Once upon a time, a headhunter was a person who cut off and preserved someone’s head after killing them. It’s no wonder that the term headhunter, as applied to the modern day recruiter, has such a bad reputation. From the outset, the industry has been challenged in overcoming this negative stereotype. Each time someone has a negative experience with a recruiter, that negative label is reinforced.

Perhaps it’s just human nature to remember adverse events over those that are helpful. There’s the old saying that “the only good news is bad news,” and a highly paid recruitment executive that makes the news for his rude email, does nothing to help the cause.

Recruiters have a reputation similar to that of slimy-looking, greasy-haired second-hand car salesman. Every industry has its share of bad apples, and unfortunately there are those who are more concerned about closing the deal than they are about what others think. Some recruiters behave badly, and as shown, those who behave really badly make the news. What doesn’t make the headlines are positive stories.

Three major problems exist in the industry that contribute to the bad reputation that headhunters have earned.

First there is the nature of an industry in which recruiters are paid a fee for placement. The earnings structure means that recruiters go through a lot of resumes but can only spend significant time with those candidates with the best potential for a specific job. Recruiters are forced to prioritize their time significantly, and this results in less time available for interacting with those who are less qualified. This is compounded by the fact that many job seekers erroneously believe recruiters are working on their behalf.

Many companies state on their employment advertisements that they only contact candidates who are deemed suitable. Job seekers typically are not offended if they send in a resume and receive no response. They may be disappointed in the lack of communication, but they’re not upset. However, the same feelings don’t hold when a job seeker contacts a recruiter. They expect to be contacted, regardless of suitability.

The second problem the industry faces is over-saturation combined with the high value placed on speed over service. Granted, this is not always the case. Some companies do rely on a select group of recruiters to satisfy their employment needs. However, it can be argued that the majority of companies don’t care who finds them a suitable candidate, as long as it’s quick. As a result, companies are swamped with recruiter solicitations anytime a job opening appears. At the same time, candidates often get sent out to a large number of job openings, even if they aren’t the best fit.

The third problem is that few qualifications are necessary to enter this potentially lucrative field. This causes a number of “less than desirable” participants to enter the field, tarnishing the reputation of established recruiters and making everyone look like a headhunter.

In order to overcome the negative connotation associated with their industry, recruiters need to be vigilant in ensuring they maintain a good reputation among job seekers and employers.

Stephen Jeske is an avid outdoor enthusiast with a passion for coffee. He frequently writes on a variety of topics including careers and reputation management.