense searching through hundreds of candidate resumes and profiles, communicating through countless emails and phone calls, and conducting extensive first interviews. A good recruiter wants the candidates they recommend to be as strong in person as they are on paper.

To help maximize your recruiter’s efforts (and increase your chances of hiring the right candidate for the job) avoid these common mistakes employers make during the recruitment process:

Ignoring the candidates your recruiter recommends

The sourcing process can be long and arduous, which is why you hired a recruiter! When a recruiter sends you a potential hire, it’s because his or her skills and experience align with your job spec. Trust your recruiter. Take a look at the candidate. Otherwise you’re slowing down the hiring process you hired her to expedite!

Recruiter’s advice: Nickel and dime’ing will cost you a good hire.

Low-balling the talent

Every employer wants to get the best candidate at the best price. However, top candidates with extensive experience and  innovative ideas will not accept an offer that is suitable for a young, minimally experienced professional. Your recruiter should be an expert when it comes to market value for this role and your industry. Take her recommendation or you will lose out on a great hire for over a few dollars. 

 Unnecessarily dragging-out the interview process

If your job description (including detailed deliverables and expectations, necessary experience, and company culture) a candidate’s fit should be evident quickly. Avoid forcing candidates to go through more than three rounds of interviews. Remember, you paid a recruiter to do most of the legwork for you up front!

Hiring decisions should be made by key stakeholders

Inviting too many cooks into the kitchen

There should be a core group of two to three key stakeholders making the final hiring decision. Typically, these are the hiring manager and any relevant leaders.

Don’t stalk the recruiter

Your recruiter is diligently working for you. Constantly pinging him or her with emails or calls to check-in slows the process. Determine deadlines, expectations, and a communication strategy at the onset of your partnership… then respect those deadlines—giving your recruiter space to work his or her magic.


Remember, you hired a recruiter for a reason—expertise, access to (not-always-easy-to-find) top candidates and clients, and a proven track record for filling searches. You can make your recruiter’s job easier by allowing space for their best work to be done. Come alongside your recruiter to help ensure the best candidate is found, but don’t become an obstacle at every turn.

Download your copy of Get Out Of Your Recruiter’s Way

About the Authors

Ken Schmitt is the President and Founder of TurningPoint Executive Search and the Sales Leadership Alliance. Specializing in placing sales, marketing and operations professionals across the country, Ken’s 16 years of recruiting experience have equipped him with the knowledge to serve as a thought partner to his clients for all recruiting, hiring and human capital-related initiatives. Ken sits on the board of Junior Achievement, the American Marketing Association, the San Diego HR Roundtable and is an Advisory Board Member for San Diego Sports Innovators (SDSI).

Vicky Willenberg has served as the Social Media Manager for TurningPoint since 2011. In 2014, she was elevated to Digital Marketing Manager, broadening her participation across all things digital for the firm. A former teacher with a Masters in Education, Vicky is an active and published blogger at The Pursuit of Normal and a marketing professional. She has her finger on the pulse of the latest trends in the recruiting, hiring and leadership sectors.

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