Why I will Never Work with a Recruiter Again

Recruiters are people who help organizations and businesses to build your team. Their job includes: analyzing a candidate’s experience and qualifications, placing them in available employment positions that meet their qualifications and negotiating their salaries. The hiring employers eventually pay the recruiters. While there are good and reliable recruiters, some candidates and employers have reported horrifying experiences in the hands of recruiters as we shall see later in this article.

Why Recruiters have a Bad Reputation

Often, bad experiences with recruiters prevent good recruiters from connecting with excellent candidates. Many job seekers are desperately looking for jobs and the last thing they want is to work with a person who is focused on gaining from the process. Job seekers are interested in working with reliable persons who are committed to helping them accomplish their long term career growth.

Bad experiences can scare candidates away and discourage them from wanting to associate with any recruiter ever again. A story is told of this recruiter who worked with numerous job seekers, who expressed nervousness before they could finally develop a trustworthy relationship.


Some of them had been burned by recruiters in previous encounters and were afraid of trusting any other recruiter. These cases are specifically common in some areas where the job market is growing steadily. It’s worth noting that the number of job seekers is increasing and choosing the ideal candidate for your organization can be an arduous task. This explains why many companies choose to utilize the services of recruiters in a bid to find the ideal candidate.

With the demand for qualified and experienced candidates on the increase, the number of recruiting agencies is also on the increase. However, some agencies are lazy and don’t conduct a comprehensive evaluation on the candidates, neither do they develop a relationship with them they are only interested in connecting the clients and candidates in the quickest possible procedure. This is also known as the churn and burn mindset. Here are examples of unreliable recruiters in the industry.

Dishonest Recruiters


Dishonest recruiters over promise albeit knowing well they have no capacity to meet their client’s requirements. Often, they are only interested in filling job orders as quickly as they can in a bid to make more money. Such acts can frustrate clients especially when they can’t get what they bargained for.

Rather than being frank with their clients, a dishonest recruiter will accept a customer’s job order even when they aren’t in a position to meet their expectations. A reliable recruiter will be frank enough to communicate with their clients, and let them know when their expectations are beyond their capability. Whether they are working with employers or job seekers, being honest not only enhances their reputation, but it also saves their clients from unnecessary frustration.

Myopic Recruiters

Myopic or short-sighted recruiters will want to do all it takes to deliver immediate results. They hardly care about what tomorrow holds and may not realize how much their actions can dent their reputation and hurt their clients in the future. They can go to the extent of hiring an unqualified candidate.

Employers are interested in hiring candidates who can be valuable to the company. It’s worth noting that long term employees add value to organizations. Candidates collaborate with recruiters in a bid to establish career growth opportunities which they wouldn’t on their own. A recruiter who’s in a hurry to connect unqualified employers and candidates are engulfed in shortsightedness. They have little understanding of their candidates and client’s goals and values. Often, they are only interested in accomplishing their own objectives. Have you ever been burned by this kind of unreliable recruiters?

If you have, you need to beware that not all recruiters are bad. Some of them are committed to walk the entire job seeking journey with you and offer support after you’ve landed the job. Dealing with a bad recruiter can be frustrating not only to potential employers and job seekers, but it can also have a bad impact on the tech recruiting industry in general.

One thing that’s certain is: excellent careers are framed on relationships and recruiters who have a reputation of being myopic will fade out of the scene fast. Rather, recruiters should use the objectives of their candidates and clients as a guide to help them customize their search accordingly.

This way, they can form long term relationships. Seeing that satisfied clients and candidates will come back to you later or even refer their friends and family, recruiters can be guaranteed of long term business.

Horror Stories of People who have been Frustrated by Recruiters

Hunting for a job can be stressful especially when you are unemployed, desperate, and with jobs to settle. If you are looking for a job as an employed person, you understand how difficult it can be to attend interviews. Worse still, you could join the list of people who’ve encountered bad recruiters such as the ones illustrated below.

Ignoring the Resume

If you have ever been job hunting for some time, you must have heard stories about recruiters who hardly read resumes. For instance, after spending 10 years as a stay at home mum, this woman was searching for full-time employment. Recently, a recruiter sent her questions one of which sought to establish why she had left her current job.

The woman was perplexed to read that question seeing that she had composed a comprehensive cover letter indicating why she had left her previous employment and why she had been away from the job sector for such a prolonged period of time. She had also included reasons why she wanted to get back to the job market.

In her response to the aforementioned question, the woman asked the recruiter whether they had read her cover letter. Of course, that question would have disqualified her from getting an opportunity to proceed in the interview. However, one would wonder why the recruiter would proceed to ask that question to someone who had given prior explanation, and who wasn’t currently working.

Perhaps he or she was too lazy to customize questions to fit each customer. One thing that remains constant however is: it left the candidate with lots of frustration.

Prolonging the Process

Often, recruiters tell candidates they will get back to them which they hardly ever do. Two friends were sharing their experiences in the job market when one of them aired out his frustrations. He pointed out how he had been with a certain company for months, for a position that required relocation. Being a family man, that would mean relocating with his family and finding alternative schools for his children.

The company seemed to be dragging the hiring process and seeing that schools were almost opening, he was contemplating letting go of the position if the company wasn’t going to hire him in a matter of days. This, he said was because he couldn’t stand seeing his children begin their school year only to be disrupted the mid-school year. What was frustrating him most was the fact that the recruiters knew his predicament.

This man’s situation is common in many organizations where candidates can juggle between interviews on phone, through Skype, and even in person before the company finally decided on the best candidate. As much as this is an ideal way of sieving out inexperienced and unqualified candidates, organizations that drag their hiring process are at risk of losing valuable potential employees.



Ghosting in the tech recruiting industry appears to be a common procedure. Of course, we are living in a digital world where nearly everything is getting automated and applications are often submitted online. If you get the chance to attend the interview, your recruiter should be courteous enough to communicate the outcome even if you don’t get the job. Many recruiters will just go silent and give numerous excuses for the same. With the current advancements in technology, recruiters can leverage email and applicant systems to update candidates about the job.



Often, recruiters are pressed for time which is why many of them are inflexible. However, hiring managers should be on the forefront to ensuring that the hire headhunter process is fast and smooth. While planning can be an arduous task, both parties should be flexible. A job seeker narrated a story detailing how a recruiter asked the candidate to be reachable all day long for a phone interview. The candidate translated this to be total arrogance and even pointed out that many companies have no respect for a candidate’s time


Many candidates have raised concerns over some recruiters who hardly pick up their calls or even return them. Recruiters have also been accused of ignoring resumes and failure to update interviewees on the status of their application. While there are many reliable and good recruiters in the job market, the unreliable ones spoil the reputation of the good ones which is why many clients and candidates alike dread dealing with recruiters. Candidates too have their rights and recruiters shouldn’t take advantage of their predicament to oppress them.