Frustrated with Recruiters? Here’s What to Do
As a PR professional, you know what it’s like to have a great story that needs to be heard. You pick up the phone to a busy journalist, conscious that you might sound "pushy", but confident that the content you're offering them is valuable.
Now, flip the script. The phone rings, and it's a recruiter. We get it. Times are tough, budgets are squeezed, and it can feel like the last thing you need is another interruption.
But before you write off the call, consider this: what if that recruiter is just like you—a specialist trying to pitch something of genuine value? We believe there's a better way to work with recruiters that could save you time, stress and money. By viewing them as strategic partners instead of salespeople, you can turn an interruption into a real opportunity.
The current climate is testing everyone
Let's be honest about what's happening out there. We talk to people in the PR and communications industry every single day, so we know what you’re facing. Hiring freezes are common, budgets are under scrutiny, and both agencies and in-house teams are being asked to do more with less.
At the same time, when you do advertise a role, you might find yourself drowning in applications - many of them AI-generated. Who has time to sift through a mountain of responses that may or may not reflect the candidates true abilities?
Meanwhile, your account directors are being pulled into managing interview processes (which takes them away from client work), and everyone's feeling the pressure.
Sound familiar?
Why the recruiter relationship can go sour
In this environment, it's no wonder that recruiters can sometimes feel like pushy salespeople. You're already overwhelmed, and along comes another call from someone trying to sell you their services when you're not sure you can even afford to hire.
Ever thought something like this: "The last thing I need is a salesy recruiter calling me up asking to recruit for this, that and the other..."
Frankly, we understand the frustration.
But here's what you might be missing
Even (especially!) when budgets are tight, the right recruiter relationship can add real value. Instead of seeing every recruiter call as an interruption, consider it an opportunity to gather intelligence and improve your chances of success..
Try this approach next time:
"We can't afford recruitment fees right now, but can you give us some insights? How can we improve our hiring processes to find the next candidates? What are you seeing in the market? How should we be structuring our team?"
You might be surprised by what you learn. Good recruiters are talking to candidates and companies in your industry every single day. That market intelligence has value, even when you're not actively hiring.
Ask the right questions
Not all recruiters are created equal, and this is your chance to separate the wheat from the chaff. When a recruiter approaches you, dig deeper:
How many CVs do you typically send clients each day?
How do you brief and screen candidates before putting them forward?
What's your process for headhunting?
How do you assess cultural fit, not just skills and experience?
These questions will quickly reveal whether you're dealing with a volume-driven CV mill or someone who takes a more thoughtful and tailored approach.
The specialist PR recruitment agency advantage
Here's the thing about PR and communications recruitment: it's a specialist field. The generalist recruiter who places secretaries across multiple industries probably won't understand the nuances between a B2B Tech Account Director role and a B2C Tech Account Director.
A specialist PR recruitment agency will not only understand the sector, but also get to know your company and needs properly. They’ll also help you avoid the many potential pitfalls of hiring so you can build a successful PR and comms team.
At PR CROWD, we focus exclusively on PR and communications roles. We're not trying to be all things to all people - we know our patch, and we know it well. That’s why our clients truly rate us.
Think boutique, not big box
Don't write off smaller recruitment agencies. While massive firms may have brand recognition, boutique agencies often provide a more personalised service. When they take you on as a client, you're not just another name on an ATS system.
They know which candidates to approach first. They're selective about who they work with. And everyone knows that smaller agencies are typically more dedicated to individual clients than the big players juggling hundreds of roles.
A more collaborative approach
The best client-recruiter relationships are partnerships, not transactions. This means:
Using recruiters as strategic advisors, not just CV suppliers
Building long-term relationships rather than one-off interactions
Reaching payment arrangements that work well for both parties
Getting honest feedback about market conditions and candidate experiences
Looking ahead
The market will pick up again. The UK PR industry is forecast to grow significantly over the next few years. As businesses dial up comms to try and win market share, the agencies and in-house teams with strong recruiter relationships will be the ones who can move quickly, hire smartly and scale effectively.
Rather than shutting the door on all recruiter conversations, use quieter periods to identify and get valuable insight from the partners who can help you build your PR dream team.
Ready to explore a different kind of relationship with a specialist PR/comms recruitment agency? Get in touch with Gavin for a no-obligation chat about what we’re seeing in the market - from salary benchmarking to in-demand skills.