In staffing and recruiting, interviewing candidates is part of the daily routine. Recruiters screen resumes, ask questions, and evaluate fit. But too often, these conversations are treated as one-sided transactions. Recruiters fall into the trap of judging, agreeing, or disagreeing with what a candidate says, rather than doing what truly matters: listening.

As Barb Bruno, CPC/CTS, President of Good as Gold Training, explains, “Our job is not to agree, disagree, or judge candidates. Our job is to see the world through their eyes, put ourselves in their shoes, and determine what they see as their next career move.”

This perspective is especially critical today. The past two years have pushed millions of professionals to pause and reevaluate their priorities. Candidates no longer just want “a job.” They want meaningful work, balance, flexibility, growth, and to become more marketable with every move. Recruiters who fail to listen risk missing what really drives a candidate—and making a poor match as a result.

Hearing vs. Listening: Why Recruiters Must Know the Difference

There’s a profound difference between hearing and listening.

• Hearing is passive. It’s registering the words spoken, but not engaging with them.

• Listening is active. It’s making the effort to interpret meaning, seek clarification, and show the speaker that you value their perspective.

“Listening is harder work than hearing,” Bruno points out. “But it’s also what separates recruiters who fill jobs from recruiters who build careers—for themselves and for their candidates.”

Candidates know when they’re truly being listened to. They notice when a recruiter asks clarifying questions or repeats back what they’ve heard in order to confirm understanding. And they notice when a recruiter is distracted, rushing, or simply going through the motions.

The truth is simple: listening builds trust. And trust is the foundation of every successful placement.

Why Active Listening Matters More Than Ever

The workplace has changed dramatically. Candidates are asking different questions than they did five or ten years ago. Today, it’s common for them to want to know about:

• Flexibility, remote, or hybrid work options

• Career advancement and professional development opportunities

• Company culture and leadership style

• Philanthropic causes and social impact initiatives

• Unique perks beyond salary

If recruiters don’t listen closely, they risk pushing candidates toward roles that don’t align with these new priorities. That leads to mismatches, early turnover, and disappointed clients.

“We can’t assume that what candidates are doing now is what they want to do in the future,” says Bruno. “If we don’t listen, we miss the chance to help them make a move that makes them more marketable.”

The Mechanics of Active Listening

Active listening is not just about keeping quiet while the other person talks. It’s a structured, intentional practice that transforms conversations.

1. Give 100% Focus

Put away distractions. Silence notifications. Close email tabs. If you’re on a video call, look directly at the camera to simulate eye contact. Show candidates they have your full attention.

2. Don’t Interrupt

Even brief interruptions—finishing a sentence or jumping in with your perspective—signal that you value your words more than theirs. Give candidates time to fully express their thoughts.

3. Ask Clarifying Questions

When you don’t understand something, ask. Questions like, “Can you tell me more about that?” or “What does ‘career growth’ mean to you personally?” encourage candidates to expand and clarify.

4. Paraphrase and Confirm

Repeat back what you’ve heard in your own words: “So, if I understand correctly, when you say growth, you’re talking about a path to leadership, not just a bigger paycheck?” This both validates the candidate and ensures alignment.

5. Involve Yourself in the Conversation

Active listening is about participation, not passivity. Nodding, verbal acknowledgments (“I see,” “That makes sense”), and thoughtful follow-up questions demonstrate engagement.

Bruno emphasizes: “When you are actively listening, you’re involved in the conversation. That involvement is what creates meaningful connections with candidates, clients, and colleagues.”

Eliminating Barriers to Effective Communication

Even experienced recruiters can unintentionally sabotage their listening efforts. The key is to identify and eliminate common barriers:

1. Interruptions – Reacting before someone finishes talking shuts down open communication.

2. Not Paying Attention – Dividing focus between the candidate and another task leads to missed details.

3. Selective Hearing – Writing nothing down in your ATS/CRM or ignoring red flags because they don’t fit the current job order.

4. External Distractions – Working remotely introduces countless disruptions—doorbells, family noise, notifications—that pull attention away.

“If you ever find yourself agreeing, disagreeing, or judging, that’s a red flag,” Bruno warns. “That’s not your job. Your job is to listen, understand, and match candidates with opportunities that align with their goals.”

Using Listening to Uncover Motivations

Listening isn’t just about respect; it’s also about discovery. The most effective recruiters use active listening to uncover the deeper reasons a candidate would change jobs.

Bruno recommends a simple but powerful approach: “Ask them the five things they’d change about their current job if they were their boss.”

These answers cut through the surface and reveal true motivators. They highlight the pain points that a counteroffer won’t fix—because a raise or promotion can’t solve toxic leadership, lack of flexibility, or poor culture.

Follow up with: “What must be there for you to make a change today?” This question gets candidates to articulate their non-negotiables. Equipped with this knowledge, recruiters can position opportunities more persuasively and prevent late-stage surprises.

Listening Beyond Candidates

While most recruiters think about listening in the context of candidate interviews, its benefits extend further.

With Hiring Managers

Active listening with clients allows recruiters to uncover the true needs behind a job order. A manager might say they want ten years of experience, but by probing and paraphrasing, you may discover that leadership ability or client-facing skills are actually more important.

With Co-Workers

Within recruiting teams, active listening fosters collaboration and reduces conflict. When colleagues feel heard, they’re more willing to share information and support each other.

Practical Examples of Listening in Action

To illustrate, consider two scenarios:

• Scenario A (Hearing Only): A candidate says, “I’m looking for growth.” The recruiter assumes this means a higher salary and pitches a job with more money but little advancement potential. The candidate turns down the offer.

• Scenario B (Active Listening): A candidate says, “I’m looking for growth.” The recruiter asks, “What does growth mean to you?” The candidate clarifies: “I want a path to management.” The recruiter identifies a role with clear leadership opportunities. The candidate accepts.

The difference lies in listening.

Why Listening Creates Retention

Placements don’t end with a signed offer letter. Engagement and retention depend on whether the job truly aligns with the candidate’s goals. Recruiters who listen actively are more likely to create matches that stick.

“When you put an opportunity in front of a prospective hire that represents advancement—the type of job they see as their next career move—you’ll make better matches. And those candidates will become engaged and retained employees,” Bruno emphasizes.

This is the ultimate win-win: candidates thrive, clients succeed, and recruiters earn credibility as trusted advisors.

Developing the Skill of Listening

The best part? Active listening isn’t an innate talent reserved for a few. It’s a skill that can be developed with practice:

• Role-play interviews with colleagues to practice clarifying questions.

• Record and review calls to spot interruptions or moments where you tuned out.

• Set micro-goals like “don’t interrupt once during this call” or “paraphrase three key points.”

• Ask for feedback from candidates or colleagues on how heard they felt.

Over time, these small steps compound into a powerful ability that distinguishes top recruiters from average ones.

Listening as a Recruiter’s Superpower

In today’s market, where candidates hold the power and priorities have shifted, listening isn’t optional. It’s essential.

Recruiters who rely on hearing alone risk making shallow matches that don’t last. Those who listen actively uncover motivations, build trust, and position themselves as true career advisors.

As Barb Bruno puts it: “Listening is how you show candidates and clients that what they say is important and worthwhile. It’s the difference between filling a job and changing a career.”

For recruiters, active listening is more than a skill—it’s a superpower. And the sooner you cultivate it, the stronger your placements, relationships, and reputation will become.