A Candidate Cheat Sheet to How Recruitment Actually Works

Unlike the team at Motion Recruitment who manage hundreds of hiring processes every year, recruitment is not something the average person thinks about daily. In fact, it is incredibly common for us to speak with professionals in their 40s and 50s who have never actually used an agency to find work before. Because of that, it is unfair to assume everyone knows how the process operates. Simple assumptions get made, which easily leads to misunderstandings.

This is a straightforward cheat sheet covering the most common recruitment misconceptions in a simple FAQ format.

Does it cost a candidate to use a recruitment agency?

No. Using a recruitment agency to look for work is a completely free service for candidates. An agency is engaged directly by an employer to fill a specific vacancy, and it is that employer who pays the recruiter. A candidate should never be asked to pay a fee to secure a job.

What about contracting? Do you take a cut of my pay?

Still no. When contracting through a recruiter, you should simply focus on a daily or hourly rate that you are comfortable with. Knowing your market value is important, and a good recruiter can help you benchmark this. Once you settle on your target rate, that is exactly what you get paid. The recruiter then adds their business margin, along with mandatory payroll taxes and insurances, on top of your rate. The hiring client pays that total combined amount.

Does the recruiter make the final hiring decision?

No. A recruiter works under strict instruction from the employer or hiring manager. The client provides the technical and cultural requirements, and the recruiter is tasked with mapping the market to find a shortlist of the most suitable people. While a consultative recruiter will guide, advise, and challenge the hiring manager, the ultimate decision on who gets the job always rests with the client.

Is the recruiter on my side?

Yes, absolutely. Recruiters want you to get the job, but they also have to act as a responsible gatekeeper by vetting candidates against the client’s explicit expectations. If an agency consistently presents people who do not align with the brief, the client will stop working with them, which helps no one. Your consultant should always be working to present you for roles where you have a genuine chance of success.

Will a recruiter pressure me into a job I do not want?

They should not. It is your life and your career, and no one can force you into a move you are not comfortable with. The best approach is clear, upfront communication. If you lose interest in a role during the process, let the recruiter know early.

The biggest misstep you can make is signing a contract without a genuine intention to start. While personal circumstances do change, ghosting an employer or failing to show up on day one damages your professional reputation. If your priorities change, communicate immediately so everyone can adjust their plans.

Can I apply to the same job through multiple agencies?

We highly advise against this. If a client receives your resume from two different agencies for the same role, it creates a commercial conflict over who represents you. It often results in the hiring manager shelving your application entirely to avoid internal administration arguments. Pick one trusted agency to represent you for a specific role.

Can I call a recruiter just for advice?

Of course. Recruiters possess a wealth of knowledge about current market trends, salary benchmarks, and interview best practices. All initial conversations are confidential, and we are generally a highly social, approachable group. If you need a steer on the market, pick up the phone and give us a call.