This past Valentine’s Day, we launched the second Chaloner Survey of 2025 and had a record number of respondents. While I proposed we title the survey “Roses are red. Violets are blue. We hope you love your recruiter because your recruiter loves you,” I was overruled and we went with “Working with your recruiter.”

We learned a lot and most of it reinforced what we hear on a daily basis: the recruiting business is rife with inconsistent practices and many professionals in the search business give the space a bad name. Ghosting is frequent, one-way dialogue is common and timelines are unclear. My Chaloner colleagues have heard stories about recruiter interactions that make us shake our heads. Talent acquisition and search are all about relationships and you – whether you are in the role of candidate or serving as hiring manager – should demand more. At Chaloner, defining and following best practices is a priority.

Here are the top five things we think anyone working with a recruiter, Chaloner or someone else (although we hope it will always be us!), should expect:

Clear Communication

It is about communication, and there should be an ongoing open dialogue about the process and the timeline. If your recruiter has not shared that information with you, ASK! At Chaloner, we create a timeline for each search we do that is shared with our clients but can be outlined with the candidates. It typically has a beginning, middle and end spanning 8-12 weeks (subject to change based on market conditions and client calendars). Nearly 40% of survey respondents said that they were not told the interview process. Our practice is to share that information, but if we forget, please ask!

Feedback

Not everyone likes to hear hard things, so sometimes you may have to ask for more information on why you weren’t selected to advance in the process or why your profile, interview, or experience didn’t support your candidacy. It’s a good question, and your recruiter should be ready to tell you more. Truth is that sometimes there isn’t anything you could have done differently, and, instead, it is just that another candidate was a closer match or felt like a better fit for the organization. 

Support and Encouragement

Both the hiring organizations and our candidates are our “customers.” After all, without our candidates, we would have problems filling the positions for our hiring clients! More than half (52%) of respondents reported that the recruiter provided helpful information in advance of the interview. On each search, we invite candidates to schedule a time for a prep call with our lead Chaloner recruiters. It is always surprising how many candidates don’t make that call a priority! On those calls, we run through information that can boost your confidence and knowledge walking into your interview: background on the interviewers, questions raised about your candidacy, and we make sure you are accurate on facts and confident in your presentation. Always make the time to take the prep call. 

Representation

We view serving as advocates for our candidates as an important part of our role. Recruiting in the way we do it is a bit like matchmaking. Please always be honest with your recruiter. Share all the facts in advance as there is nothing worse for us than not being able to answer a question or learning some new – and/or different – information after we have presented your profile and pitched you as a great candidate to our hiring client. We are acting as your “agent” when we introduce you as a candidate and need to know everything: the great, the good, the bad, and the not so good. And what you can expect in return is that we will present you as a strong and appealing candidate, highlighting your strengths and the reasons you could be a great fit for the job. 

An Ongoing Relationship

Only 50% of respondents said that they maintain regular contact with a recruiter. Yes, we will reach out when we have a job that feels like the right match. And yes, when we say we are keeping you in mind, we are! For a glimpse into the inbox of a recruiter, know that we get – and send – dozens of emails a day. Our applicant tracking system receives hundreds of resumes a day, and the whole picture is quite active. We love hearing from you regularly! Please don’t only reach out when you are panicking about losing your job or you just can’t take another day. Reach out when things are good! Tell us what you’ve been up to, some good stuff happening at work, when you’ve been promoted, when your organization is growing or doing something new. This is what truly keeps you top of mind and makes us feel great about your profile as we have data to back it up. 

If you are not getting these things in your collaboration with the recruiter you are working with, say something. Relationships are always a two-way street, and as with all people-focused organizations, this means it is all about connections. We are in the people business and wish that the entire recruiting industry treated everyone with high levels of respect. Chaloner knows many other recruiting firms that follow similar practices, but if you happen to be working with someone who does not, expect more! Recruiters can be your best source for industry trends, organizational insight, professional growth planning, and advice on what you could be doing to build your profile and career. 

Chaloner

Chaloner (founded in 1979 as Chaloner Associates) is a national executive search firm that focuses on recruiting mid- to senior-level communications, public relations, marketing and investor relations professionals.