There are a lot of things that go unspoken in the recruitment industry. There are things we wish more candidates and hiring managers knew and would talk about openly.
So, we spoke to our legal recruiters in Toronto about some of the things recruiters wish they could have more honest conversations about with candidates and hiring managers. Below are 4 things recruiters wish they could tell candidates and 4 things they wish they could communicate to hiring managers.
4 Things recruiters wish they could tell candidates
Recruiters are allies, not obstacles
Many candidates treat recruiters as gatekeepers to outsmart. In reality, recruiters want placements that work for both the candidate and the employer. We understand that changing jobs is a major life decision, often tied to financial security, career identity, and family considerations. Beyond that, a bad “fit” looks bad on us and it’s bad for business, so trust us – we only want you to take the right next steps in your career. Open communication, transparency about goals, and trust in the process help recruiters advocate more effectively on a candidate’s behalf and lead to better outcomes on all sides.
Likeability is essential to pass the first round of interviews
Skills and experience may get you the interview, but likeability often determines whether you move forward. Early interview rounds are as much about cultural fit and communication style as they are about technical ability.
Interviewers ask themselves:
- Would I enjoy working with this person?
- Would clients or colleagues respond well to them?
Being friendly, engaged, prepared, and respectful can make a significant difference. Recruiters see many technically qualified candidates fall short simply because they didn’t connect on a human level.
Interviews are a two-way evaluation
Strong candidates don’t just try to impress – they evaluate fit. Asking about leadership style, expectations, and team dynamics shows maturity and long-term thinking. Recruiters and hiring managers respect candidates who are selective and intentional, not just eager to accept an offer.
We notice preparation more than confidence
Confidence is helpful, but it’s not a substitute for preparation. Candidates who understand the role, the company, and how their experience connects to both consistently outperform those who rely on charm alone. Thoughtful questions and relevant examples signal genuine interest and professionalism.
4 Things recruiters wish they could tell hiring managers
The top candidate doesn’t always tick all the boxes
The “perfect” candidate rarely exists. Strong hires often meet most, but not all, of the listed requirements. When hiring managers insist on 100% alignment, they risk overlooking high-potential candidates who could excel with minimal ramp-up time.
Recruiters frequently see candidates who bring the right mindset, transferable skills, and cultural fit but are screened out because they lack one specific tool or experience. Flexibility on non-critical requirements can dramatically improve both hiring outcomes and speed.
Your hiring process is too slow
Lengthy hiring processes cost companies top talent. Highly qualified candidates are usually interviewing elsewhere. Delays between interview stages send a message that the role isn’t a priority.
Recruiters often watch strong candidates disengage or accept competing offers simply because decisions took too long. Streamlining interviews, aligning stakeholders early, and committing to timely feedback can make the difference between securing top talent and starting the search all over again.
Your wish list of “must-haves” for candidates is too long
An overly detailed or unrealistic wish list narrows the talent pool unnecessarily. When every requirement is treated as non-negotiable, roles become harder to fill and time-to-hire increases.
Recruiters wish hiring managers would clearly distinguish between true “must-haves” and skills that can be learned on the job. Prioritizing impact-driven competencies over exhaustive checklists opens the door to more diverse, adaptable, and motivated candidates.
Transparency between recruiters and hiring managers is essential to find the right person
The strongest hiring outcomes come from open, ongoing communication. Recruiters need clarity on what success looks like in the role, what challenges the team is facing, and where there’s flexibility. When hiring managers withhold feedback, change requirements mid-process, or avoid difficult conversations, searches stall or go off track. Transparency builds trust, speeds up decision-making, and ensures both sides are aligned on what “the right hire” truly means.
Get more expert advice from our recruiters
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