​At Worth Recruiting, our business model is simple: we only succeed when our candidates succeed. There is nothing we enjoy more than matching a talented professional with their ideal role and watching them thrive. 

We spend our days coaching, preparing, and advocating for our candidates. We invest countless hours getting to know individuals, not just CVs. We want to help you find your next job.

However, the relationship between a recruiter and a candidate is exactly that - a relationship. It is a professional partnership built on mutual trust and respect.

Occasionally, we have to make the difficult decision to sever ties with a candidate. It’s never something we do lightly, but it becomes necessary when actions are taken that damage that essential trust.

Why would a recruitment company stop wanting to help you find a job? Here are the primary reasons:

The Importance of "Reputation Currency"

Before listing the reasons, it is crucial to understand the recruiter's position. Our most valuable asset is not our database; it is our reputation with our clients (the employers).

Employers trust us to vet candidates thoroughly. If we send them someone unreliable, dishonest, or unprofessional, it reflects directly on us.

Our reputation is damaged, and that client may never work with us again. We simply cannot afford to represent candidates who put our business relationships at risk.

Here are the primary "red lines" that create that risk:

1. The Ultimate Deal-Breaker: Ghosting an Interview

Let’s be blunt: failing to attend a scheduled interview without calling to cancel is inexcusable in a professional context.

We understand that life happens. Cars break down, children get sick, emergencies occur.

Furthermore, people change their minds - you might decide the role isn't for you anymore. That is completely acceptable.

All that is required is a phone call (or even a text message).

When you "ghost" an interview, you waste the hiring manager's valuable time, you waste our time, and you take an interview slot away from another candidate who really wanted it.

Most importantly, you make the recruiter who recommended you look incompetent to their client particularly where the recruiter has even double checked with you in advance!

It is very rare for a recruitment agency to continue working with a candidate after a no-show.

2. Dishonesty and "Playing the Game"

Trust is everything. We need to know your true salary expectations, your genuine notice period, and whether you are interviewing elsewhere.

Exaggerating experience, hiding gaps in employment, or being inconsistent about salary expectations quickly erodes trust.

If details don’t add up, it becomes impossible to represent you with confidence.

We sometimes encounter candidates who use an offer secured through us merely as leverage to get a counter-offer from their current employer, with no intention of ever moving. While getting a counter-offer is a reality of the market, misleading a recruiter and a prospective employer to get one burns bridges entirely.

3. Ignoring Professional Advice

You use a specialist recruiter because they know the market better than anyone else. We know the hiring managers, the culture, realistic salary bandings, and the best way to present your experience.

We offer advice - on tweaking your CV, on interview technique, dress code, or salary expectations, on changing your LinkeIn profile -to help you secure the job.

When a candidate consistently ignores that advice, it signals two things: arrogance, or a lack of genuine interest in securing the role.

If we advise that your salary expectations are significantly above the current market rate for your experience, and you refuse to budge, we cannot help you. It does not mean we won’t try but, we need to know that you are receptive to coaching and realistic about the market.

4. Poor Professional Behaviour (The "Halo Effect")

Recruiters are ambassadors for their candidates. How you treat us is often seen as an indicator of how you will treat an employer.

Rudeness to our recruitment team, not responding to our calls or emails, turning up unprepared for meetings, or aggressively negative comments about previous employers all raise major red flags. Behaviour that risks an employer’s confidence in you will lead an agency to step away.

Recruitment is a partnership.

Candidates who communicate openly, act professionally, and are willing to take informed advice are far more likely to build strong, long-term relationships with recruiters - and secure the right opportunities as a result.

We will work incredibly hard for communicative, reliable, and honest candidates. In return, we ask for professional courtesy and open lines of communication.  

If you change your mind about a role, feel a particular company is not right for you or think the location will be inaccessible, just tell us - we will respect you much more for the honesty than the silence. 

Looking for a new job in the Property Industry, call the Property Recruitment team at Worth Recruiting on 01372 238300 or send your CV to toptalent@worthrecruiting.me