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Most technical recruiters admit to having a choice contractor and play favorites whether it be their first placement or IT contractors with similar interests.  While it is great to find the good and positive in others, are some IT recruiting firms seeing candidates through rose tinted glasses?  Before a technical recruiter recommends him for other assignments, he should focus on the candidate’s actual work performance and goals.  They may be putting the contractor before more qualified individuals for open IT jobs.

Friendship

It is acceptable to have a friendly relationship with candidates, but IT recruiters should keep their work relationships professional.  IT staffing firms should not let their candidates take advantage of them based on friendships.  Treat contractors with the same amount of respect as any hiring managers or other clients and expect the same from him.  If he asks for honest feedback, avoid sugarcoating information by providing him with the truth, especially if he is unfit match for an open position.

Feedback

When a hiring manager makes suggestions for improvement in a candidate’s performance, do not take it personally or make excuses for him.  Technical recruiting companies should coach their candidates on ways to make the most of assignments and expand experience.  The more they learn, the more experienced they will be for potential, future placements.

Open to New Candidates

If candidates are more qualified than a favorite IT contractor, do not punish prospective candidates and hiring companies for a favorite.  Be open to networking and expanding client bases by meeting with new contractors.

IT recruiting requires mutual respect throughout the relationship.  By favoring another contractor over others, the IT recruiting company is not being fair to some who may be more qualified.  Rather than letting personal preference become involved, focus on the outcome of the placement.