Ethics in Recruiting – Making the Right Match
Carol Metzner • April 23, 2021
Being ethical simply means “doing the right thing.” Recruiters are hired to be internal or external hiring and talent experts. As an executive search consultant, internal corporate or agency recruiter, the goal should always be to make the right match for the open opportunity and the company. In the current marketplace, there has been an increase of recruiters who find themselves desperate to make a placement. Corporate recruiters are working to keep their jobs safe from layoffs and third-party recruiters and executive search firms are concerned with potential decreased financials. Add to this, job seekers who are worried about the pandemic, unhappy in their current roles, or laid off and need a job. This makes the recruiting business ripe for unethical recruiting practices and pushing through a bad opportunity/job match.
Many civil engineering consulting firms have furloughed or let go of staff. Conversely, many civil engineering consulting firms have taken the opportunity to make “investment” or strategic hires to their leadership teams. As an architecture and civil engineering executive recruiter with more than 30 years supporting ENR top 500 consulting firms, I continue to be astounded by stories of everyone looking out for themselves at the expense of their employers, clients and/or job seekers. These recruiters are so desperate to say “I filled that open requirement” that they will gloss over the candidate characteristics that make for a less than good “fit” for the position or company. They recommend candidates and encourage their hiring authorities to move forward, overcoming any concerns that may be present.
A candidate-job mismatch damages a consulting firm’s ability to further their goals, effecting the bottom line that then effects more staff. The mismatch may be uncovered in a year, but it will be uncovered. While being able to support their family for a year, the mismatched candidate will find themselves back looking for a job while having to explain another job change. Employers find themselves explaining to clients and staff why they are recruiting again to fill a vacancy. And, the recruiters are off onto something else.
Recruiters must take time to evaluate the candidate-job match. Our job is to advise our hiring leaders to make the BEST match – not the quickest hire. Recruiters need to stop thinking of themselves and take a step back. The right fit is out there for your open opportunities. Do the right thing for your client, employer or job seeker. If you were worried about your job before trying to force a square peg into a round hole, consider the likely consequences after making such a desperate move. More importantly, you will have a positive effect providing good value to others!
The Metzner Group Blog
Last night, I had an unsettling phone call with a client. It pushed me to assess whether "the client is always right." Here is what I came up with: In executive recruitment, "the client is always right" is a guiding principle. After all, clients trust us to understand their needs, align with their vision, and deliver top-tier talent. But what happens when that principle collides with another: the duty to place candidates into environments where they can thrive? Every recruiter has that moment of realization—a client may seek a professional, but their leadership style, company culture, or expectations send up red flags. Perhaps their demands are unrealistic, or their treatment of candidates raises ethical concerns. These situations challenge recruiters to balance two critical priorities: maintaining client relationships and protecting candidates from potentially detrimental placements. As recruiters, we’re not just matchmakers but stewards of careers and livelihoods. Candidates trust us to help them take the next step in their professional journey. If a client demonstrates behaviors or values that could lead to a toxic environment, we must assess and address the situation with integrity. This doesn’t mean severing ties with challenging clients immediately. Open communication is key—have a candid conversation to understand their expectations and share your observations. Sometimes, clients are unaware of how their actions or words come across and are willing to adjust. However, if it becomes clear that their approach contradicts your commitment to ethical placements, it may be time to reconsider the partnership. Ultimately, I have decided that "the client is always right" has its limits. As an executive recruiter, my reputation hinges on filling roles and making placements that benefit both sides. Walking away from a mismatched client might feel like a loss in the short term, but in the long run, it reinforces my integrity and ensures the candidates I work with continue to see me as an ally in their careers. After all, my genuine client is the principle of finding the right fit—for everyone involved. What are your thoughts? #civilengineeringexecutivesearch #architectureexecutivesearch #executivesearch #AEP #ethics #recruiterinsights
Many of us understand the significance of both short-term gains and long-term investments. When evaluating a new opportunity, the financial package plays a critical role—it reflects the value of your expertise and supports your aspirations, both today and in the future. However, compensation should not be the only compass. A truly strategic decision considers how the role aligns with your vision, challenges your abilities, and fuels your capacity to lead with impact. The right opportunity integrates financial reward with culture and mission that drive fulfillment, growth, and purpose. One should not accept an offer solely based on money, nor should one reject an offer solely because of financial reasons. Leadership is about balancing head and heart, value and vision. Let’s prioritize decisions that secure not just wealth but meaning. What principles guide your career decisions? #Architecture #CivilEngineering #ExecutiveSearch #Recruiter #AE #RecruiterInsights
