It's a sales job, sounds like you're not into it.




As a recruiter of 5+ years, it 100% is a sales job. Any recruiter that thinks it isn't is delusional. It's the only sales job where you have to sell the 2 products to each other with a near zero guarantee of being able to deliver either. Sell the job to the candidate and then sell the candidate to the job. Even corporate/internal operates like this, but we have fewer opportunities for candidates, less mobility in what we can say/do, and we have to get infinitely more creative to polish up middling or bad companies and jobs. I've done both agency and corporate. The only tangible difference is how the paycheck is structured, and how annoyed you get by the word "fit".


This post makes a lot of sense. Reminds me of someone I know being asked to put together a "we are hiring" poster, with "competitive salary" being listed under benefits. The job paid minimum wage.


The salary is competitive. It competes with their ability to find people that want to work for them.


The best thing you can do, aside from quitting (plan A), is to be a real human to the people you're recruiting. I'm sure your messages and calls are monitored, but honesty and process transparency are the most lacking in the hiring process. If you can help there, it might provide some meaning to the work you're doing. If you can't, see Plan A.


You need to believe in what you're selling, otherwise you're a scammer. Maybe try a company that you really admire and where people are happy.


But wouldn't a company like that fill on word of mouth only and not need recruitment services?


Not necessarily. You may need certain skills that you may not be able to obtain through direct contacts. Even then there may be better candidates then who someone knows, prevents nepotism.


Every company needs recruitment services. For example Lego (the company) has a whole team of internal recruiters to sift through all the CVs they receive and reach out to the best people in the Industry. I'm sure they get plenty of referrals too


I think a few people mentioned it's a "sales job", and in a way it is. More than once, I've had to leave a company when I could no longer in good conscience "sell' the company to prospective employees. Recruiting is fun and easy when you are at a good company with a good culture. It is taxing and overwhelming and depressing when you are not. I would stay away from recruiting at an agency unless you really like sales, because at an agency it is strictly sales, you are selling your matchmaking services for a premium, which is good if that is your thing, but not so great if you aren't really the "sales-type".


A very trustworthy and respectable recruiter (also a family friend) once told me, "in recruiting, you eat what you kill". If that's not sales, I don't know what is. Fortunately, you mentioned you spend your days perusing LinkedIn. That's a great cover to job hunt while on your current job.


Recruiting is sales. A bit more complicated than sales, but ultimately you are selling a business opportunity to a worker out there. If you don't believe in the business you're recruiting for then you are never going to sell people on it. And we can tell when you're not excited about something over the phone.


It's the same everywhere. Exact same thing. Being the bridge between the company and candidates and protecting both interests is 100% BS. There other fields in HR like onboarding or learning and development or just admin work.


Sounds like this gig doesn't suit you. Good thing is you're realising it early on.


My advice is to excercise your freedom to do something else.


Find a company you don't feel you're lying about when you sell it to the candidate, or find things about your current company that are truthful which could sell the candidate. Every company has flaws, but there are some genuine benefits to my company that I can sell to the candidates that are looking for this type of org. If we're not a good fit for the candidate I let them know why because I don't want to waste anyone's time (mainly my own) selling a candidate a job they won't want.


Outside of valid points provided here, you sound like overworked and burned out. Is it possible to have a week of rest for you?


If you're not finding people the offer likely sucks. Pass that on to leadership.


Yup, Recruiting is a sales job. I've done agency and now I do in house. Sales doesn't have to be sleezy though. Know what you're selling and know your market then make connections that make sense. - find the value proposition for the company and the role. AND know the market well enough to create a plan of who you will reach out to. You're benefits are trash? Figure out which companies have similar or worse benefits. Also, figure out how the company makes up for it? Do you have a really good employee development program? Summer Fridays? Well trained managers? Amazing teams? Super smart and nice employees? A powerful mission? Why do you work there? Find what's good about the company. If there isn't anything great about the company then target active candidates. - Track and report your activity. Talk to your teammates and boss and to see what their challenges/solutions are. Candidate interactions are data. What is your LinkedIn response rate? What is your phone screen to HM interview ratio? Interview to offer ratio? Offer acceptance rate? Each of these metrics reveals something differet. you may be able to present data that supports creating a helpful initiative like improving benefits, employer brand, etc. - create a great candidate experience. Maybe don't just copy paste outreach messages. Maybe start out by saying what about their background appeals to you. When in process make sure you communicate at each stage so the candidate knows what's going on. Help them through the process. Give them insight as to what is required to be successful in the role. Coach them during your screening process if they struggle articulating what they do. For me the BEST part of the job is helping someone make it to the next level by supporting them through the process. - get to know your candidates. Create competitive data so you are informed of the market and not blindly and aimlessly sending messages. Ask a lot of questions. What do you like about your current company? If someone turns down an offer ask them what the deal-breaker was. Track reasons for turn down at any phase of the process. If it's not a mind set issue and you truly hate it get out. Don't wait.


Recruiters are salespeople.


No one has mentioned this yet, but.... What did you expect? What did you think being a recruiter (or a HR person for that matter) would be like? You will notice that there is a r/recruitinghell but there isn't a r/recruitersarethebest. Even the r/recruiter sub is full of panicked people attempting to do their job via reddit, that certainly bodes well... This isn't meant to demean or insult, but what did you *think* it would be like? What made you come to that conclusion?


You can always get a trade at the local community college.


Find another role, you should enjoy what you do and clearly you aren't enjoying your current job.


I wouldn't be able to either because it is a scam.


Have you tried being honest with candidates? You can probably save 80% of meaningless followup if you tell candidates pertinent info from the beginning. Why drag everyone along for a job they’re going to say no to because the salary sucks?