Why recruiters promise the same thing but deliver differently

👀 Alrighty, LinkedIn folks… been noticing the wrong trend when it comes to using recruiting support, so I wanted to share a couple quick notes: ✨ 2 key notes: 1️⃣ Resumes don’t win successful offers. Relationships do. 2️⃣ If you’re only asking your recruiter for resumes, you’re leaving value on the table. A strong recruiter brings weeks, months—𝗲𝘃𝗲𝗻 𝘆𝗲𝗮𝗿𝘀—of candidate relationships to the process. That’s insight you simply can’t get from a PDF. 🔹 Market intel – what other opportunities are they considering? 💡 Listen to your recruiter here... a common misconception on this is that it is over-pushing process or leveraging other roles. Truly and at the core of this, it's about not losing out on considering the right candidate. 🔹 Motivations – why are they truly open to a move? 🔹 Timeline – how quickly do they want to make a change? 🔹 Cultural fit – how do they align with your team and environment? When you lean on your recruiter as a true business partner, you get more than a resume: ✅ Offers accepted at a higher rate ✅ Stronger, longer-lasting hires ✅ Finding the right candidate faster #BHSG #BeaconHill #BeaconHillFinancial #RecruitingTips #HiringManagers #RecruiterLife #BusinessPartnership #CandidateExperience #HiringSuccess #TeamBuilding

🔥 Your job post isn’t the problem 💥 your process is. If you’re blaming job boards for low applicants you might be looking in the wrong place. The real issue might be: ✨ Slow follow-up with qualified candidates ✨ Unclear or unrealistic expectations ✨ Outdated application systems ✨ Too many hoops before a human touch Top talent doesn’t wait. By the time you schedule the first interview they’ve already accepted another offer. Speed and clarity win the talent game. Before you rewrite that job description again look at your process. It might be costing you your best hires. 💭 What part of your hiring process could move faster or feel more human? P.S. 💬 Want help improving your process or managing hiring from start to finish? Let’s talk about how A People Partner can support your team.

🔥 Your job post isn’t the problem 💥 your process is. If you’re blaming job boards for low applicants you might be looking in the wrong place. The real issue might be: ✨ Slow follow-up with qualified candidates ✨ Unclear or unrealistic expectations ✨ Outdated application systems ✨ Too many hoops before a human touch Top talent doesn’t wait. By the time you schedule the first interview they’ve already accepted another offer. Speed and clarity win the talent game. Before you rewrite that job description again look at your process. It might be costing you your best hires. 💭 What part of your hiring process could move faster or feel more human? P.S. 💬 Want help improving your process or managing hiring from start to finish? Let’s talk about how A People Partner can support your team.

I have seen companies lose ground in the market because of how their searches are run. And it usually shows up in a couple of ways. One is when more than one recruiter is pushing the same role. A candidate gets the same pitch from three or four different people, all about your job. That does not make the role sound important. It makes the company look desperate. The other is when candidates keep getting calls about jobs that do not fit what they do. For experienced professionals, that creates a negative impression of the company. Either way, the outcome is the same. The role feels less attractive. The reputation of the company takes a hit. The people you really want to talk to start tuning you out, or they decide not to engage at all. And here is the part that often gets missed.. In a small market, word travels fast. If strong candidates see your role as desperate or misrepresented, they are not likely to take another look at it later. When the pool is limited, there may not be a second chance.

Every ‘No’ in Recruiting Tells a Story After years in recruiting, I’ve learned not to take “no” personally. A candidate saying no to an offer. A hiring manager saying no to a shortlist. A client saying no to a partnership. Every “no” usually means one of three things: 1️⃣ They’re not ready. 2️⃣ They don’t have enough information. 3️⃣ You haven’t built enough trust yet. The best recruiters don’t just move on after rejection. They stay curious. They follow up. They ask why. They leave the door open for next time. Because a “no” today often turns into a “thank you” six months later when timing, trust, or priorities finally align. 👇 What’s one “no” that eventually turned into a win for you?

I spoke to a recruiter last week who told me something that made me shake my head. Their agency has been finding the market tough and results are down. So now… nothing gets done without approval and/or reviewed. Every email. Every CV. Every call. Even small decisions need a meeting. A sign-off. A 10-step process. And the changes? They’re making it worse. Meanwhile, the best candidates slip through their fingers. And if they try to push back? Politics. Gossip. Blame. “It’s exhausting. It’s frustrating. And it’s driving brilliant recruiters away,” they said Recruitment isn’t about approvals and politics. It’s about relationships. Impact. Trust. If your agency has turned your work into a never-ending meeting, it’s not you. It’s them. And you deserve better.

💭 Ever Heard of “Recruiter’s Block”? It’s like writer’s block… but for recruiters. You’re sourcing. You’re reaching out. You’re crafting messages, scanning profiles, searching everywhere… And suddenly—nothing. No replies. No spark. No flow. Your tools feel dull. Your pipeline feels empty. Your brain, blank. That’s Recruiter’s Block. And here’s the thing — it happens to the best of us. So what do you do when the well runs dry? Here’s what’s helped me (and could help you too): 🔹 Pause & Reset: Step back. Breathe. Don’t force it. Sometimes the best way to find a candidate is to stop looking for a minute. 🔹 Reassess Your Strategy: Are you fishing in the same pond? Try a different platform, keyword, or region. 🔹 Seek Fresh Eyes: Ask a teammate for input — a quick chat can spark a whole new direction. 🔹 Leverage Referrals: When sourcing tools feel cold, referrals bring warmth and precision. 🔹 Revisit Your Message: Maybe it’s not who you’re reaching, but how you’re reaching out. 🔹 Keep Learning: Attend a webinar, follow thought leaders, or even read a job seeker’s post. Empathy fuels insight. Recruiter’s Block isn’t a failure. It’s a signal — to slow down, realign, and get creative again. Because great recruitment isn’t about endless searching — It’s about seeing differently. 👀 #Recruitment #TalentAcquisition #HR #RecruitersLife #CareerGrowth #InternationalRecruitment #GlobalHiring

What's the one thing a recruiter has done that has made you trust them? Recruiting: It's About Trust, Not Transactions 🤝 For decades, the standard in recruiting has been a relentless rush: fill a seat, close the deal, and move on. 🏃♀️ But that model is flawed. It’s built on a temporary need, not on a genuine connection. It consistently ignores the real power and enduring value of what we do. 📉 The smarter approach to recruiting is fundamentally simple, yet profound. It starts by making a crucial shift: from merely filling a position to genuinely investing in people. It's to get to know candidates long before a job ever even opens. 🧠 This isn't about having a role to pitch; it's about understanding their journey, their aspirations, and their unique place in the market. 🌐 This proactive method allows us to build an unshakeable foundation: Building Trust: Through consistent, authentic engagement, you establish yourself as a trusted advisor, not just a resume-pusher. ⭐ Deep Listening: You genuinely listen to their professional journey, their challenges, their insights into the market, and where they truly want to go. 👂 Strategic Advising: Armed with a deep understanding of the talent landscape, you can offer truly valuable advice on career paths and industry trends. 🧭 This is the real work. It’s the meticulous cultivation of relationships over time. 🌱 And when that right opportunity finally comes along, you’re not starting from scratch. You're ready. ✅ You're prepared because you’ve already invested in the most valuable asset in this business: your relationships. You've built a bridge of trust and understanding, ensuring that the perfect match is made not by chance, but by design. 🎯 As a candidate, what’s the one thing a recruiter has done that has made you trust them completely? #PatLicata #RecruitingPhilosophy #CareerAdvice #RelationshipBuilding #Trust #TalentAcquisition #MedTechRecruiter #ExecutiveSearch #LifeSciencesRecruiter

Great people and great firms are out there. It’s not about more resumes. It’s about better conversations. “Finding the right people has never been harder.” That’s what I keep hearing from firm leaders lately. And from candidates? “I see openings, but I’m looking for the right fit - not just any firm.” Here’s what I’m hearing: - Mid-level talent is needed, but fewer folks are actively looking to make a move. - Culture still wins. People stay (or leave) because of the team, the environment, and whether they feel valued - not just for the projects. - Mentorship and flexibility now matter as much as compensation - and often the deciding factor. - Communication is everything. Slow, or no, feedback, mixed signals, or delays during hiring make candidates question how valued they’d be after joining. Keys: - Build real relationships - Be transparent about process and expectations - Invest in your people as much as your portfolio That’s what’s setting the best firms apart right now. As a recruiter, I get to be part of the conversation from both sides – helping to bridge the gap.

Founders, Are You Hiring a Resume or a Partner? The Tell-Tale Sign is Listening. Recruiting is more than matching skills to a job description. It's about finding partners for your company's journey. The best candidates we meet are the ones who listen with intent. When we share the story of our founding, the early struggles, and the vision that drives us, they aren't just waiting for their turn to talk. They are actively understanding the "why" behind the work. This is how they discover how to add real, meaningful value. They shift from "here's what I've done" to "here's how I can help you grow." They check their ego at the door, focusing on the company's mission rather than just their own narrative. Look for the candidate who doesn't just see a role, but sees an opportunity to write their chapter in your organization's story. Have you seen a candidate's listening skills predict their future impact? #Founders #Startups #HR #BusinessGrowth #OrganizationalCulture #Recruitment #TeamBuilding