Recruiting software developers using an agency is a great option when trying to fill positions with qualified candidates. The hiring process is time consuming, so having an agency handle the recruiting process can take some of the load off your team while simultaneously accessing a larger pool of vetted candidates. 

There are some issues that can arise when working with a recruitment agency. These common pitfalls include lack of understanding of job requirements, ignoring cultural fit, and failing to vet the agency properly. In addition, a lack of communication between the recruitment agency and candidates can also cause issues during the hiring process.  

This article will cover these 5 common mistakes made when working with a recruitment agency and provide some details on how they can be avoided. Once you can avoid these common mistakes, you can more effectively fill your team with qualified candidates.  

Lack of Clear Understanding of Requirements 

The goal of working with a software development recruitment agency is to fill roles with suitable developers. Of course, if the requirements for the job are not clear, it could potentially lead to miscommunication during the recruitment process.  

Clearly laying out the job requirements can lower the risk of bringing in developers who are not suited for the position. This includes clear definitions of the experience and qualifications required for the position and the skills you are looking for in new hires. 

Being precise with expectations and providing a full scope of the responsibilities of the role will help attract potential candidates who match the requirements. 

It is too common for companies working with recruitment agencies to provide job descriptions that have been recycled from past jobs without updating them. This can cause a lack of clarification regarding the job requirements and can lead to positions being filled with disappointing results. 

Ignoring Cultural Fit 

Once a qualified candidate who meets all the job requirements has been found, it is important to consider their compatibility with the culture of your business. This includes how well they interact with their colleagues and whether they resonate with the core values of your company.  

Evaluating a potential candidate's compatibility with the dynamics and environment of your workplace can help determine if they are suited for the working style. The best candidates for the position will be able to collaborate and communicate effectively with their team and quickly adapt to new workflows.  

Recruiters should be made aware of the culture and workflow of the company so that only qualified candidates are considered. It’s also important to lookout for candidates with diverse outlooks who show an enthusiasm for learning new things.  

Hiring candidates based purely on skills and qualifications may seem like the right thing to do but a team member who just doesn’t fit in can cause friction. This friction can cause productivity and morale to suffer and wind up costing more than expected.  

Failing to Vet the Agency Thoroughly 

Finding the right recruitment agency is another important thing to consider. Different recruitment agencies may be better at finding suitable applicants than others, especially specialized industries like software development.  

There may be certain cases where a recruitment agency simply isn’t a good fit for your company, or they may have a less than stellar reputation for filling roles with qualified candidates. Failing to research the recruitment agency you are considering can lead to a low success rate for filling positions and wind up costing more time and money than is necessary. There are three big elements to consider when choosing the right recruitment agency for your business: 

  • Reputation 

  • Track Record 

  • Expertise of Recruitment 

A recruitment agency’s reputation is the first place to start looking. If they do not have a good reputation for filling roles with successful candidates, then they should likely be avoided. The track record should also be analyzed to check out the success rate during the hiring process. 

Finally, the expertise of the agency should be considered to ensure it lines up with the industry you are looking to fill a position in.  

One step that most companies may not take is asking a prospective recruiting agency for references. By reaching out to current and past customers, you can get a better feel for how the agency performs. If the agency is unwilling to give you references, this may be a big enough red flag to stay away.  

Overlooking Communication 

Working with a recruitment agency will still involve a lot of communication. You will need to stay in close contact with the agency to ensure that any updates on the position are communicated.   

Failing to effectively communicate with the recruitment agency can lead to misunderstandings and an overall less efficient hiring process for candidates. Because of this, it is important to establish open channels of communication and consistently check in to see if any updates have been made regarding the candidates.  

It's normal to check in with recruiters regularly regarding the status of applications and to immediately notify them of any changes to the job description needed. During the recruitment process, you should be prepared to work as a team with the agency to fill the positions at your company.  

Neglecting to Provide Feedback 

Once a potential candidate has been found, providing the agency with feedback as soon as possible should be a top priority. Candidates who do not receive any follow-up during the recruitment process are at risk of losing interest in the position.  

Delayed follow-up can also cause a lack of trust to fester in the potential candidate that may make them reconsider taking the position. A negative recruitment experience could cause other potential candidates to withdraw or choose not to apply if word spreads.  

It is important to get in the habit of providing feedback and follow-ups for candidates as quickly as possible. Ensure that all feedback is constructive and clear so that candidates feel like they are up to date on where they stand during the recruitment process.  


Recruiting software developers for your company can be a time-consuming and expensive process when not done effectively. Failing to provide a clear understanding of the job requirements can lead to misunderstanding and high turnover rate due to hiring unqualified candidates. 

Hiring candidates based purely on skill without considering cultural fits is another major pitfall that can severely slow the recruitment process due to potential friction in the team. Both issues are more common when using a recruitment agency that has not been vetted properly and may not be the right fit for your company.  

Failing to communicate feedback with the agency and candidates should also be avoided, as it can cause issues during the hiring process and lead to misunderstandings and lack of interest from candidates.  

Avoiding all these common mistakes can ensure that the recruitment process is successful, and you get your new hires onboarding as quickly as possible.