In this recurring series, the partners and consultants of MRA Global Sourcing share their learnings, observations, and the occasional rant cultivated from years of experience in recruiting and placement for supply management functions.

Working with a recruiter to land your next gig? Follow our advice!

I’m sure all of us can recount a time when our parents/guardians told us NOT to do something for our own good—don’t touch the oven, don’t stay out late, don’t take candy from strangers.  Whether we listened or not is another story, but the moral is: when given advice from a trusted source, do as they say.

Oftentimes in recruiting, we instruct our candidates NOT to reach out directly to the client with whom they are interviewing.  There are several reasons for this.  First, it may portray a sense of desperation.  Clients want candidates who appear valuable, rather than overtly available.  The misconception candidates have is that by reaching out directly, it shows their interest and commitment for the role; however, the client more often than not feels this illustrates a candidate may not be as passive as they want, and is concerned about their current job stability. 

Another reason we recommend not reaching out to the Hiring Manager directly is because we have established a relationship with both the candidate and client that is deeply rooted in mutual respect and transparency.  Our clients know we act as the intermediary and facilitate communication/scheduling.  Therefore, when the candidate reaches out directly, it appears as though they are uncooperative (circumventing the process), and non-collaborative; the Hiring Manager may fear these red flags will manifest into insubordination if hired.  It also unintentionally conveys a lack of respect not only for the clients’ time, but ours.  The client is most likely inundated at work (hence why they may be trying to fill this role), and cannot stop to communicate the same message to both you and us.  That’s rework, and trust us, they will not tell you before telling us.  Often, they will not respond to you, and will still allow us to communicate their feedback/potential next steps.  This then puts us in an awkward predicament.  We are not going to tarnish our reputation with a longstanding client in order to defend your rationale for reaching out.  This means we have to calm a potentially annoyed Hiring Manager, while still attempting to keep you in good graces.  In many instances, this could be the difference between a potential follow-up interview to get a better sense for your candidacy, to your swift dismissal from the process. 

There are occasional exceptions that you will be made aware of in an interview process.  For example, you will send a thank you note directly to a Hiring Manager, rather than the recruiter, after your interview.  Also, if the Hiring Manager gives you permission to reach out to them, verify with your recruiter the best way to proceed, but feel free to do so.  

Key takeaways: if a client is deliberating, don’t give them a reason to say no by reaching out directly and ignoring the process.  If a client feels you are a strong fit, or even a potential fit, they WILL circle back with feedback.  Be patient. Follow up with your recruiter. 

‘Til then – Save Big and Prosper!

MRA Global Sourcing is the preeminent firm specializing in recruitment for procurement and strategic sourcing, connecting the best talent with the best opportunities. Visit them on the web to learn more.
Share To:

Strategic Sourceror

Post A Comment:

0 comments so far,add yours