[04.02.09]

47 great comments!

Why Do Recruiters Completely Ignore Job Candidates?

Have you ever asked this question?

It’s an honest one that just begins to explore the chasm between the average job seeker and the recruiting industry.

It was asked of me last week by Kevin, a reader of this blog and one of the many thousands that get frustrated by the apparent lack of concern that recruiters show job seekers.

With few exceptions, the chasm exists as a structured and planned separation of the “haves” and the “have nots”. Recruiters (in most economic times) work on behalf of the “haves” and we, the job seeker, represent the “have nots”. The “haves” hold what we want . . . a job.

So, there are a couple of aspects to this that need to be discussed:

The 15% Factor

This number is thrown around a lot but I’ve heard it’s pretty accurate – that only 15% of jobs are available through recruiters. Whether that is 15% of all jobs or 15% of manager/above jobs, I’m not sure. It makes sense when you remember that recruiters (rightly) are paid either a healthy percentage of your first year salary. They usually earn it – and then some. So it makes sense that recruiters do not make up a larger % of the effort. It’s expensive.So what are the implications of this? Well, let’s see. Your job search strategy should include an effort with recruiters that is consistent with their influence, right? So, if your communication and networking effort toward recruiters is bigger than 15%, you could be wasting time and, importantly, filling up the in box of recruiters. Filling up the in box of recruiters magnifies the problem – an issue I discussed in this recent post: Unqualified For A Job? Don’t Apply.

The Recruiter is Not the Villain

Let’s be honest. It’s easy to look for a bad guy/gal in this scenario. Let’s say you do everything right in your approach (most don’t). You are respectful. You came recommended. You provided all the right information in an easy-to-review format. You were reasonably qualified for the job.

So what gives. Still no call? Let’s look at some of the reasons why the call does not come . . .

1. You do not fit the specification as outlined by the hiring company. Recruiters for the most part are very thorough. Especially retained recruiters (see below) will sit for hours with the hiring manager as well as other influencers within the company to fully understand what the right candidate looks like. Their ability to quickly provide highly qualified candidates is the single most important factor to a hiring company. As a hiring manager, you want results. These position specs can be very detailed and, early on, there doesn’t tend to be a lot of wavering from that specification. If you are interested in a sales job with a medical sales company, don’t expect a call on this search if you have a packaged goods background. Despite your stellar record selling to grocery stores, doctors are a different breed and require different experience and skills. The closer you are to the “spec”, the more you feel a call back is in order, right?

2. You came in “blind” to the recruiter

When I say blind, I mean that you sent an e-mail, wrote a letter or left a phone message without any kind of 3rd party introduction. That 3rd intro could come as a referral from an inbound recruiter call to a friend of yours. It could also be a planned note to a recruiter from a friend or associate who is already networked with that recruiter. It always helps.

3. You didn’t do what you said you would do

A lot of people will send a note or cover letter to a recruiter with an intro, a resume and a promise to call “next week”. First of all, if you are going to promise a time, make it a specific time. And actually call at that time. If you don’t, you will lose favor and may not get proper consideration. Yes, even if you feel you are qualified.

4. Recruiters receive more e-mails than you do

Remember when you were working? You had a busy day of meetings. You finally make it back to your desk only to find six voice mails, your chair piled with things to approve/review? You then turn jostle your computer to find 100 e-mails expecting an answer within 24 hours (12 hours of which are already gone)? Now, is this an excuse? To some extent, yes. But recruiters have only so much capacity. Remember too, that you are now less busy and time does not fly by for you the way it used to when employed. So you have a crazy busy recruiter and a less busy (normally) job seeker. It is a classic pot boiling scenario. In other words, no response after a week seems like forever and feels like a shun.

5. If recruiters responded to everyone . . .

Part of Kevin’s original note included a frustration that there usually, in his experience, isn’t even an acknowledgement. Not even a “got your note, thanks”. I agree with this point and I think recruiters would also. They do not want to shun people but they cannot respond to everyone. It is simply not possible. Now there are some recruiters who use auto-responders. These can help both parties despite their coldness. At least the job seeker knows that the e-mail was received and the resume (hopefully) has been scanned/uploaded into the recruiter’s system. Check that box.

Retained vs. Contingent

Just a quick note here that retained recruiters are usually working with fewer, higher paying clients. And will, by definition, be less likely to contact you directly – unless you fit a current search. Although there are some fantastic recruiters around the U.S. who make efforts to build relationships even if a fit is not imminent.

In Their Shoes

Next time you get a unique job lead, try this. Send the job lead out to a large networking group and have people send you their information. You are offering to forward qualified people to the recruiter or hiring manager (some will assume that you are a recruiter). You are now the filter looking to ease the burden on the hiring company but also wanting to make sure that qualified resumes get through and get reviewed. I did this a few months ago for a friend who had a few open positions. I was blown away by the number of e-mails I received. Very few were qualified (had not read or ignored the job description). I tried to send a quick note to EVERYONE that did not fit letting them know “thanks. got it. not qualified.” People got upset. Argued with me. So, that was my one encounter. I tried to do it right and it was not the warm fuzzy “trying to help out” feeling. So, if you can have this experience or learn from mine, understand that recruite
rs all started out wanting to do the right thing. It’s often a thankless effort.

The Solution

So what’s the solution?

1. Apply for jobs based on your interest, experience and qualifications for the job.

2. Be respectful of the recruiter’s time and provide them with your background in an easy-to review format. Do not send a two page cover letter. Try a one-sheet networking bio (along with your resume) to start – something the recruiter can quickly scan for fit.

3. Work on a third party (warm) introduction. They key, make sure that everyone in your network knows (A) that you are looking and (B) your job objectives. If a recruiter calls on a job, you may be the recruiter’s next call.

4. If you do get a recruiter call or e-mail, don’t over-react (gush with excitement) and don’t take too much of their time (ask for career advice). Be professional and respectful.

5. Be patient. Don’t be a pest. Certainly you can send a quick e-mail once a month (i.e. “remember me?”). At the end of the e-mail say this: no need to reply. This takes a lot of pressure of of the recruiter and shows some savvy on your part. You know how busy they are and appreciate their consideration of your experience.

So, if you have been in Kevin’s shoes, do this for me. Take a deep breath. Let it out slowly. Repeat as necessary.

Be patient. When the right job comes along, if you are prepared and qualified, the call will come.

It will feel good. The stars will align. You will get hired.

See my follow-up to this post: The Chasm Between Recruiters and Job Seekers.

http://www.JobMarketSuccess.com Clare

The points you make are so true. I could never believe how so many people simply did not read the job posting. Or how so many people used exactly the same resume format, with almost the same wording…
But I also believe that, faced with unemployment and possibly for the first time, many people panic. They send out CVs for all jobs they see advertised – whether or not they are suited – and then think that they’ve done their bit by passing on their application to the recruiter or the agency.
The solution? A little targeting goes a long way.
http://www.JobMarketSuccess.com Clare

The points you make are so true. I could never believe how so many people simply did not read the job posting. Or how so many people used exactly the same resume format, with almost the same wording…
But I also believe that, faced with unemployment and possibly for the first time, many people panic. They send out CVs for all jobs they see advertised – whether or not they are suited – and then think that they’ve done their bit by passing on their application to the recruiter or the agency.
The solution? A little targeting goes a long way.
http://profile.typepad.com/1220292248s14607 Tim Tyrell-Smith

Thanks Clare. You are absolutely right about these economic times. I know people are hurting and wanting to land a new job. The problem is that all these extra resumes just clog up the system making it hard for the qualified folks to get noticed . . . You are also right about targeting.
http://profile.typepad.com/1220292248s14607 Tim Tyrell-Smith

Thanks Clare. You are absolutely right about these economic times. I know people are hurting and wanting to land a new job. The problem is that all these extra resumes just clog up the system making it hard for the qualified folks to get noticed . . . You are also right about targeting.
sam

ok
sam

ok
http://www.ejobcoach.com Larry Light, eJobcoach.com

First of all, recruiters are mainly paid by the companies offering the job whether they’re retained by the company or working on contingency. The expectation is that a recruiter may lure a person for another job; at the very least, they will present very qualified candidates and thus save time. A recruiter only has a certain amount of time to spend doing this and may be competing against other recruiters, so unsolicited resumes can use up a lot of time that they otherwise can spend finding very qualified candidates. The recruiters’ loyalty is not to you as an unsolicited job-seeker and they often don’t have the time to be “nice” or “courteous” because you’ve submitted a resume. If,somehow, the recruiter finds that you fit the specifications of the job, they’ll usually become much more attentive, but until then they have no reason to be. The better recruiters are very focused on finding the proper candidate for the employer who will pay them; and this means they don’t pay much attention to anything else. After all, that’s how they earn their living. Hard facts for the job-seeker to face but, unfortunately, that’s the way it is in this extremely competitive marketplace.
http://www.ejobcoach.com Larry Light, eJobcoach.com

First of all, recruiters are mainly paid by the companies offering the job whether they’re retained by the company or working on contingency. The expectation is that a recruiter may lure a person for another job; at the very least, they will present very qualified candidates and thus save time. A recruiter only has a certain amount of time to spend doing this and may be competing against other recruiters, so unsolicited resumes can use up a lot of time that they otherwise can spend finding very qualified candidates. The recruiters’ loyalty is not to you as an unsolicited job-seeker and they often don’t have the time to be “nice” or “courteous” because you’ve submitted a resume. If,somehow, the recruiter finds that you fit the specifications of the job, they’ll usually become much more attentive, but until then they have no reason to be. The better recruiters are very focused on finding the proper candidate for the employer who will pay them; and this means they don’t pay much attention to anything else. After all, that’s how they earn their living. Hard facts for the job-seeker to face but, unfortunately, that’s the way it is in this extremely competitive marketplace.
Jack Salvato

I have sent out resumes, emails and phone calls to recruiters many times – in good times and bad. Recruiters don’t read them. They have them scanned for key words or companies. I have many times used the job description verbatim to convey my experience (all true) and did not receive a reply. Being a manager up to vice president means you will be downsized several times in your career. The best way to recover is to stay in contact with fellow workers, classmates and develop a strong networking group. Help others whenever possible; make sure your skills are updated by learning how to use spreadsheets, networking groups like AmSpirit, linkedin.com, Positive Connections etc. Every city has their own groups. Be ready to switch industries and open to move if possible. Good luck to all
Jack Salvato

I have sent out resumes, emails and phone calls to recruiters many times – in good times and bad. Recruiters don’t read them. They have them scanned for key words or companies. I have many times used the job description verbatim to convey my experience (all true) and did not receive a reply. Being a manager up to vice president means you will be downsized several times in your career. The best way to recover is to stay in contact with fellow workers, classmates and develop a strong networking group. Help others whenever possible; make sure your skills are updated by learning how to use spreadsheets, networking groups like AmSpirit, linkedin.com, Positive Connections etc. Every city has their own groups. Be ready to switch industries and open to move if possible. Good luck to all
http://profile.typepad.com/1220292248s14607 Tim Tyrell-Smith

Agree Larry, that job seekers need to look at the relationship objectively. No less frustrating, but at least you get a sense for how things work.
http://profile.typepad.com/1220292248s14607 Tim Tyrell-Smith

Agree Larry, that job seekers need to look at the relationship objectively. No less frustrating, but at least you get a sense for how things work.
http://profile.typepad.com/1220292248s14607 Tim Tyrell-Smith

Jack – Good advice. Recruiters should be included in your job search strategy but not relied upon.
http://profile.typepad.com/1220292248s14607 Tim Tyrell-Smith

Jack – Good advice. Recruiters should be included in your job search strategy but not relied upon.
http://www.kaonix.com stuart mockford

Tim
You have written the best advert for an applicant tracking system I have ever read.
In order for recruiters to identify “serious/relevant” job seekers, organisations should not encourage applicants to apply by email, it is too easy and results in the type of issues you highlight in your article.
This is not good for recruiter, applicant or customer!
The worst offenders being organisations who include the sentence “if you do not hear from us within 15 working days, consider your application has been unsuccessful” in their job advert. In others words, are you sure you want to work for us, as we cannot even be bothered to send you an email acknowledging your application.
Kind regards
Stuart
http://www.kaonix.com stuart mockford

Tim
You have written the best advert for an applicant tracking system I have ever read.
In order for recruiters to identify “serious/relevant” job seekers, organisations should not encourage applicants to apply by email, it is too easy and results in the type of issues you highlight in your article.
This is not good for recruiter, applicant or customer!
The worst offenders being organisations who include the sentence “if you do not hear from us within 15 working days, consider your application has been unsuccessful” in their job advert. In others words, are you sure you want to work for us, as we cannot even be bothered to send you an email acknowledging your application.
Kind regards
Stuart
http://profile.typepad.com/1220292248s14607 Tim Tyrell-Smith

Hi Stuart – Sounds like you’ve come up with a nice business idea there! Thnaks for adding your ideas . . .
http://profile.typepad.com/1220292248s14607 Tim Tyrell-Smith

Hi Stuart – Sounds like you’ve come up with a nice business idea there! Thnaks for adding your ideas . . .
http://www.HRDotCom.com Dave Steinbach

Unless you initiate or attempt phone contact, you have not applied for a job.
http://www.HRDotCom.com Dave Steinbach

Unless you initiate or attempt phone contact, you have not applied for a job.
http://profile.typepad.com/1233093727s12899 Jennifer Massie

Excellent article. I try to convey this same message often. One thing to add is that a LOT of a Recruiter’s time is actually spent developing business so we have the openings to put candidates in! Give us the chance to do this and if there’s a fit, we’ll pull up your resume that you have kindly sent.
http://profile.typepad.com/1233093727s12899 Jennifer Massie

Excellent article. I try to convey this same message often. One thing to add is that a LOT of a Recruiter’s time is actually spent developing business so we have the openings to put candidates in! Give us the chance to do this and if there’s a fit, we’ll pull up your resume that you have kindly sent.
http://profile.typepad.com/1220292248s14607 Tim Tyrell-Smith

Good point, Jennifer. I just posted a follow-up to this post where I mention a similar point – that it is important to build a relationship with recruiters. Being open to using them for upcoming searches is a great start!
http://profile.typepad.com/1220292248s14607 Tim Tyrell-Smith

Good point, Jennifer. I just posted a follow-up to this post where I mention a similar point – that it is important to build a relationship with recruiters. Being open to using them for upcoming searches is a great start!
Amy Rubin

I agree with your points Tim and good discussion above. However, I have a slightly different beef with the “no response from recruiters” topic. What I find most troubling is the recruiter who does not close the loop with you. I completely appreciate the pressures on their time and who pays their bills. But when they take the time to interview you (a “screener”) but then never respond to your follow up on status – I think that’s impolite at best and unprofessional at worst. What do folks think about this situation?
Amy Rubin

I agree with your points Tim and good discussion above. However, I have a slightly different beef with the “no response from recruiters” topic. What I find most troubling is the recruiter who does not close the loop with you. I completely appreciate the pressures on their time and who pays their bills. But when they take the time to interview you (a “screener”) but then never respond to your follow up on status – I think that’s impolite at best and unprofessional at worst. What do folks think about this situation?
http://profile.typepad.com/1220292248s14607 Tim Tyrell-Smith

Amy – Yes, especially after all the work the two of you have just put into your candidacy for that position. I agree. I’d also love to hear other reader points of view.
http://profile.typepad.com/1220292248s14607 Tim Tyrell-Smith

Amy – Yes, especially after all the work the two of you have just put into your candidacy for that position. I agree. I’d also love to hear other reader points of view.
http://www.potentiahr.com Iman Santoso

Dear Sir,
I loved the topic and what an outstanding analysis of yours. As a recruitment consultant, i face this questions a lot hahahaha.
But, one thing i still keep as my “value” is how to still be keep in touch with my candidates even though i might unable to place them to a better place (for now). i’ve been doing this strategy from the beginning and yes, there were stories where i managed to place my candidates after 1 year from they send their resumes and meeting me.
Basically, it’s a snow ball effect for both party.
1. Consultant still remember the candidates if the candidates keep calling or keep in touch.
2. Candidates will be happy if the recruiter keep responding even we have to tell the truth that his profile are rejected or not suitable.
Based on that, trust will be built more and we even become a good friends for a cup of coffee in the future.
http://www.potentiahr.com Iman Santoso

Dear Sir,
I loved the topic and what an outstanding analysis of yours. As a recruitment consultant, i face this questions a lot hahahaha.
But, one thing i still keep as my “value” is how to still be keep in touch with my candidates even though i might unable to place them to a better place (for now). i’ve been doing this strategy from the beginning and yes, there were stories where i managed to place my candidates after 1 year from they send their resumes and meeting me.
Basically, it’s a snow ball effect for both party.
1. Consultant still remember the candidates if the candidates keep calling or keep in touch.
2. Candidates will be happy if the recruiter keep responding even we have to tell the truth that his profile are rejected or not suitable.
Based on that, trust will be built more and we even become a good friends for a cup of coffee in the future.
http://profile.typepad.com/1220292248s14607 Tim Tyrell-Smith

Thanks Iman. And, yes, I am sure this is a common one for you! Thanks for being such a good communicator with job seekers – I agree that it benefits everyone to stay in close touch. Trust and a cup of coffee sounds good . . .
http://profile.typepad.com/1220292248s14607 Tim Tyrell-Smith

Thanks Iman. And, yes, I am sure this is a common one for you! Thanks for being such a good communicator with job seekers – I agree that it benefits everyone to stay in close touch. Trust and a cup of coffee sounds good . . .
Albertus

I know how you feel. I was once asked to go for an interview for a technology architect where I had no experience other than the fact that my experience comes from doing SAP solution design and delivery. Imagine what happened when the actual interviewer said I think we’ve got the wrong match!
By that time, I had travelled from Dunedin to Christchurch and wasted time and money on travelling. Thank god! I stayed with a friend.
Luckily, the recruiter was only 3 months into the job but really she should have known better as well as the interviewing person.
Goes to show that there are recruiters and there are recruiters!
Albertus

I know how you feel. I was once asked to go for an interview for a technology architect where I had no experience other than the fact that my experience comes from doing SAP solution design and delivery. Imagine what happened when the actual interviewer said I think we’ve got the wrong match!
By that time, I had travelled from Dunedin to Christchurch and wasted time and money on travelling. Thank god! I stayed with a friend.
Luckily, the recruiter was only 3 months into the job but really she should have known better as well as the interviewing person.
Goes to show that there are recruiters and there are recruiters!
http://profile.typepad.com/1220292248s14607 Tim Tyrell-Smith

Hi and thanks for sharing that story – there are lots of good ones out there to be sure!
http://profile.typepad.com/1220292248s14607 Tim Tyrell-Smith

Hi and thanks for sharing that story – there are lots of good ones out there to be sure!
http://www.jeannettetollstrup.com Jeannette

Hi all…the above rings true for me. I regularly keep in touch with a handful of “key recruiters” who are responsive. Many recruiters are now posting jobs on Linked In on their profile pages as an update. One recruiter divulged that she no longer sends emails out, in fact. LinkedIn is pretty effective if you have a good network established.

TIP to other recruiters who email us: Be honest if your firm does NOT have an exclusive arrangement with a hiring manager or company. Recently two recruiters I dealt with used words like “top tier” and “exclusive agreement”. It became apparent that the hiring manager was simply indulging both of them. Guess what? One week afterward, the position was reposted on a job board with a different title. No exclusivity at all. Recruiters need to be more professional and realistic – especially if they expect job seekers to jump through hoops to help them get the contract. My 2 cents.

http://www.timsstrategy.com Tim Tyrell-Smith

Hey Jeanette – Great advice. And you are right that job seekers need honest dealings with recruiters. Most job seekers are still confused about how different recruiters work their contracts – good to always know that before starting a conversation. And be careful of any of them asking money of you vs. the hiring company. Appreciate you stopping by Jeanette!

http://www.jeannettetollstrup.com Jeannette

Hi all…the above rings true for me. I regularly keep in touch with a handful of “key recruiters” who are responsive. Many recruiters are now posting jobs on Linked In on their profile pages as an update. One recruiter divulged that she no longer sends emails out, in fact. LinkedIn is pretty effective if you have a good network established.

TIP to other recruiters who email us: Be honest if your firm does NOT have an exclusive arrangement with a hiring manager or company. Recently two recruiters I dealt with used words like “top tier” and “exclusive agreement”. It became apparent that the hiring manager was simply indulging both of them. Guess what? One week afterward, the position was reposted on a job board with a different title. No exclusivity at all. Recruiters need to be more professional and realistic – especially if they expect job seekers to jump through hoops to help them get the contract. My 2 cents.

http://www.timsstrategy.com Tim Tyrell-Smith

Hey Jeanette – Great advice. And you are right that job seekers need honest dealings with recruiters. Most job seekers are still confused about how different recruiters work their contracts – good to always know that before starting a conversation. And be careful of any of them asking money of you vs. the hiring company. Appreciate you stopping by Jeanette!

T.Meek

I’ve had both good and bad experiences with recruiters as a job seeker. The good experiences were during better economic times, go figure, when I was about 10 years younger. At that time in my life I would do just about anything a recruiter threw at me in order to make money.

Fast forward to present day and my experiences are so-so to not so great. I have been successful in getting recruiters to contact me — so I must be qualified for the positions I’m applying for — but so far they have not shown me much respect as a professional. I understand that they have the upper hand, but that is no excuse for them to flat out lie to me or treat me like I’m being an unreasonable diva when I request interview times that work around my schedule. I don’t have time for that.

I am sure there are some great recruiters out there, but I’m kind of staying away from them for now.

http://timsstrategy.com/ TimsStrategy

Thanks T – appreciate those comments. I agree that our experiences with recruiters can be economy influenced. And can also be influenced by what stage we find ourselves in – sometimes we won’t put up with a lot . . . Question: would you be open to my using a few of your quotes in an upcoming post? Like what you said . . .

T.Meek

It’s interesting how when I was younger I didn’t mind bending over backwards for those I perceived could help me get a job. But now, I feel like I’ve earned respect and courtesy because honestly, there may be a time when I am in the position to help recruiters out. At my last position I hired people and I may well do it again in my next one! You never know. And I’m not talking about anything outrageous, just a “please” and “thank you” as well as honesty and straight-forwardness. Too much to ask?

And yes, you may use my quotes. Thanks for asking.

Pingback: Recruiter from Hell
Yolandamowens

Thank you! As a recruiter I appreciate this and give you a virtual high five!

http://timsstrategy.com/ TimsStrategy

High five right back to you Yolanda.

Yolandamowens

Thank you! As a recruiter I appreciate this and give you a virtual high five!

Why Do Recruiters Completely Ignore Job Candidates?

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