3 Things Applicants Want Recruiters to Know

Whether you’re an in-house generalist or a boutique head hunter, here’s a few things all job applicants want you to know:

Mobile is a Must

If your application process is not mobile friendly, and I can’t complete it within a few clicks and auto-fill, I’m going to move on. Similarly, cumbersome account set-up (third party authentication!), is something else I can’t do easily on my phone.

If you’re recruiting entry-level, restaurant, retail, warehouse – this is even a bigger obstacle to you finding help. Many in your target demographic only have internet service through their phones.

Finally, keep it honest with Quick Apply(s). There’s nothing quick about an essay question.

Don’t Lie, err “Misrepresent” Duration

I’ve worked as a contractor and consultant for a good deal of my career, so I’m accustomed to project work and short-term clients. Unfortunately, many people who have been let go from long-term “permanent” jobs actually believe you when you say the job, “Could become permanent….”

Worse, some unscrupulous recruiters (not you, of course, but you’ve heard of those types) preface the duration discussion by telling the candidate, “If you do a good job~~” the company could, might (has the right to!) hire you…”

These “Could become ‘permanent'” discussions are disingenuous to the job applicant, and it’s one of the main reasons people feel exploited by contract work. If you are NOT filling a head-count position, and only have money for the next quarter, don’t mislead candidates about how this job “could become permanent.”

All employment is at will; there is no such thing as “permanent” work

Agents need to be clear that contractors are employees of the agency, not the client. Contracts could be extended; however, unless it is specified as part of your employment contract, all employment is at will. Duration is a best-guess-timate of the time needed. Most importantly, regardless of job performance, the contractor may never become the client’s employee.

In my book, The Temp Job: A Survival Guide for the Contingent Worker, I stress the importance of not confusing contract work with being an employee. As a contractor, you are an hourly service-provider. You may “feel” like an employee of your client, but you are not.

Publish Under-Market Salaries

If your compensation is below market, publish it in the ad. There’s just no reason to be coy about your budget.

When I accept a interview, I make the assumption that the company is paying a competitive rate for the position. If you’re coming in 30% below market, I’m not interested. Even if I told you I was interested, would you believe me?

Yes, I know that you have limited resources. Yes, I know you are looking for a bargain. I get it. But, don’t spent your company’s money (aka: time), with back and forth emails to up personal interviews just to tell a candidate you aren’t even close to market rate.

Lastly, if you’re recruiting contractors and have been used to hiring FTEs, be ready for a little sticker-shock. Short-term gigs are hard to fill. And, because you’re paying by the hour, not the job, you will pay a premium – just like you would with a plumber or electrician.


My book, The Temp Job: A Survival Guide for the Contingent Worker offers straight-forward, no-nonsense advice to anyone navigating today’s contingent labor market. If you’ve never worked as a contractor or consultant, it’s essential reading.

Copyright 2020 Pierce/Wharton Research, LLC. All rights reserved. No part of this post shall be reproduced without permission.


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