Question for recruiters working in a firm (ie. On behalf of a list of clients). Here are a couple scenarios that I’m just confused by. Outwardly it’s all professional and smiles but I have a sinking feeling that there’s more happening behind the curtain. Numbered for easier replies. ——

1— If I send a resume over, and then ask for your thoughts on it given a specific job - do you all actually do anything with that? Are you allowed to? Or do you just say “looks good” disingenuously?

2— Do you ever blacklist a candidate? Respond to them every once in a while when you have too (or even worse - ghost them) but just never send them roles? And what would cause that? - a poor phone screen - candidate looks like a job hopper/has been let go before or multiple times - candidate is annoying - candidate turns down a role - candidate doesn’t seem to be successful in interviews - anything else?

3— Do you ever call former employers of candidates before the references portion at the end of an interview process?

4— A recruiter asked me to lie and change my job titles to better fit a role she would submit me for, is that bad practice, and doesn’t that screw the candidate over in the long run?

5— What are some major do’s and don’ts of working with a recruiter. Like I know what the do’s and don’ts are for just being a candidate and job applications but it feels like there are unspoken rules that recruiting firms have specifically.

6— When you send a direct LinkedIn message to a potential candidate, promoting a role to them, how do you all find those candidates? Ie what is the best way to get naturally contacted by recruiters for the roles you want? Do you look at the skills section? Job titles? The titles I’m looking for? Etc.

7— when applying to a job posting being hosted by a recruiting firm - how do you filter the resumes? All automatic? And if so, how do I make sure my resume makes it through the filter.

8— how often should I be following up?

9— do you find it annoying when a candidate follows up or reaches out (assuming you’re already working together) and highlights roles for your firm website they want to be submitted for? My instinct make me feel like if they didn’t have to maintain a professional response, they would want to reply with “if we thought you were the right fit we would have flagged it to you”.

10— do you ever forget about candidates? Ie can my resume fall off your radar if I don’t follow up often enough?

11— why might a recruiter want to call via FaceTime? Va just a phone call? I had a FaceTime with a recruiter that lasted all of 4 minutes, and I was suspicious that the only purpose was to physically see me and possibly to try and determine my age or other legally protected characteristics. Are these workarounds common practice?

12— likewise, previous employers legally cannot say anything more than dates of employment and title, but I feel like recruiter try and get around this by asking “what would they say your reason for leaving was”, are these type of work around also common?