This is the hardest job i have had in my life and i am so sick of disappointing people and having them tell me anyone can do my job.
I recently posted a piece asking a not so rhetorical question about whether recruiters have an image problem. You can read that here. We received several comments in response to the piece, many of them along the lines of good recruiters getting tired of dealing with the fallout from the unethical behavior of a few bad recruiters.
Also in response to that piece, I received an email from a reader at an agency in Michigan. He is worn down from the constant criticism he seems to be getting at his staffing job. Anyway, I thought I would share it with you.
I have been a recruiter/staffing specialist for the past 5 years… yes, there is a high turnover rate and bad things happen to good people and I’m not saying everyone is treated fairly every time they deal with an agency — but, please do not make the assumption it is a job anyone could do, something that I hear all the time — the reason you see the turnover is because we are getting burned out — this is the hardest job i have had in my life… and i have a good resume.
Every day i am disappointing someone, either a client because i did not find them the “perfect match”, a candidate because i didn’t find them a job, my boss because i didn’t call enough customers looking for feedback or leads, … my job entails, reports, interviews, sales calls, admin work up the wazoo, documentation, resume review, payroll processing and issues, HR issues, because after all if someone’s unhappy they are my candidate.
Every day i am disappointing someone
Many applicants come to us thinking that the agency’s job is to find them a job…let’s face it, they’re not making money off of you, they’re getting money from the company they’re doing the hiring for. The agency’s job is to find the best, most qualified person for whatever open order they get.
i feel bad for the people coming in because honestly — many of them don’t have a stable work history and not enough qualifications and training –and they spend two long hours filling out paperwork and taking tests and are very hopeful that the staffing company is going to work hard at finding them a job.
We get calls everyday from people asking how the job search is going on our end…some people call everyday of the week asking if there’s something available…even when i know there is something available or if i know that they’re listed as a “do not use,” i just simply tell them that we don’t having anything available but that i can put them on our available list, because it’s my job to do so…i can’t tell them to not call us anymore because we’re not going to find them a job…EVER.
anyway, the point i’m trying to make is we do have orders, but maybe only a few a week — and i’ve got a database of at least 100 people looking and i’m getting at least a dozen resumes a day… so yeah, that is how many people i’m disappointing each day when i don’t find them a job.
More fun than a barrel of monkeys? A picnic in the park? A laugh a minute? Hardly any of those things. But is this an accurate portrayal? Does this sound like your job? Some days? Every day? Never? Commiserate – and then comment.
{ 20 comments… read them below or add one }
I hate to hear that the writer of the email is not having the difficult conversation with his employee in regards to the “no not use” status. If something so serious has been done that you have in effect terminated the employee then why would you not have the common respect / courtesy to let them know what they did wrong and they are no longer eligible for rehire? It will eliminate frustration on the employee’s end from thinking that you are assisting him/her with their job search and it will eliminate the slimy feeling of lying to an employee. I understand that you are possibly trying to avoid liability issues but if you shouldn’t be marking someone as a “DNU” without full confidence that it’s the right move..
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Staffing is all about strategizing. Finding the right person, the right fit for the job. The right fit for that particular customer. Some employees work better with some superintendents and not with others. They could be a good worker with “Bob” and then “Steve” says don’t send that guy back. We have to put them in somewhat “limbo” because everyday is completely different and you may need that person again. If someone were to get kicked off a job for blaten disregard for his job or the safety of others and or multiple reports of poor work ethic then, yes we would give them the “common courtesy or respect” of letting them know they are no longer eligible for work. I am totally offended by the “slimy feeling of lying to an employee” statement. This coming from someone that obviously has not done this job. This is the exact point the emailer is trying to make. We are NOT here to play with peoples lives or emotions. We are trying to find this person work so that they may live and possible better their situation.
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A Payne, did you even read the article?
“We get calls everyday from people asking how the job search is going on our end…some people call everyday of the week asking if there’s something available…even when i know there is something available or if i know that they’re listed as a “do not use,” i just simply tell them that we don’t having anything available but that i can put them on our available list, because it’s my job to do so…i can’t tell them to not call us anymore because we’re not going to find them a job…EVER.”
First off, I’ve been in the staffing industry in a management capacity for over 15 years. As my moniker suggest, I’ve been with some of the major players in the game, so don’t try and say that I’ve never done the job. Please increase your reading comprehension level because the emailer is clearly lamenting the fact that he/she has to lie to employees that have been marked as a DNU but hasn’t been told they’ve been fired. It’s not only unethical but against employment law in most states as well..
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Hi David,
I am not a recruiter but I thank you for sharing that article. I felt like this could be happening to me. I kept calling different recruiters and they would tell me they did not have anything for me. I have finally realized I might not ever get a job from a recruiter again. I have a Bachelor degree in Business Administration and I have over 20+ years in Accounts Receivable. I know that I have good skills but I am over 50 years old. Because I am over 50, I feel I don’t qualify with today’s workforce. I am not getting the job because of my age and that is so wrong because my age should not be a key factor in my abilities to perform on a job. Anyway, thank you this article.
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Linda – here is the reality: staffing companies (and I own one) are in business to make money, not help people find jobs. Sorry, but its true. If they tell you something different, they are lying or clearly do not understand what their owner(s) need them to do. Local Government agencies might be able to help you find a job.
As for being over 50, its a cop out (and against the law for anyone to discriminate against you). Your 20+ years of work experience is invaluable. Ensure your resume is top notch and a real attention grabber, get out there, network and you will find something (and maybe a staffing company can make a buck along the way) – win/win.
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Linda – I agree with Mike; and not because I got my start in the industry at his company over 13 years ago!
I have had customers that try to slip in age restrictions in the job orders (to which we reply ‘we’ll find you the best candidates, but it’s illegal to consider age’), but 90% of the time, it’s the reverse of what you’re expecting: They don’t want anyone under 30. They look for the stability, experience and maturity a candidate over 30 brings.
Most “Do Not Use” candidates have either been on an assignment and had issues or did something during the interview/screening process that raised a huge red flag (I’ve personally seen: talking to self angrily, unprofessional behavior, talking about past employers in a slanderous manner, etc.).
As InTheMajors stated, there are ways to let the candidate know that my agency may not be the best fit and to look elsewhere. I personally tell them as close to the truth as I can get without risking litigation. “The clients I’m currently working with have an expectation of ‘XYZ’, and as that doesn’t describe you, there is little chance I’ll be able to assist. You may want to reach out to (insert local job development organization here).”
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Well said Mike
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It sounds like Michigan is burned out. Staffing is a very hard job and the demands on you change day to day, sometimes hour to hour. The key is to find a company that has a good internal support network. The company I work for decided early on not to have “360 degree” desks. We have a business development team and a recruitment team. One looks after the finding the business, the other keeping the business. At any time we will pitch in to to help each other. I’m well suited to my business development role, but I doubt that I would have lasted more than a couple of years working the “temp desk”. Good luck to you Michigan if you choose to stay in the industry. I can guarantee that it is one job that you will have that is always full of challenges and will never be boring.
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Hi Kimberley, that sounds like a great plan. I think that recruiters are usually not the best salespeople because they are different. Recruiters are very customer service driven. They love to make people happy. Salespeople are better at looking out for the company. They love to turn a profit.
Many times those two mindsets can’t be found in the same person. When companies try to force customer service-type people into sales-type roles those employees not only suck at their job, but they hate it too.
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We have had the conversation several times here at Staffing Talk about just what a job candidate is owed by a staffing agency or recruiter in terms of honest feedback and status reports.
InTheMajors, your point is well taken and I totally agree with you. If someone is no longer being considered for employment, be it temporary or any other type, why can’t they be told?
When I have raised that issue before, others have responded with the legal/liability card. I get that we live in a litigious society, and no one wants to be sued, but as you say, there still has to be room in there somewhere for common courtesy.
Wouldn’t most people actually rather be leveled with, even if it’s something you don’t want to hear, than constantly living in limbo, wondering if another phone call or email is worth your time…and that of the agency?
Thanks for your comment.
Linda, I feel for you. I hear it from both sides, job seekers and recruiters, that it is a very challenging environment. Still. And yes, people of a certain age may have it even tougher than most.
Staffing Talk isn’t meant to be a job seeker’s site, as we figure there are plenty of other places to get networking and interviewing tips.
But let me pass on an observation and anecdote from a staffing fair I attended. There was a panel Q & A. A gentleman whose age I would put at about 55 or so, loudly pronounced to the assembled panel of staffing and recruiting agency owners that he was an ongoing victim of age discrimination.
He was a middle level manager type who has been long ago downsized out of a job, and he listed all the places he has interviewed since, and been presumably turned away at, exclusively because of his age.
Of course I can’t prove that claim, or disprove that claim. I can tell you however, this man had a very disheveled appearance. He had a very wounded look on his face, like a dog who has been abused by their owner all their life. And he was very anxious to lay the blame for his unemployment somewhere else, anywhere else, but at his own feet.
He had no energy, no sparkle, and gave off no signals or indications that if he were to be hired, he would be a creative, innovative, engaged, productive member of the workforce. So my guess is it is more of a case of him not being hired for who he is, and how he comes off, than how old he actually is.
In a local business paper I just saw an article about the founder of a large 450-person law firm in downtown Minneapolis. The guy is 90, and still working, and finding a way to contribute. And by the way, he looks about 25 years younger than his true age. So it is possible to remain relevant even if so many things have changed.
Linda, you say you have good skills, but then in the next sentence say those skills don’t qualify you for today’s work force. As you have found out, it doesn’t take just good skills, it takes relevant skills, to get – and keep – good jobs.
So if there are new ways of working in accounts receivable, and some of those ways have passed you by, be they computer or software related or something else, there are plenty of low cost refresher courses available at government job centers, community centers and local community colleges.
I would encourage you to continually engage, think of ways to reinvent yourself and evolve, and make sure your skills are both current – and good. And good luck!
David you are completely right. Also, for those scared if litigation… If you really have a valid reason for marking someone a DNU or terminating them and you have the proper documentation then you shouldn’t be worried. What I’ve found is that recruiters / managers with poor training or that are in the habit of making emotional, knee jerk reactions and marking someone a DNU is what often happens and is the true reason for being scared of litigation. Most major staffing companies have pretty strict guidelines as to marking someone a DNU or require you to talk to an HR / Employee Relations person prior to making the decision if only to play devil’s advocate and make you rethink your decision. They also require detailed documentation in their employee file in case a claim arises and ti fight unemployment claims. If you’re following the correct steps you shouldn’t be that scared of litigation.
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yes I am a recruiter, have been in the industry for over 12 years and just about everything that was said in this article is dead on, a recruiters job is NOT an 8 hr a day go home until the next day job, we do have a conscious, and we do not leave our work at the office. A Recruiter is the epitome of multi-tasking. It is a horrible -horrible thing to listen to one job seekers story after another about their job search and continually being turned down, ignored, or disrespected. I think our society is not educated on the current market status and if they were , the job seekers would have a better understanding of how to market themselves, in a current world of low pay, and no benefits, people have become complacent, the employers complain about the work ethic, and attitude of workers, but the way I see it, this is a two way street, if you treat people with dignity and respect you will get it in return. If a person is not qualified because of their background issues, tell them, they should have already signed a release anyway. If the person is not qualified because of not having the right skills for the job, tell them, they need to know where to focus their efforts. For me, the most difficult and unacceptable approach is telling someone they aren’t getting the job because of their age, demeanor, or appearance, but we as recruiters cannot do that due to HR laws, although we should be able to coach people on those things without liability. If these people would just wake up, take a good look in the mirror, and know that you can’t sit in an interview dropping expletives, while wearing sweatpants, looking like a shower was to long ago, and talking about way too personal issues, it could change their candidacy a bit. But we live in a world of entitlements where our gov’t gives hand -outs and it makes it easy for people to sit back, live on less, sleep in, stay at home, not pay taxes, and wonder why they cant find work.
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Hi David,
I used to let this industry get the best of me for years and your letter sounds pretty much how things used to be in my experience. However, once I made a conscious decision to make my professional life in the staffing industry about helping people (changing lives) and not just finding them a job, I started to become a valuable resource to job seekers, customers and my company.
What we do isn’t simply a function of business. Granted, much of our success is dependent on how well we function within our role but there is an alternative.
There is much more to an individuals success in life than just finding a job. Don’t get me wrong, a job is nearly the only way to survive in this country but many times that all elusive job lies deeply within that applicants own personal reality.
Many times it is our responsibility to these applicants, employees & customers to be open, honest and consultative in the way we address their needs. We may not be their job solution but we can definitely be their career consultant and offer them the guidance they need to succeed elsewhere.
We will never be all things to all people but if we can offer something to everyone along the way, it would have to be an honest and informative reality check with some solid consultation as how to grow and eventually find their success.
I’ve found that this leaves me with no feelings of burn out. I don’t bring any negative work vibe home. I enjoy all my relationships more. It’s simple really, I am an honest person and if I have to manipulate who I am to accomplish my job – I’m in the wrong field or working for the wrong company. There is no substitute to being open and honest with people as long as your intent is to help them succeed. It may take more personal growth and effort to get there but in the end it is absolutely worth it.
Good luck David, I hope you find a renewed passion for what you do in this industry. I don’t think there is a better job in our economy but it’s up to us to prove that.
Blessed,
RJB
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Rod,
I also try to be of assistance to each of the candidates I come in contact with, but honestly, for much less altruistic reasons.
I keep a copies of a list of the local job development agencies (EDD, County, etc.) at my desk. This makes the “I can’t help you” talk so much easier, because they aren’t leaving without some direction; hope.
As professionals, we can critique a resume and give feedback on how to be more marketable in the same conversation as we let them know we don’t have any clients in need of their particular skills, or we can pretend to have a need, waste everyone’s time with an interview, numerous follow up calls, etc. The conversation is inevitable, the timing is up to us.
I also believe that this pays off. That mediocre candidate may have a highly skilled friend or relative that would be perfect for one of my clients. They may have been sent by a client. Boosting the reputation of your company never hurts.
It’s good to hear from others who love this industry as well.
Cheers.
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When I describe my job, I make it clear that I find people to fill jobs. I don’t find jobs for people. It is important to make that distinction.
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I am an Agency Recruiter, in staffing since ’95, the last six years focused on Recruiting: A note first regarding Mike and Linda’s exchange … Mike is absolutely right with regard to one using their age to complain that they cannot find a job. It is a cop out! Linda you need to get out there, connect with people … I go to 2 to 3 networking events or Meetups (even with groups who are not tied directly to what I do) every week to meet new people and make new connections learn how to connect utilizing some of the newer technologies and Social Media and Social Networking platforms. It is NOT always easy finding a new opportunity in today’s marketplace, but you know that old saw about insanity … expecting a different result when one keeps doing the same thing that is not working … you have to take a look at yourself and figure out what you might have to do to meet people and present yourself in a different light rather than depending upon the way you saw yourself during those twenty years of work experience … that experience IS invaluable … you might have to present it and yourself differently. BTW, I too am older than 50 and I lost several positions over two years when staffing companies I worked for closed after the attacks of 9/11. I first moved into a different business and then eventually found my way back into staffing. I never stopped connecting and I learned to work with a whole bunch of new technologies and strategies. And I continue to learn and connect today to do my job and keep myself prepared for anything in the future.
Regarding the post above and being “sick of disappointing people and having them tell me anyone can do my job” … perhaps it is time for that recruiter to think about working in a different industry. It is not the recruiters job to NOT DISAPPOINT candidates.
When I work with a qualified candidate I do my absolute best to get them ready for the interview process, etc. Most of the time candidates will work with me and learn from me (I also provide them with a bunch of tools aimed at interviewing skills, etc. ) but there is a certain segment of job seekers who refuse to take any coaching because they “been to this rodeo before” and don’t need coaching. Candidates never go away empty handed after working with me because they will be prepared in the future even if this particular opportunity did not work out as they hoped.
I do what I can to help prepare a qualified candidate and work with the client before, during and after the process to place my candidates in the best possible position, but neither a recruiter nor the candidate can completely control an interview process … there are many reasons someone might not be hired but it will never be because a candidate I worked with was unprepared. Sometimes the match simply is not there (not unlike dating). A candidate may indeed be disappointed if things don’t turn out like they hoped, but I don’t feel like I am the one who disappointed the candidate.
The recruiter referred to in the post above is not doing those candidates any favors by stringing them along. Sometimes it is better to have the heart to heart chat with a candidate to be clear why they are not finding a position … they may be looking in the wrong places or have a terrible resume or simply not have the skills / experience for the positions they think they want. Sometimes it is more valuable to give the candidate a polite dope slap to help point them in the right direction.
Recruiting is a hard, hard job. I have seasoned candidates call me about once a month or so and tell me they want to become a recruiter and I usually counsel them against it. There are those out there who think that it is easy and that anyone can do my job. They’re simply wrong.
I don’t think most recruiters think they have all of the answers but I think most are willing to spend a little time counseling or mentoring candidates or referring them elsewhere even when they don’t have a position that is a fit.
Like Mike said … “staffing companies (and I own one) are in business to make money, not help people find jobs.”
Part of that means that the hiring company is our client, not the candidate and our job is to find candidates that meet the job requirements and cultural fit of the client.
Again, it sucks if that recruiter feels that way but maybe in they are in the wrong line of work.
“More fun than a barrel of monkeys? A picnic in the park? A laugh a minute?” Sometimes, but usually interspersed with hard donkey work and often times with disappointments of our own. Some days a bit of dog food, some days cake and pie.
But I love what I do!!
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Very well said David!
I very often hear myself telling various frustrated candidates who angrily accuse us of not “doing our jobs” ~ that our job is not to find them work but to find our clients the best candidate for their open job. Mike is 100% correct, we are all in this to make a living. I have no problem telling a candidate I won’t work them and why…it is not fair to waste their time, the clients and most of all mine. This is not an easy job for sure, you need to be resilient enough to withstand the “lows” and optimistic and confident enough to know the “highs” will come again. Our sale is unique on the direct hire side, in that we have 2 closes for every sale…the company on the candidate and then candidate on the company/job. Both sides have real feelings, wants and desires that come along with it. I also hear the “age issue” all the time and usually it is exactly as David has discribed… bad attitude, bitter and vocal about it, always stressing what they do not have instead of what they do have, and generally not being prepared for the interview. Most of my candidates who present on the “north side of 50…LOL” are forgetting to market themselves with key selling points…such as established skill set, experience, loyalty and most likely as someone who will give the company 110% each day and not be jumping ship in 2 years as they “climb the ladder”.
It is all in how you present your value.
Everytime I place someone in a new position, the thrill I get is the same as the first deal I closed 25 yrs ago! If you don’t feel energized by the work you do…you may need to rethink your career path…
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Michigan, the problem with temp staffing is that people without any skills, or worse, poor life skills, simply can’t be placed. There is no point to it from a business perspective.
In this case, you’re being asked to be a middleman/woman, not clearly explaining why to the applicant in fear of hurting them or inviting a law suit. I dislike hurting people and I’m not a fan of lawsuits. Good people can’t help but bring this home with them, elevating stress in both their professional and personal lives.
If you enjoy the rest of the work, and it can be fun with time flying, get into a niche where exact skills are required. You’ll never have to feel like you’re being dishonest. You can also refer these people to other agencies that you know are involved in very low skill industries, where perhaps even general life skills are not so necessary. At least your conscience would be clear and maybe they will get placed.
Finally, you simply can’t help everyone. But continue to be respectful at all times.
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I explain to candidates, if not during the phone screen definitely during the interview, that my agency has been contracted by our clients to assist them in filling their open positions, and that we are, in essence; an extension of their Human Resources departments.
And then I act accordingly.
Yes, Staffing is hard. There are many disappointments both from the candidates and the clients. Yes, the managers/owners/stockholders expect results. Yes, we may be asked to step out of the box and deal with less than ideal orders, candidates, clients, co-workers, managers, etc.
If I am unable to balance that with the rewards I get from the job/industry/career, then I am doing myself and my company a disservice by not moving on.
I have found that balance, and in doing so, I have found a successful career.
Despite the hard conversations about qualifications, last minute orders, indecisive hiring mangers, no shows, crazy stories and long hours, I love this industry. The challenge, the pace, the diversity, the responsibility… and it doesn’t hurt to get that commission/bonus check that shows how my contribution has benefited the company!
The Staffing Industry is not for everyone. It takes hard work, thick skin, tact, judgement, initiative, endurance, knowledge, enthusiasm and a sense of humor; sometimes all in the same day. I think the same could be said for many industries: Not everyone can handle the blood of being an EMT, the repetition of Data Entry, the pressure of Teaching or the emotional roller coaster of being a business owner.
For some, it’s a job ‘for now’. For others, it’s hard to imagine anything else.
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The comments of our weary recruiter obviously struck a responsive chord with many of you. It has been exciting to not only have so many comment on the original post, but to make comments about each other’s comments, sharing, adding, affirming, almost in real time at times. It feels like I am standing in the hallway of an office, or outside a meeting room at a staffing conference, just listening to some great conversation(s).
One of the big takeaways for me has been getting a sense of the genuine love, respect and affection you have for this industry, despite the many difficulties and challenges that come with it. That has been a real revelation.
So thank you all for your comments, including the job hunting tips for Linda. I look forward to hearing from more of you.