There are always two sides to every story. So recruiters were given a chance to clarify and defend their little-known policies and procedures, which are often called dirty little secrets. Here’s their perspective on our list that exposed the inner workings of third-party and corporate recruiters.

Yes, 'No Poaching' Tactics Are Common

It’s true that the contracts between employers and recruiting firms typically contain a “no poaching clause,” explained Kevin Newell, a Boston-based technical recruiter with more than 11 years’ experience. Since third-party recruiters have access to confidential information, it would be a conflict of interest to represent employers and their employees at the same time. “We’re like stock brokers,” he said during a phone interview. “It would be unethical to make trades based on insider knowledge and information.”

A Recruiter’s Financial Interests May Not Align With Yours

Recruiters who pad their wallets at the expense of clients and job seekers are shortsighted, according to Newell. After all, failing to match a candidate with an appropriate job opportunity typically results in premature exits, lost fees and clients, and a tarnished reputation. However, he acknowledged that some junior recruiters may occasionally try to force a square peg into a round hole. He recommends partnering with experienced recruiters who are in it for the long haul if you want to avoid unscrupulous newbies.

No, Some Jobs Aren’t Really Open to Outsiders

Since employers typically retain third-party recruiters for hard-to-fill positions, you’re more likely to encounter this secret practice among in-house recruiters. Some companies make it a policy to post every open position, even when an employee has the inside track on the job. While employers claim to hire the most qualified candidate, it’s hard to compete against an insider.

Yes, the ‘Blacklist’ Exists… for Boneheads

Recruiters say they only reject unprofessional candidates who commit boneheaded mistakes such as failing to show up for an interview. Remember that they get paid to find and submit top candidates and they don’t have much choice when hiring managers only want to see two to three resumes. The bottom line: It may be best to move on if you go on a few interviews and don’t land an offer.

Recruiters Prioritize Activity Over Placements

Again, you’re more likely to encounter this problem with junior recruiters or agencies that have high turnover. The real pros won’t waste your time or theirs by offering you positions that don’t match your skills or preferences.

Yes, Most Recruiters Want to Screen You Out

Newell reads every resume he receives because he insists that third-party recruiters are always on the lookout for hidden gems and purple squirrels. On the other hand, high profile companies may receive thousands of resumes for every job opening, so their recruiters use screening software and a list of must-have criteria to whittle down the applicant pool. When supply exceeds demand, a recruiter’s job is to screen out, not in.

You’re Not Always Locked Out Once a Recruiter Submits Your Resume

“That’s not entirely true,” said Alison Mackay, a San Francisco-based staffing account manager and technical recruiter for Cypress HCM. “Some companies will let you apply for another position on your own or through another agency particularly if they have a way to track applicants for each requisition.” Always ask if you’ll be able to apply for other positions at a company before you let a recruiter submit your resume.

You May Never Know Why You Were Rejected

Recruiters say they’re willing to share feedback, but IT managers and HR folks are often reluctant to say why they selected another candidate. The company could be afraid of lawsuits or social media backlash. The reasons why you weren’t selected for a job may always remain one of recruiting’s dirty little secrets.

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• 10 Questions to Ask a Recruiter Before You Sign On

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