What does it mean to go above and beyond?

As I was considering this month’s topic, I found myself reflecting on the impact we have as recruiters. The job market and economy have shifted significantly over the past year, and after seeing — and personally experiencing — the effects on so many job seekers, I realized that going above and beyond as a recruiter isn’t just about filling roles. It’s about helping people navigate their careers in meaningful ways. That’s what drives me and reminds me why I truly love what I do.

After being unemployed for seven months, I had a serious reality check. I spent countless hours updating my resume, applying to jobs, following up on applications, and networking, yet the process was far from smooth. I was ghosted, led on, and frankly, treated poorly at times. I often asked myself, WTF is going on? Have we lost all human touch? It wasn’t an easy experience, and it gave me a lot of time to reflect on what I could do better as a recruiter when I found myself back in the job.

Recently, I worked with a candidate who was struggling to get interviews. She had great experience with some well-known healthcare companies, but the problem was her resume. After the pandemic, she had been placed in several short-term contract roles, some lasting only a couple of months. She listed each job separately, with dates, which made it look like she was jumping from job to job every few months. Naturally, this raised red flags with hiring managers. During our conversation, she explained that these were agency placements and that she was really looking for something long-term but just couldn’t seem to break through. I totally got it—she had the skills and experience, but her resume wasn’t telling the right story. So, I suggested a small tweak. Instead of listing each job individually, I advised her to group them under one heading, “Agency Temp Employee,” from 2020 to the present. That way, it was clear that she’d been working steadily through agencies rather than bouncing around. It gave hiring managers a much better picture of her work history, and it wasn’t long before she landed an interview. It was a simple change, but it made a huge impact. This experience really reinforced for me how much of a difference we can make when we take the time to help candidates put their best foot forward.

In our line of work, it can be tough to provide candidates with the feedback they really need. Whether it’s legal constraints, unclear feedback from hiring managers, or just not having the time, it’s easy to get caught up in the rush and miss out on opportunities to really help. But after going through the job search grind myself, I now make a conscious effort to go the extra mile for job seekers. Instead of sending a generic rejection email—I make an effort to provide helpful feedback, explain what didn’t work out, and offer advice when I can. To me it’s not just about filling a role; it’s about setting people up for success. With all the AI tools and automation these days, human interaction can sometimes feel like it’s slipping away. But that’s exactly what candidates need, human connection. They want to know someone’s in their corner, someone who’s actually paying attention. So take that extra moment to give someone feedback or a little guidance. It might seem small, but it makes a huge difference!