Ok we often hear the candidate is at the "mercy" of the recruiter. Not good so tell me how you would answer this?

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I'm not quite getting the context here - but I'll take a stab at it.

It would be more appropriate to say the candidate is at the "mercy" of their skill set and their professional sphere of influence/network. That - in my opinion - is a far more accurate way to look at the issue.
I broadly agree.

However, as Jerry alludes to, candidates do need to get better at applying for jobs.
I have spoken with many candidates in my non- HR role and many ( could be better prepared) say they did not get to say what they really anted so my challenge is how do you make sure you don't miss the diamond in the lump of coal?

Jerry Albright said:
I'm not quite getting the context here - but I'll take a stab at it.

It would be more appropriate to say the candidate is at the "mercy" of their skill set and their professional sphere of influence/network. That - in my opinion - is a far more accurate way to look at the issue.
I guess my point is what's it all about simply checking of the assignment or helping people with the right fit. We know that not everyone even the best of the best don't get it right at interview. I look for the accountability of the recruiter to simply look beyond the candidate number

Peter Lanc said:
I have spoken with many candidates in my non- HR role and many ( could be better prepared) say they did not get to say what they really anted so my challenge is how do you make sure you don't miss the diamond in the lump of coal?

Jerry Albright said:
I'm not quite getting the context here - but I'll take a stab at it.

It would be more appropriate to say the candidate is at the "mercy" of their skill set and their professional sphere of influence/network. That - in my opinion - is a far more accurate way to look at the issue.

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