The Recruiter Led me on and on and on

Recruiter Follow ThroughRecruiter Follow Through

I hear this often, “The Recruiter led me to believe it was my job, but he never called me back. Why do they do this?”

First of all let me make this statement; I know a lot of recruiters. Many are my friends. Some are not. Many I trust explicitly. Some I don’t. Just like any other industry, there are really good people and there are others who are not really good people. This is a fact of life.

A recruiter may tell you in many different ways “the job is yours, let me get back to you, ” for one of two reasons:

#1 – They want to keep you on the ‘line’ until they finish ‘selling you’ to their client.

If you are working with a third party recruiter, they’ll need to go back to their client and convince them that you are the best possible candidate within the budget. Sometimes the recruiter is competing with other recruiters. This makes this ‘sales process’ even more difficult.

If you are working with an internal HR recruiter, this sales process still occurs, however it’s not as difficult. There could still be budget issues and internal candidates involved in the decision.

They will lead you on so that you don’t go find another job while they are wrapping things up.

#2 – They could be completely sincere with their statement.

However there are still lots of issues that come into play. Budget, changes in business goals, internal candidates, and new or differing opinions from other members of the team that the recruiter did not know about and/or could not share with you.

Many of the good recruiters I know will try to follow through with their candidates. They feel it’s important to treat their candidates the same way they want to be treated. However, some do not follow through.

Regardless of the reason(s) for leading you on, there are many reasons a recruiter will not follow through with you . Here are the reasons I have discovered:

  1. They forgot. (Yeah, I’m trying to be nice.)
  2. They are too busy. (Again, I’m trying to be nice.)
  3. They don’t like giving people bad news. (This is real, many people can’t do this well.)
  4. They don’t care about you at this time. (They may care about you when they need you.)
  5. They have moved on to another Job Requisition that you can’t do and you’re not important
  6. They feel you need them more than they need you. (I’ve heard this said.)
  7. They are not nice people.

OK, here is the best advice for dealing with being led on and recruiters who do not follow through.

#1 – You are under no obligation to sit idly and wait for anyone. Work your career transition process. This means, as soon as you are done interviewing, regardless of what the recruiter says, go on to your next task.

Never stop working your career transition process until you have an offer letter in your hand and a firm start date, salary and commitment.

#2 – Ask probing questions about the process. The level of relationship you have with your recruiter will determine how deep you can probe. Here are some examples of probing questions:

  1. Are you interviewing other candidates?
  2. Are other recruiters presenting candidates?
  3. Who else has to review my resume before an offer letter can be presented?
  4. Is there any possibility that a budget change is possible?
  5. What other issues are in play that may result in me getting this job?
  6. What are your next steps on this position?
  7. When should I expect to hear back from you next?

The most important question to ask your recruiter is:

If for any reason this opportunity falls apart, will you call me and let me know it is not going to happen?


I regularly recommend to career transition folks “NO Expectations.” Work your process. Keep moving forward. However you can manage your expectations if you are willing to ask probing questions.

How have you dealt with a recruiter who has led you on?

How have you dealt with a recruiter who did not follow through?

Why do some recruiters use fake jobs

Fake Job Offer

Fake Job Offers

Our unemployed friends and family often tell me that they get asked to apply for Fake Job Offers. Why?

So here is the question – Why do Hiring Managers and Recruiters create Fake Job Offers?

Would there be any value in being honest? Post for applicants but tell them upfront that this job is not ready to be filled or not currently open.

Please help our job seekers with the answer to these questions:

Triad Recruiters

The documents listed below contain contact information of Agencies and Resources in the area that can help you on your journey of searching for a job:

Executive Recruiters  & Temporary Staffing Firms listing (Google Sheet)

Here is a listing of recruiters that I know personally and can make relevant & appropriate introductions to.

ettain GroupGlen Phares
Express Employment Professionals – Nikki Kober
DatamastersChristy Kirksey
TekSystemsKevin Dillon
Martineau RecruitingJim Martineau
Bryant Executive Recruiter – David Bryant
CRG Staffing – Greg Bowman
The ResourceRita Bottoms
The Clarks Group –  Camilla Clark
Peer Point SolutionsLu Cook

updated 6/4/17

Please email me @ if you have any additions, changes or deletions that you want to suggest.




Use Social Media correctly to Recruit

I fully understand the fear that businesses have regarding using Social Media tools for candidate search and evaluation; however it’s important to get past these fears by putting real, honest and transparent processes in place.

These processes can’t be fully explained in a quick blog post; however using (all) Social Media systems for candidate search and evaluation is important because of the powerful search tools available to recruiters today.

I believe that documenting these processes and teaching (& monitoring) your staff to use them appropriately can mitigate the risk and increase the benefits. Share the processes (high level) with your candidates so that they are all aware of how your business use these tools is also important to help mitigate the risks & increase the benefits.

One of the biggest fears is that a recruiter or hiring manager will learn information that could be used in a discriminatory way about a candidate thru Social Media. How do they handle this when a candidate is recommended for a job by an employee? If they want to know useful & relevant information about a candidate thru their Social Media Profiles – consider having a non-hiring employee review the Social Media Profiles and report back the relevant information needed, sans the potential discriminatory info. (this is only one idea – not the only answer)

In summary – LinkedIn, as well as Social Media in general, is a powerful set of tools for Candidate Search.  Guidelines & Procedures, Policies, Training and Monitoring can enable businesses to use Social Media Profiles to recruit high quality candidates without the risk of litigation.

Do you want help with this – contact Teddy Burriss

Triad Area Temporary Agencies

I found this list today (3.09/2012) and decided to share it with everyone. 

These are only the Temporary Agencies.

Please let me know any other Temporary Staffing Agency that I should list here. I will update this list as I find additional names

TemporaryStaffingAgency NorthCarolinaCity WebAddress LocalPhoneNumber
Advanced Personnel Resources, Inc Greensboro (336) 272-7720
Bradley Personnel Inc. Winston-Salem (336) 248-8171
Carolina Placement Inc. Greensboro (336) 794-2401
Debbie’s Staffing Services Inc Winston-Salem (336) 744-2393
EJ’s Staffing Services Greensboro (336) 273-0095
Express Employment Professionals Lexington (336) 282-7901
Graham Personnel Services Greensboro (336) 288-9330
Key Resources Greensboro (336) 297-1700
ManPower Burlington (336) 584-4160
Salem Solutions (Medical) Winston-Salem (336) 774-3029
Synetgistic Staffing Greensboro (336) 291-1017
TEK systems/Aerotek Greensboro (336) 851-6970
Temporary Resources Inc. Winston-Salem (336) 896-1000
The Clarks Group Winston-Salem (336) 765-7377
TRC Staffing Services Winston-Salem (336) 852-2651
Winston Personnel Group Winston-Salem (336) 768-1830
WorkForce Carolina Mount Airy (336) 789-8220