Dave Fecak

About Dave Fecak

Dave Fecak has been recruiting software engineers for start-ups since 1998 and he has served as the founder and president of the Philadelphia Area Java Users’ Group since 2000. Dave is often cited and published on career topics for technology professionals, and he blogs at JobTipsForGeeks.com.

So You Want to Use a Recruiter Part III – Warnings

This is the final installment in a three-part series to inform job seekers about working with a recruiter. Part I was “Recruit Your Recruiter” and Part II was “Establishing Boundaries” 

In Part II, I alluded to systemic conditions inherent to contingency recruiting that can incentivize bad behavior. Before proceeding with warnings about recruiters, let’s provide some context as to why some recruiters behave the way they do.

Agency recruiters (AKA “headhunters”) that conduct contingency searches account for most of the recruiting market and are subsequently the favorite target of recruiter criticism. These are recruiters that represent multiple hiring firms that pay the recruiter a fee ranging anywhere from 15-30% of the new employee’s salary. This seems a great deal for the recruiter, but the downside of contingency recruiting is that the recruiter may spend substantial time on a search yet earn no money if they do not make the placement.

Contingency recruiters absorb 100% of the “risk” for their searches by default, unlike retained recruiters who take no risk. Hiring companies can establish relationships with ten or twenty contingency firms to perform a search, with each agency helping expand the company’s name and employer brand, yet only one (and sometimes none) is compensated. When we combine large fees with a highly competitive, time-sensitive demand-driven market, the actors in that market are incentivized to take shortcuts.

Please don’t confuse these revelations as excuses for bad behavior. Recruiters who either do not understand or choose to ignore industry ethics make it much more difficult for those who do follow the rules. I provide these warnings to expose problems in a secretive industry, with hopes that sunlight will serve as disinfectant.

recruiterwarning-copy

All recruiters won’t act this way. Many will. Keep these things in mind when interacting with your recruiter.

Your recruiter may send your résumé places without your knowledge – To maximize the chances of getting a fee or to utilize your desirable background as bait to sign a prospective client, recruiters may shop you around without your consent. This only tends to cause issues when the recruiter sends your résumé somewhere that you are already interviewing.
REMEDY: Insist that your recruiter only submits you with prior consent (in writing if that makes you feel more comfortable).

Your recruiter may attempt to get you as many interviews as possible, with little consideration for fit – This sounds like a positive until you have burned all your vacation days and realize that over 50% of your interviews were a complete waste of time. This is the “throw it against the wall and see what sticks” mentality loathed by both candidates and employers.
REMEDY: Perform due diligence and vet jobs before agreeing to interviews.

If you reject a job offer, the recruiter may take questionable actions to get you to reconsider – No one can fault a recruiter for wanting to promote their client when a candidate is on the fence. That is part of the recruiter’s job. Recruiters cross the line when they knowingly provide false details about a job to allay a candidate’s fears. A recruiter may call a candidate’s home when the recruiter knows the candidate isn’t there in an attempt to speak to and get support from a spouse or significant other. The higher the potential fee, the more likely you are to see these tactics.
REMEDY: If you have questions about an offer that don’t have simple answers, such as inquiries about career path or bonus expectation, get answers directly from the company representatives. When your decision is final, make that fact clear to your recruiter.

If you accept a counteroffer, the recruiter will attempt to scare you - Counteroffers are the bane of the recruiter’s existence. Just as the recruiter starts counting their money, it’s swiped at the last possible moment – and just because the candidate changed their mind. Recruiting is a unique sales job, in that the hire can refuse the deal after all involved parties (employer, new employee, broker) have agreed to terms. Sales jobs in other industries don’t have that issue.

When a counteroffer is accepted, expect some form of “recruiter terrorism“. In my opinion, this is perhaps the most shameful recruiter behavior. Recruiters have been known to tell candidates that their career is over, they will be out of a job in a few months, and that the decision will haunt them for many years to come. All of those things may be true in some isolated instances, but plenty of people have accepted counteroffers without ill effects. I’ve written about this before, as it’s important to understand the difference between the actual dangers of counteroffer acceptance and the recruiter’s biased perspective.
REMEDY: Consider any counteroffer situation carefully and do your own research on the realities of counteroffer, while keeping in mind the source of any content you read.

You will be asked for referrals, perhaps in creative ways – Recruiters are trained to ask everyone for referrals. This was much more important before the advent of LinkedIn and social media, when names were much more difficult to come by. Candidates may expect that recruiters will ask “Who is the best Python developer you know?”, but they may feel less threatened by a recruiter asking “Who is the worst Python developer you know?”.  Again, we shouldn’t blame recruiters for trying to expand their network, but if the recruiter continues to ask for names without providing any value it’s clearly not a balanced relationship.
REMEDY: Give referrals (if any) that you are comfortable providing, and tell the recruiter that you’ll keep them in mind if any of your associates are looking for work in the future. Whether you act on that is up to you.

If you list references they will be called (and perhaps recruited) – When a candidate lists references on a résumé, it’s an open invitation to recruit those people as well. If your references discover that you leaked their contact information indiscriminately to a slew of recruiters and that act resulted in their full inbox, don’t expect them to volunteer to serve as references in the future.
REMEDY: Never list references on your résumé. Only provide references when necessary, and ask the references what contact information they would like presented to the recruiter.

You will receive continuous recruiter contact for years to come, usually more often than you’d like - Once your information is out there, you can’t erase it. Don’t provide permanent contact details unless you are willing to field inquiries for the rest of your career.
REMEDY: Use throwaway email addresses and set guidelines on future contact.

Recruiters get paid when you take a job through them, regardless of whether it’s the best job choice for you – This is a simple fact that most candidates probably aren’t conscious of during the job search. There are three potential outcomes – you accept a job through the recruiter, you accept a job without using the recruiter, or you stay put. Only the first outcome results in a fee, so the recruiter has financial incentive first to convince you to leave and then to only consider their jobs.

What type of behavior does this lead to? Recruiters may ask you where you are interviewing, where you have applied, and what other recruiters you are using. Some may refuse to work with you if you fail to provide this information. They may provide some explanation as to why this information is vital for them to know, but the reason is only the desire to know who they are competing against and to have some amount of control. The more detail you provide, the more ammunition the recruiter has to make a case for their client.
REMEDY: Always consider a recruiter’s advice, but also consider their incentives. Provide information to recruiters on a need to know basis and only provide what will help them get you a job. Specifics about any other job search activity are private unless you choose to make it known.

Recruiters have almost no incentive to provide feedback – Many job seekers wonder why agency recruiters often don’t provide feedback after a failed interview. Of my 60+ articles on Job Tips For Geeks the most popular (based on traffic coming from search engines) is “Why The Recruiter Didn’t Call You Back“, so it’s clear to me that this is a bothersome trend. Once it becomes clear that you will not result in a fee, your value to the recruiter is primarily limited to the possibility of a future placement or a source for referrals.

Interview feedback is valuable to candidates, and job seekers that commit to interviews deserve some explanation as to why they were not selected for hire.
REMEDY: Set the expectation with the recruiter that you will be interested in client feedback, and ask for specific feedback after interviews are complete.

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