JobSync

Should you recruit a recruiter?

August 15, 2001

Many jobseekers often assume that establishing a direct connection with a recruiter will automatically lead them to high-quality, well-matched positions that aren’t necessarily advertised. However, the true picture is a little more complicated. Not only do recruiters have a tendency to work best with stable candidates whose careers have followed a standard trajectory, recruiters are often flooded with so many candidates that it is difficult for them to develop a solid grasp of a candidate’s personality.

Companies rely on recruiters to identify candidates who are known quantities and exhibit professional trajectories that allow companies to gauge how they will fit in if they are hired. Let’s face it: Hiring a candidate poses a lot of unknowns to companies, and it is the job of recruiters to remove as much of a candidate’s uncertainties as possible when presenting them to a hiring manager. Not only is a candidate’s pattern of career growth and achievement important, but so are the candidate’s education, experience, location, salary requirements, and personality. With many jobseekers currently looking for positions, hiring managers feel they have the luxury of being selective now more than ever. Which means that recruiters have to work harder to sell a specific candidate they feel might be a good match to a hiring manager. Which means jobseekers have to work harder to sell themselves to recruiters.

But who has the time let alone the accurate instincts to move this process along efficiently and effectively?

JobSync is designed to take the time, energy, and mystery out of recruiting for both jobseekers and hiring managers. By matching candidates and companies based on a thorough review of their compatibility, JobSync makes the process smoother, quicker, and more productive than ever.

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