As a recruiter, my job in part is bringing qualified applicants to our client. Our clients don’t pay us recruiting fees for us to shovel them resumes that they now have to sort through and weed out the unqualified. If a Business Development Rep’s job is to fill an Account Executives calendar with qualified leads, he/she can’t schedule appointments that are not fully qualified leads. If an AE is qualifying leads, he/she is taking time away from what they do best: closing deals. Our clients are no different. If they had time to source and sort through resumes they would, but they don’t. They are busy selling, building teams, leading departments, perfecting processes and generation revenue. Using recruiters allows them to continue to do what they do best, make money. 
I had an applicant for a position that on paper looked very strong and a good match. ASG Recruiting uses different tools to evaluate, including HireVue in our process. When we spoke she was on her lunch break and we were unable to finish a full interview. I tried to follow up with another call and emailed a request for some addition information. At this point she told me she was no longer willing to invest anymore time in the process, unless she could speak with the hiring manager. And if you are in sales you know this feeling, you are about to lose a sale that you felt really good about closing. The applicant said “I am qualified, you have my resume, we have already talked, PUT ME IN FRONT OF SOMEBODY.” The hiring manager (made it very clear he) won’t spend his time talking to applicants until the HireVue confirms what he needs to know about them. After a good cry about it I decided to make this a teachable moment for myself. So what did this experience teach me? Set the expectation early. Be clear up front about all the steps and time commitment. That way they won’t be surprised when you ask for a piece of information or they can bow out early and save everybody time. I didn’t like this lesson much, and maybe because it wasn’t really a lesson. If was confirmation of something I already knew and already had done. But I got so excited about her, and her strengths and the fact that she was such a good match for this position. And she was interested. This position amounted to a 20% increase in base salary for this applicant. And not to mention a trip to Disneyland for my twins. It all seem to line up but (in my ESPN’s Lee Corso) “NOT SO FAST MY FRIEND.” 
Job hunters understand that when you work with a recruiter be ready for some sort of a time commitment to get you through the process. If we are going to promote you for a position, we have to get to know you, we have to find out if you are a good fit for this specific position and we all have a good process to determine that. You have a really good chance of getting in front of a hiring and the only things it costs you is time. And by the way, ASG Recruiting’s own Nicole Infanzon filled the position a few days later. 
If you want to read more of what I and the other #badasses at A Sales Guy Recruiting have written, check out our blog! If you’d like advice and guidance on how to step up your game as a candidate, I invite you to check out the free resources offered at, A Sales Guy U. We’re the “Cool” Recruiting Firm! Our Secret Sauce: It’s all about meeting revenue goals, not finding resumes. Rather than looking at credentials, we see potential. A Sales Guy Recruiting was born from a sales company. In conjunction with our consulting division we know sales; sales process, salespeople, sales strategy and sales structure and we use this knowledge to find and connect you with the candidates that will make sure you make your goals. For a taste of what we do, visit us online or reach out to a badass recruiter.
Why A Recruiter Is Like A BDR To An Account Executive.
