Recruiting at Large (versus Small)

The problem with large recruiting agencies is that they’re large and in charge…of all the high-in-demand jobs that will give them the most profit. As a recent graduate, I quickly learned that I was competing for jobs with everyone else who graduated at the same time as me, which made up a huge population of job-seekers. I majored in Marketing and graduated with a high GPA. I may not have had a technical degree, but I knew I was smart, hard-working, incredibly dedicated, and I even had some internship experiences listed on my resume. I was confident, but in reality, finding employment was more difficult than I imagined. So I signed up for a recruiting agency.
The first agency I signed up with was a very large, well-known international recruiting firm. When I walked in the reception area, I was immediately impressed by the richness of the décor. There was marble, shiny tiles, glass, a large reception desk, professionally-dressed receptionists, and ambient lighting everywhere. If there was a place I should go to get myself a job, this would be the place to go. Their processes were very well-organized – bundles of paperwork to fill out and read through, interviews with recruiters to assess my skills and my needs, and I left confident I would receive a call with a job placement offer soon.
A week later, I had no phone calls. Another week, no word. I couldn’t wait around for an opening, so I moved on. The agency was great in terms of their professionalism and their reputation was huge. I was impressed by their luxurious image, but in the end they didn’t deliver. I suspect their recruiters were more preoccupied with filling more senior, technical-level jobs that were in high demand, and had no time to waste on someone like me, who would only yield them a much smaller amount of profit.
My suspicions were quickly confirmed when I pursued my next ambition – if you can’t beat ‘em, join ‘em. I applied to work as a recruiter for recruiting agencies. I started with a larger firm with a big reputation for recruiting technology-type jobs. My interview consisted of meetings with two different recruiting managers and a 6-hour long job shadow. I was astounded by how the recruiting industry seemed to work like sales. There were competitions on who could recruit the most people, there were tight deadlines, scripts, and tons of recruiters packed into an open room, phones jammed to their ears – it was like a sales floor or a call center. Only everyone was out to make some money. During my shadowing, I watched people try to push jobs that weren’t necessarily the best fit on job candidates. It was very strange to me that recruiting firms didn’t seem to be focusing more on connecting good people with good companies by finding the best job match, and instead trying to fill as many jobs as possible. I suppose when you think about it, that’s what recruiting firms were supposed to do, but to me, it felt like one huge job-filling machine.
From then on, I interviewed with smaller recruiting agencies – about 10-20 people at most. It was great – there was individualized attention on each company and each job-seeker, a sense of recruiters helping recruiters instead of an every-man (or woman)-for-himself (or herself) mentality, and a more human element to the process.
That’s one of the biggest benefits of Twenty Bridge – they’re focused on matching people with people, not workers to jobs. Twenty Bridge recruiters put individualized attention on every job-seeker to ensure that they find a job that truly suits their needs. Twenty Bridge isn’t focused on making profit off people, but helping others who are smart, hard-working, incredibly dedicated, with even some experience listed on their resume find not just a job, but the job. They’re focused on building relationships from the first handshake to seeing a new employee off on their first day, and making job-seekers and companies alike, happy and excited with their experience.