10 Ways to Make Recruiters Love You (part 4)

Welcome to December! You may notice that our background has changed to reflect the season of the year – although since it is in the 70’s right now, it surely doesn’t feel like we are headed for winter. Today is the day that we continue our coverage of "10 Ways to Make Recruiters Love You." This week I’ll be covering part four that should be followed by candidates in order to get the respect and create a professional working relationship with recruiters; “consideration.”

Consideration – All interested candidates, will work with the recruiter based upon their ability and aptitude, and that consideration should be free from racism, sexism, and other forms of prejudice and intolerance.

In my post of part four of the Candidate Bill of Rights I explain that ‘consideration’ is a euphemistic term for discrimination. It is covered in ItzBig Blog’s Candidate Bill of Rights series but I think I covered it from a standpoint of the difference between legal discrimination in hiring and illegal discrimination in hiring. Legal ‘discrimination’ is the act of choosing the best candidate based upon their backgrounds, judging one against the other. I assume that you all know what illegal discrimination is.

So how does ‘consideration‘ come into play in the other direction – in the relationship of candidate toward recruiter, company, and hiring authority?

Well it’s pretty simple, when you think about it. Recruiters and hiring authorities are people too. They come from all walks of life, economic and social backgrounds, from different countries, with different religious believes and different ethnic roots. They deserve to be treated with respect regardless of how their backgrounds differ from that of the candidate. If fact, this is a case where you can apply a very simple but old rule, the Golden Rule – "Do unto others as you would have them do unto you." Treat recruiters, hiring officials, and anyone from companies that you have contact like you would want to be treated. If you don’t, I can guarantee that you won’t get the job.

1) Confidentiality – Recruiters are entitled to have confidentiality and security of the information shared with prospective candidates regarding the companies with whom the recruiter is working and the positions which he is trying to fill. Any sharing of information with colleagues or co-workers should only be done with express prior permission of the recruiter. (read the entire post here)

2) Credibility – Candidates that apply for positions or express interest in a position during recruitment will do so and substantiate that he or she is willing to accept a new position based upon the criteria that is outlined to the recruiter. This means that a candidate is ready, willing, and able to commit to a job change for an acceptable offer. (read the entire post here)

3) Accuracy – The resume and all other documents presented to the recruiter accurately depicts the experience, work history, and accomplishments of the candidate. All items will be a true representations of fact. (read the entire post here)

4) Consideration – (today’s post)
5) Consistency
6) Follow-Up
7) Preparation
8) Respect
9) Communication
10) Information