How do I know if the recruiters calling me are dodgy, or legit?

February 27, 2026 — 5:01am

Since being made redundant just before Christmas, I have been approached by several recruitment agencies which sound fishy, including overseas recruiters claiming to be filling roles in Australia and a local recruiter who wanted me to get a private security clearance even though there was no requirement for me to have one.

This has become so bad that I am now guarded whenever I speak to someone who claims to be a recruiter, so I end up sounding tense and reluctant to sell myself over the phone. How do I overcome this?

Your scepticism is well-founded, but so is your reluctance to throw your hands in the air and entirely ignore any job opening with a hint of the unorthodox about it.

In such a difficult job market, where well-credentialled, diligent candidates often get no response to their applications, any form of contact can feel like a huge relief. And nobody wants to let a good job pass them by simply because a recruiter or hiring team lacked polish.

I asked Dr Carol Kulik, a professor at the University of South Australia’s Centre for Workplace Excellence, about your concern. She said there were a few red flags that should “tickle a jobseeker’s spidey sense”.

The first is extreme urgency from the person contacting you, especially if it involves pressure to respond quickly or even accept a job straight away.

I’ve noticed more and more highly suspicious ads in places like LinkedIn.

“Even the most urgent hiring processes will take weeks to unfold properly – not hours. If a recruiter pushes a jobseeker too hard at the front end, their goal is closing the deal, not making a good hire,” Kulik said.

The second is a demand for up-front fees, perhaps related to training or background checks.

“It’s the employer’s responsibility to pay the recruitment agency fees. And if there is a need for background checks, they should come late in the hiring process to identify obstacles to hiring preferred candidates,” Kulik said.

The third concern is inquiries or job descriptions that sound vague. An example might be, “I saw your profile. We’ve got many opportunities for you.”

“Legit recruiters should be able to describe specific opportunities and explain why they thought there would be a fit,” Kulik said.

Although I’m rarely approached by recruiters like you are, I’ve noticed more and more highly suspicious ads in places like LinkedIn. And not just for obvious ghost jobs, but a whole array of weird and implausible “opportunities”. When it comes to the digitisation of job seeking and job advertising, Kulik said, we take the good with the bad.

“Social media platforms create more opportunities for employers to find jobseekers – for example, LinkedIn’s Open to Work banner. Unfortunately, those same tools make it easier for scammers to identify the people who will be most receptive to their messages,” she said.

As for the particular bind you find yourself in, Kulik had some practical suggestions.

“Manage the emotional spike – the feeling of excitement, flattery or even desperation – you experience with the first contact, and buy yourself a little time,” she said. “You might respond with, ‘Sounds interesting. Send me the job description – I’ll have a think and get back to you later today.’ This gives you a chance to do some background checks of your own.

“Jobseekers should always check a recruiter’s credentials before providing personal information. A bona fide recruitment agency will have a website; a bona fide recruiter is likely to have a LinkedIn profile.”

As to the question of overseas companies offering jobs in Australia, Kulik said they might not necessarily be fraudsters, but they might still be worth treating cautiously.

“Of course, websites and profiles can be faked but, again, there are warning signs – for example a recruitment agency promises jobs based in Australia but relies exclusively on a foreign-language website. Even if it’s not a scam, that would make me question the recruitment agency’s ability to effectively bridge two countries’ distinct hiring policies and regulations.”

And, finally, on the subject of whether your natural anxiety and reservation that now accompanies calls from recruiters might work against you, Kulik had some additional advice. Put simply, honesty is the best policy.

“When you return the call, try, ‘Thanks for your patience. I’ve read about unscrupulous recruiters, so I wanted to proceed with caution.’ A credible recruitment agency will not be offended by that explanation; a smart employer will value your security awareness.”