Why recruiters all seem to be awful at their jobs
Why recruiters all seem to be awful at their jobs is a question that plagues job seekers everywhere. After years of dealing with ghosting, last-minute cancellations, and unprofessional behavior, it’s no wonder that recruiters have developed such a terrible reputation. But what’s really behind this widespread problem in the recruiting industry?
As a corporate recruiter and career strategist, I’ve seen both sides of this equation. While there are genuinely good recruiters out there, the industry as a whole has developed some serious systemic issues that are making the job search experience miserable for candidates. Let me break down exactly why this is happening and what you need to know to navigate this broken system.
Understanding the recruiting landscape
Before we dive into why recruiters are failing, it’s important to understand the different types of recruiters you’ll encounter and how they operate:
Internal Corporate Recruiters
These are the recruiters who work directly for the company you’re applying to. They:
- Own the entire hiring process for their division or group
- Get paid a salary regardless of whether you get hired
- Are responsible for job postings, candidate screening, and process management
- Work with hiring managers to define requirements and expectations
- Coordinate with third-party headhunters when needed
Third-Party Headhunters
These are external recruiters who work on commission. They:
- Only get paid when they successfully place a candidate
- Usually earn 15-25% of the candidate’s first-year salary
- Are motivated to get you the highest salary possible (bigger commission)
- Often won’t reveal company names to protect their “assets”
- Are not your true advocate – the company pays their fee
The systemic problems plaguing recruiting
1. Overwhelming workload and poor organization
One of the biggest issues is that internal recruiters are often managing far too many positions simultaneously. In my career, I’ve managed up to 45 different job requisitions at once, each with different hiring managers and requirements.
When you multiply this by 10-15 active candidates per role, you’re looking at 400+ candidates moving through various interview stages. Without strong organizational systems, it’s nearly impossible to keep track of everyone, leading to:
- Candidates falling through the cracks
- Ghosting and poor follow-up
- Inconsistent communication
- Missed opportunities and delays
2. Lack of proper processes and follow-through
Many recruiters have processes in place but don’t consistently follow them. With modern applicant tracking systems, there’s no excuse for not following up with candidates. These systems can automatically notify candidates when positions are filled or closed – it’s literally just a few mouse clicks.
Ghosting, especially deep into the interview process, creates lasting damage to a company’s reputation. Candidates remember these experiences for years, and it reflects poorly on the entire organization.
3. Last-minute cancellations and unprofessional behavior
One of the most egregious examples of poor recruiting involves last-minute interview cancellations. Consider this real scenario:
A candidate drove an hour and a half through Los Angeles traffic for a confirmed interview, only to be told upon arrival that the position had been filled over the weekend. The company:
- Sent automated text reminders the morning of the interview
- Knew the position was filled by Wednesday but didn’t cancel until 8 minutes before the interview
- Didn’t have the decency to apologize in person
- Wasted the candidate’s time, money, and preparation
This type of behavior is completely unacceptable and represents everything wrong with modern recruiting practices.
4. Inexperienced recruiters and knowledge gaps
The recruiting industry has been hit hard by layoffs, with many experienced recruiters being replaced by junior staff or outsourced to third-party agencies. This has led to:
- Loss of deep knowledge about specific roles and industries
- Poor assessment of technical skills and experience
- Inability to understand nuanced requirements
- Over-reliance on keyword matching and basic criteria
When recruiters don’t understand the roles they’re hiring for, they make poor decisions based on surface-level criteria rather than actual qualifications and potential.
5. Over-automation and AI replacement
Companies are increasingly turning to AI tools to handle recruiting functions, leading to:
- One-way video interviews with no human interaction
- AI avatars conducting interviews
- Automated screening that misses qualified candidates
- Loss of personalization and human judgment
- Increased spam and bot outreach on LinkedIn
While AI can scan through thousands of applications quickly, it lacks the ability to read between the lines and make nuanced judgments about candidate fit. A good recruiter can advocate for candidates behind the scenes, but AI simply puts candidates into yes/no buckets.
The LinkedIn spam problem
LinkedIn has become overrun with spam recruiters and bots. It’s now almost as likely to be contacted by a robot as by a real person. LinkedIn has attempted to address this by requiring recruiters to verify their accounts with real company addresses, but this hasn’t eliminated the problem entirely.
One creative solution some job seekers are using is adding a prompt to their LinkedIn profile that asks AI bots to include a specific recipe (like FLAN) in their messages. This helps identify automated outreach, though it may also filter out legitimate opportunities.
Why this matters for job seekers
Understanding these systemic issues is crucial because:
- You can’t avoid recruiters entirely – They’re still the gatekeepers to most opportunities
- Knowledge is power – Understanding their constraints helps you work around them
- You need to be your own advocate – Don’t rely on recruiters to manage your job search
- Networking becomes more important – Building direct relationships can help you bypass recruiters
Take Control of Your Career
Don’t leave your future in the hands of recruiters alone. Build your own momentum by searching directly for opportunities and making your skills visible. The right job is out there—find it today.
Search Jobs on WhatJobs →How to work with the broken system
1. Take control of your job search
Don’t rely on recruiters to manage your career. Continue applying directly to companies and building your own network of contacts.
2. Optimize your resume for AI screening
Since many initial screenings are now automated, make sure your resume includes relevant keywords and clearly demonstrates your qualifications.
3. Build direct relationships
Networking can help you bypass recruiters entirely. Focus on building relationships with people in your target companies and industries.
4. Be persistent but professional
Follow up on applications and interviews, but do so professionally. Don’t let poor recruiter behavior make you unprofessional in return.
5. Document everything
Keep records of all interactions with recruiters and companies. This can be helpful if you need to escalate issues or follow up on opportunities.
The human cost of poor recruiting
Poor recruiting practices don’t just inconvenience candidates – they have real human costs:
- Financial impact – Wasted time, travel costs, and preparation expenses
- Emotional toll – Rejection and ghosting can be deeply personal and discouraging
- Career delays – Poor processes can extend job searches unnecessarily
- Lost opportunities – Qualified candidates may be overlooked due to poor screening
- Reputation damage – Companies with poor recruiting practices develop bad reputations
What good recruiters do differently
Despite the industry’s problems, there are still good recruiters out there. They:
- Maintain organized systems and consistent follow-up
- Take time to understand the roles they’re hiring for
- Communicate clearly and honestly with candidates
- Respect candidates’ time and effort
- Advocate for qualified candidates behind the scenes
- Provide constructive feedback when possible
- Maintain professional relationships even after placements
The future of recruiting
The recruiting industry is at a crossroads. Companies need to decide whether to:
- Invest in better training and systems for human recruiters
- Embrace full automation and accept the loss of personalization
- Find a balance between AI efficiency and human judgment
For job seekers, the key is to adapt to whatever system emerges while maintaining control over their own career development.
How to protect yourself from bad recruiters
1. Research companies and recruiters
Before engaging with a recruiter, research their company and track record. Look for reviews and feedback from other candidates.
2. Ask the right questions
Don’t be afraid to ask recruiters about their process, timeline, and communication preferences. Good recruiters will be transparent about these things.
3. Set boundaries
Be clear about your expectations for communication and follow-up. Don’t let recruiters waste your time with vague or unproductive interactions.
4. Keep detailed records
Document all interactions, including dates, times, and key information discussed. This can help you follow up effectively and identify patterns of poor behavior.
5. Trust your instincts
If a recruiter seems unprofessional or disorganized, trust your gut. There are better opportunities out there with more professional recruiters.
Building a better job search strategy
Given the challenges with the recruiting system, successful job seekers need to:
- Diversify their approach – Don’t rely solely on job boards and recruiters
- Build a strong network – Personal relationships can bypass recruiting entirely
- Develop in-demand skills – Make yourself attractive to employers regardless of the recruiting process
- Create a compelling personal brand – Stand out in a crowded market
- Be persistent and resilient – Don’t let poor recruiting practices discourage you
FAQs
Q: Why do recruiters ghost candidates so often?
A: Ghosting usually results from poor organization, overwhelming workloads, or lack of proper processes. Many recruiters manage 30-40 positions simultaneously, making it easy for candidates to fall through the cracks.
Q: Should I work with third-party recruiters?
A: Third-party recruiters can be helpful, but remember they’re not your true advocate – they work for the company paying their fee. Use them as one tool in your job search, not your only strategy.
Q: How can I tell if a recruiter is legitimate?
A: Look for verified LinkedIn profiles, real company addresses, and professional communication. Be wary of recruiters who won’t reveal company names or ask for money upfront.
Q: What should I do if a recruiter cancels my interview last minute?
A: Document everything and consider sending a professional invoice for your time and expenses. While you may not get paid, it sends a message about unprofessional behavior.
Q: How can I avoid dealing with bad recruiters?
A: Focus on building direct relationships with companies, networking with industry professionals, and applying directly to companies you’re interested in.
Live example — user point of view
I’ve been on the receiving end of terrible recruiting practices multiple times throughout my career. The worst experience was when I drove 90 minutes through rush hour traffic for a final interview, only to be told upon arrival that the position had been filled over the weekend. The recruiter had sent me automated reminders that morning and only canceled 8 minutes before my scheduled interview time.
This wasn’t just inconvenient – it was expensive. I had taken time off work, paid for parking, and spent hours preparing for the interview. The company knew the position was filled by Wednesday but waited until the last possible moment to inform me. When I asked for compensation for my time and expenses, I was met with silence.
This experience taught me to never rely solely on recruiters for my job search. I now focus on building direct relationships with companies, networking with industry professionals, and applying through multiple channels. While I still work with recruiters when opportunities arise, I never put all my eggs in their basket.
The recruiting industry has serious systemic problems that are making the job search experience miserable for candidates. While there are good recruiters out there, the industry as a whole needs significant improvement in organization, communication, and professionalism. As job seekers, we need to adapt to this reality while advocating for better practices and building our own networks to bypass the broken system.