The root cause is that clients only pay a fee contingent on hiring a candidate who was presented by the recruitment agency (hence the term contingency recruiters). 

Recruiters of course know that client companies often multi-list their job openings. Because all clients have to do is sign a document confirming that they will pay a fee if they hire. Consequently there is neither commitment nor risk for such clients.

When poverty comes in at the door, love flies out of the window. An old proverb that conveniently explains why a recruitment consultant gives up easily on your job, in cases where a quick database and Internet search shows up no relevant candidates. As contingency recruitment companies will only receive an income, and the recruitment consultant a commission, when their candidate is hired, it now becomes a matter of speed and not which recruiter can do the best quality job for you.

A recruitment agency consultant may easily work on 20 jobs at the same time. To beat the agency next door, it’s all about getting that resume under the client’s door before anyone else. This forces the consultant to be a lot less worried about what exactly defines the client’s perfect candidate. Are you thinking the same as me? It’s like throwing spaghetti on the wall; meaning a trial and error method – try whatever to see what works. But the recruitment consultant must move quickly to the next, hopefully easier, job to stand any chance of meeting targets and receiving a commission.

The irony of this mad circus is unfortunately not favouring hiring managers and their companies. Rather than getting full commitment when they get recruitment agencies to compete, they really get a lot less attention and service.