The importance of transparency for recruiters and candidates

19th June 2017

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Recruitment is a complex process. With its many stages, there’s a great gap between someone applying for a job to them eventually being offered a position. And not to forget there’s a number of steps that precede an applicant’s initial application; the person has to actively be looking for a role and have the means to actually find it.

Taking this into account, one could say that the art of hiring is a lot like dating. Like recruitment, dating has been elevated to new heights with people now preferring to make new romantic connections via online platforms, thanks to the anonymity and social protection the internet can initially offer you. Recruitment enjoys this anonymous quality as well, as a candidate before any interview or screening has taken place, is just a name on a piece of paper with all the required credentials listed.

This level of anonymity that the recruitment process enjoys, further validates the idea that recruitment and dating are two very similar practises. With that initial engagement a recruiter will make with a candidate, they are unaware at this early stage what a candidate’s intentions are, be it long or short-term. Are they perhaps holding something back? For instance, what kind of rate are they looking to charge, are they only looking to work a set amount of days, or do they require certain conditions which at this stage they’re not sure whether to disclose fully?

This also can take place on the recruiter’s behalf and a candidate may not be fully aware of all the information for a particular role a recruiter is advertising; could they be holding back the role’s specific location in fear that it may deter potential candidates, or perhaps their budget doesn’t stretch to what a candidate might traditionally be expecting? Perhaps there’s not a fit when it comes to what the candidate is expecting of the role in terms of challenge and development. Carrie Osman, founder of Cruxy & Co, a challenging consultancy specializing in branding and repositioning for Tech & Fintech companies, touches on the importance of honesty from a candidate’s point of view and to be clear on what your goals are; “Don’t give in and allow someone to hire the person you want to be, or say you are. It can only end badly. Be open, honest & upfront. It’s better to know whether your ethos is a fit so that both you and the hiring company are winners. Otherwise, it will be a battle from the onset.“

Going back to this concept of likening dating to recruitment, NetSuite Recruitment Specialist Anderson Frank’s Team Leader Scott Taylor advocates this idea further by saying; “We always advise our contractors to be open and honest with us as we want to nurture long-term relationships with both contractors and the businesses we supply into. There should be no surprises in the interview as no-one benefits. We look unprofessional in the eyes of the paying client if we send someone wholly under-qualified or who won’t fit within the budget. It’s a bit like dating; out-price yourself and you won’t get that first date, arrive at the date with the wrong set of skills and the other person will  leave after the starter and from a recruiter’s perspective; it’s all about a long-term relationship and trusting the contractors to represent you – i.e. getting that second date and beyond.”

These are just a few examples of the many possibilities that could potentially take place. 

This of course makes the hiring of a position a very long and drawn out process, something that recruiters would of course prefer not to have to experience but often don’t get a choice in the matter.

Dating however, is naturally an experience where two people over the course of time will have to slowly discover their overall compatibility towards each other and reveal both their short-term and long-term aspirations for a relationship. This expectation is for the majority of times something that both parties are happy to oblige with and are in no hurry to change.

With recruitment however, any means of fast-tracking this process to leap frog that initial hurdle of candidate-recruitment expectation and compatibility would be extremely welcome.

Hence the importance of transparency in recruitment. Ask any recruiter, and there’s every likelihood that they’ve advertised a role which has generated huge interest from candidates that don’t meet the criteria of the role, or have completely different expectations of the position. Unfortunately for recruiters, this discovery is sometimes made on their behalf at quite a late stage, and ultimately eats up a lot of their time. What recruiters are ideally seeking is a platform that tells them everything they need to know about a candidate that can effectively filter candidates based on their specific requirements as well as their unique skill set and experience. Any platform that embraces this type of transparent thinking will connect candidates and recruiters whose intentions are more closely aligned, ensuring a faster and more compatible hiring experience.

Enjoy an honest and open experience to both hiring and job hunting with iContract, the new online platform connecting contractors with recruiters. With iContract’s detailed search criteria, recruiters can find candidates that meet the specific requirements of the jobs they post, and likewise contractors can discover jobs that match their unique preferences for a role. 

Pre-register for free as a recruiter or hiring manager here, or if you are a contractor, join our growing pre-registered community of contractors here