The Human Side of Recruiting
By Ben Farber
I had the pleasure of speaking with John Cash Filippe on the G&L Voice Podcast about general advice and experiences working with candidates as an executive recruiter. After reflecting on our discussion, I want to summarize and expand upon my thoughts for professionals who did not get a chance to listen to the podcast. Here are a few topics covered in the episode to gain a better understanding and give a different perspective of what goes on behind the scenes in recruitment.
Is it the right approach for candidates to blanket every recruiter they know with their resume when they are looking for work?
There is nothing wrong with job seekers working with more than one recruiter or firm. We understand that it is not possible to always have the right job available for every person. However, we encourage candidates to be upfront with each recruiter about the opportunities they are seriously considering. This helps foster a positive relationship with recruiters, avoiding “blindside” type situations that get awkward for all parties. Open and honest communication is the key.
On the flipside, we can also understand why applicants may want to keep that type of information close to their chests if they believe it will affect their candidacy. However, the “right” recruiter will be supportive of the candidates they work with regardless of the job offer they accept, even if it means the recruiter will lose out on a great applicant for their client.
Another suggestion is for professionals not to wait until they are unemployed to network with recruiters. Taking the time to connect and foster relationships with them while employed may present opportunities candidates wouldn’t be aware of otherwise. And when there is a job opening they are interested in, then they are already one step ahead of the game. It also allows executives to already have an established relationship with recruiters for when they find themselves out of work or in need of a new job down the line.
Feeling distressed or anxious while job searching can be a real thing for unemployed candidates. How do recruiters help them through that process?
We are in a people business, so it is important for us to be compassionate towards candidates. Whether it is helping someone unemployed get a new job or someone employed who wants to relocate so they can take care of an ill family member, part of the challenge in what we do and what makes our work meaningful is that we can make a small impact in people’s livelihoods – hopefully for the better.
We do our part in holding space for those that need an ear to help them get through what could be a stressful time for them. When we notice candidates who we are representing giving off nervous energies, our goal is to help them take the edge off so that when they meet with our client, they are not feeling as pressured or anxious – since for some, having that heavy weight on their shoulders could inadvertently hinder their performance during interviews.
That’s where empathy comes into the mix. As recruiters, we need to place ourselves in our candidates’ shoes and try to understand the root of their emotions and motivations. It can come from months of not receiving any response back from employers or feeling like they are running out of time as bills are continuing to pile up.
So, we try to communicate with as many people as we can, even if there is not a relevant opportunity for them at that very moment. Other times, we also let them know that there may be other resources out there and are supportive of candidates pursuing other avenues of employment to increase their chances of landing a new opportunity.
For most professionals, there is nothing more exciting than getting a new position. How does a recruiter feel about being a part of the successful hire?
Ultimately it is a rewarding experience knowing that we, as recruiters, are doing something positive for people in both personal and professional aspects. We notice that the executives we have worked with often reflect and share gratitude years after their initial placement, acknowledging how the opportunity we presented them with at the time ended up helping them get to the career that they have now.
Especially in this market where compensation ranges advertised on job posts aren’t always high enough to attract candidates with more experience, we turn to candidates looking for the next step in their career, and they tend to be grateful for the opportunity to be presented with a “promotion.” Each successful placement we make between a client and candidate serves as a reminder of why we do what we do.
For candidates out there having a tough time with the job hunt, give yourself some grace and take a break when you find yourself losing momentum or feeling discouraged – whether it is a weekend or even an evening off. Because it can all start to feel monotonous, it is essential to come back refreshed and recharged when applying for new jobs or preparing for an upcoming interview. And once you do come back feeling clear-headed, try to treat your job search the way you would working in an actual job, and stay consistent with it. Committing to a schedule that is similar to being on the clock will help yield more fruitful results, as well as ease your transition back into the workforce. And finally, remember to develop a support system for yourself during your job search – not just personally for your own mental health, but also professionally by looking into recruiters, career coaches, or resume writers if you find yourself needing extra assistance during your journey.
Listen to the 15-minute G&L Voice podcast.
As Published in Gaming & Leisure Spring 2025 Edition
Bristol Associates, Inc. is an executive search firm with over 55 years of excellence in recruiting nationwide. Bristol specializes in recruiting for the Casino Gaming; Facility and Concession; Food and Beverage; Healthcare; Hotel and Resort; Nonprofit; Restaurant; and Travel, Tourism, and Attraction industries.
If you’re interested in working with Bristol Associates, click here if you’re an employer or here if you’re a candidate.
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