By now most candidates should know that a recruiter’s role is not to find you a job, but rather to find candidates for their client, the hiring company. So how exactly do such arrangements work?
Recruiters generally fall into two categories: retained and contingency. Retained firms are paid a fixed fee by the company to help them fill a position. It doesn’t matter how many candidates are provided, or whether the job is even filled; the company still gets the same fee. Contingency firms on the other hand are paid only when the company actually fills the position.
There are some hybrids; a recruiting company may take on both retained and contingency searches, for example. Also, there are some companies that do only resume sourcing. For instance, the hiring company provides the recruiter with general parameters, and the sourcing company provides a stream of resumes that roughly match the criteria. This is similar to a retained search except that it may not be based on a single position, and the sourcing company may be paid on an ongoing basis.
Generally retained searches are only done for high-level executive candidates; virtually all software development positions are filled using contingency recruiters or sourcing firms.
Recruiters should never submit your resume to a company without getting your approval first. If a recruiter violates this code and you are caught off guard when a company contacts you, you can let the company know of the recruiter’s behavior. That will likely discourage the company from doing business with that recruiter in the future, and help drive the bad recruiters out of the business.
Also, if a company receives your resume from two or more recruiters they will drop you like a hot potato. This is because the recruiters are likely to argue over who gets paid the placement fee, and the company wants nothing to do with that mess. So you should resist the temptation to have multiple recruiter ‘advocates’ selling your resume to a company.
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As an unemployed person seeking employment, I have found that hiring managers/onboarding team, have too much power when it comes to an individual getting a job or not. I have gone through so many so-called 'phone interviews' and by making even one simple mistake, they end up sending you an email dismissing you. You get no explanation as to what you did wrong, after you spent all your time doing their extremely long on-line application, and successfully completing three or four of their required assessments.
Gone are the good old days, when one could go into a company and endure two or three interviews, and hiring managers made decisions based on eye to eye contacts. This very last experience I had with one 'melisa' from sitel, the woman was the most unfriendly person I have ever encountered. Not once did I get as much as a smile out of her while I was on the phone with her for over 30 minutes. (yes, you can tell when one is smiling over the phone). So if this idiot who call you for that so-called 'phone interview', happens to be having a bad day, you can pretty much not expect to get that job.......sad.
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