Today I am going share my experiences of working with recruiters for many years in the tech industry, from the perspective of a hiring manager. I will discuss what makes a bad recruiter, and what makes a great one, and why it is all based on trust.

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I gave my perspective of working with different recruiters over many years of being a hiring manager, both good and bad.
I hire based on attitude firstly (soft skills), and technical (hard skills) secondly.
I need recruitment partners that can follow the same approach to the letter.
In the tech industry globally, hiring managers like me are competing with each other for the same limited pool of people.
The biggest complaint I have about bad recruiters is their tendency to hassle hiring managers like me. They forget that hiring is not our day job, and we have many other responsibilities.
Put simply, bad recruiters are impatient.
Recruitment is based on trust, and if I lose trust in a recruiter I will also disengage with them. They need to build a relationship with hiring managers in order to build trust.
Bad recruiters offer cheep swag as gifts to hiring managers on LinkedIn or other avenues. Don’t do that with senior people: it’s cheesy and will work against you.
The good recruiters I have worked with value my time, because they know my time can make them money via recruitment fees.
They know how to hustle, not hassle.
When I speak with a good recruiter in my city, I come away from that conversation smarter. They share industry intel.
Finally, a good recruiter will not BS me, and they understand that their reputation is on the line each and every time they put forward a candidate.


Notes and subscription links: https://techleader.pro/a/589-Tech-Leader-Pro-podcast-22,-On-dealing-with-recruiters

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