Common Red Flags Recruiters Watch Out For

Recruiters work for the organizations doing the hiring. They don’t work for you. They may be corporate recruiters employed directly by the company, or they may be third party recruiters who have been contracted out by one or more companies. Either way, they know where their paycheck comes from—not you.

That doesn’t mean you aren’t a priority. In fact, their pay depends on placing you successfully with the right employer. But it does mean that you should demonstrate the highest level of professionalism possible when interacting with recruiters. Their impression of you matters a whole lot.

So, here are some red flags that can scare recruiters away from recommending you for a new hire:

You’re too personal or informal in your communications.

Whether you’re emailing, talking on the phone, or doing an interview in person, practice the same level of formality with a recruiter as you would with a prospective employer. Use business etiquette in addressing and signing emails, refer to the recruiter by name, and always be polite.

Do not wax on about the party you hosted over the weekend or your frustrations as a parent. Even if you connect with the recruiter and can easily relate to them, do not over share personal information. It’s fine to mention a hobby you like, but you mainly want to discuss business.

Always send personalized thank you emails to recruiters after any substantial correspondence. This demonstrates that you have good people skills and will know how to follow through with future clients.

You’re overbearing, demanding, or aggressive.

One very quick way to piss off a recruiter is by pestering them to the point of stalking. Consider that most recruiters have scores of other clients and dozens of hiring managers to touch base with in a given week. The best approach here is to ask your recruiter, politely and up front, how often you can expect to be in touch with them. If they don’t stick to what they promised, then it’s okay to politely write one email inquiring for an update.

It’s not going to help your case to make unreasonable or nonnegotiable demands right of the bat. Offer a salary range when asked, but don’t say something like, “If I don’t get an offer over $100,000, this is a waste of my time.” And, don’t ask for perks like an office with a view before you’re offered a position.

If you don’t get an interview or you don’t get hired, it’s damned disappointing. But it isn’t the fault of your recruiter. Directing your anger towards them will only make them extremely hesitant to reach out about future opportunities.

You didn’t do your research.

When a recruiter recommends you to an employer, they want to know that you’re prepared to make a great impression. Why? This reflects on their ability to do their own job well. Good recruiters will therefore ask you questions to see if you’ve done your homework when it comes to particular positions and companies. You’re likely to come off as lazy or uncaring if you don’t do your research ahead of time.

You should be able to talk confidently about where you want to work and what specific roles you can fill there. If you’re working with a corporate recruiter, don’t send them a general application for any available opening that company may have. Determine the positions for which you are most qualified, and explain why you fit those positions in your cover letter.

You’ve had too many jobs in too short of a time.

Nowadays it is not uncommon for people to move through several jobs over the years. But if you’re in your early-to-late twenties and you’ve already had six or more jobs, a few of which didn’t last for over a year…well, that’s a definite red flag. The same is true if you’re more experienced but you’ve gone through a recent bout of repeated job loss or a downward trajectory in terms of position level.

Of course, there’s nothing you can do to change this if it’s already happened. What you can do is make sure you have a strong explanation of why things happened that focuses on the positive and emphasizes what you’re working to accomplish moving forward. Such an explanation should be clearly communicated in your first substantial interactions with a recruiter and in your cover letter.

A Poorly Crafted Resume

Your resume needs to be sharp and polished before it gets into any recruiter’s hands. Just like a hiring manager, a recruiter will quickly scan your resume to determine your qualifications and fit for a position.

The best resume will present a strong picture of who you are, what you’ve achieved, and why you’re the best candidate for the job. Work experience should be front and center, while skills and abilities should be emphasized over job duties. Most importantly, make sure your resume demonstrates what you have achieved so far in your career (or education if you’re just starting out). Check out “How to Write the Perfect Resume” for more tips.

Bottom line, treat recruiters the same exact way you would treat prospective employers. Their livelihood depends on finding the best candidates for new hires. So, what they think of you as a professional matters just as much as what a hiring manager thinks.