Talent Development Centre

Recruiters Love (and Need) Your Feedback

Recruiters Love (and Need) Your FeedbackAs with any top-performing professional, great recruiters strive to improve so they can better help IT professionals find the right job with the right client. Also like all professionals, recruiters can only get better if they know how to improve. They take the same approach you would to deliver better service to your clients (reviewing past successes and failures, professional development, etc.) but they too can only fix the shortcomings that have been identified to them.

Perhaps you consider giving feedback to a recruiter uncomfortable or even unnecessary, but there are several benefits to you that will make you thankful you did. First and foremost, as we already alluded to, feedback is the only way your recruiter can truly improve. Both positive and negative, when recruiters know what they’re doing right and in which areas they lack, the best ones will build off their strengths and work on their weaknesses. The result will be more positive experience next time you work with them.

If you don’t believe it’s your responsibility to help a recruiter with their professional development, then consider that it is your shared responsibility to ensure proper communication. Especially when you’re dissatisfied with what’s happening, talking about anybody behind their back will not solve the issue. Instead, by expressing concerns and sharing your feedback, you create an opportunity for dialogue. Often in these cases, miscommunications and misunderstandings of expectations are identified and processes can start to be fixed. Finally, sharing feedback with a recruiter helps relationships. A humble recruiter always appreciates feedback and when you demonstrate a genuine effort to help them improve, they will remember it next time a job comes across their desk that fits your skillset.

How Can You Give Feedback to a Recruiter?

Excelling at giving feedback is a challenging task for anybody and recruitment agencies understand that. Most will provide multiple options for you to give feedback, but here are just a couple common ones:

  • Contact the Recruiter Directly. The obvious one is to call, email or arrange a face-to-face meeting. Tell your recruiter exactly how they’re doing or how they did, what they should keep doing and where they need to improve. This is the best solution if you want dialogue but also the most awkward and may not suit everyone’s personality.
  • Surveys. When you receive a survey from a recruitment agency, complete it. Not only do you get to respond at your convenience, but it is the easiest way to give them what they want to know AND rant about anything else you feel is relevant. More importantly, survey responses are almost always guaranteed to be seen by your recruiter’s manager. If you feel your direct feedback wasn’t received properly, this will deliver the message.

Giving feedback — both positive and negative — is a natural part of a successful career. It’s a good habit to provide feedback to your teammates, partners, clients, and of course recruiters. In addition to giving it, it’s even more important to be able to accept feedback. For many, that’s an entirely different challenge.

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