13 empathetic ways to impress your recruitment consultant
With the number of advertised marketing jobs in the UK now officially on the rise, can parity ever be achieved in the jobseeker-recruiter partnership? Our gladiatorial galvanisation begins with the recruiter’s stance.
“I wish jobseekers would understand that…”
1. The goal of the recruiter and the jobseeker is exactly the same
“We want to give our client an exceptional hire and we want our candidate to have a long-term career opportunity,” enthuses Denise Matthews, director at executive search firm, diemconsultancy. “For this to happen we all need transparency about what else is on the table, rather than shrouding our movements in secrecy.” The relationship should be symbiotic.
2. Honesty is the best policy
“If you can’t make the interview, please let us know,” pleads Alana Carroll, manager of finance recruiter, Edge Recruitment Group. “If you have a counter-offer, fantastic. You’re even better than we first thought! Counter-offers make it is possible to manage your expectations for an even more positive result – if you just tell us.”
3. Pressing re-dial will just increase your phone bill
“Calling me three times a day will not help you find a job any faster,” harrumphs Adam Riyadh, delivery consultant at SOLA Group. Lauren Muse, technical recruiter at Ideal Technical Services agrees: “We are recruiters, not miracle workers. Jobs can’t be pulled out of the air.”
4. Multi-applies = desperation
Every recruiter can empathise with a jobseeker looking to advantage their career options. But there is a limit to how impacting numerous applications can be. “Dedication and tenacity are admirable traits,” opines Chris Colquitt, recruitment assistant at Venture Information Management, “but if you don’t have the skills or experience the role(s) require, then, sorry, but you just aren’t suitable.”
5. Recruiters are not mind-readers (although they do try)
“If you write ‘Associate’ on your CV without explaining what it is you are ‘associating’ about, I am unlikely to know what you actually do,” ponders Derren Brown Catrine Hostrup, client services manager at global business processor, Xchanging. “And writing ‘I’m the best man for the job’ is not enough. Where’s the context?”
6. We are not an extension of the Jobcentre
“We have criteria set-out by our clients,” protests Simon Gomez, manager at non-profit recruitment specialists, TPP Newman. “Of course there are always transferable skills but in the [current] climate relevant experience and specialist knowledge is very important. We are consultants to our clients, not slaves to the Government.”
7. Though we try, we’re not perfect
Okay, so the ‘prefect’ bit is a result of many recruiter’s own protestations but, at the crux, most will attest that no recruiter can cover an entire market – despite sometime claims to the contrary. “If [we] don’t treat you as well as someone else,” sympathises Lee Young, director of global drinks recruitment solutions company, Fluid Fusion, “you should seek solace in our competitors. You deserve that.”
8. There is such a thing as the ‘dumb project’
“Sometimes jobs really do get shelved for no good reason,” says Calum Harris, recruitment manager from multi-sector recruiter, DR Newitt. “That’s the way it goes in the hiring process. Don’t shoot the messenger.”
9. ‘Essential’ means ‘essential’
2009 recorded the most number of applications per vacant marketing job than in any other memorable year. So whilst the hiring horizon for 2010 looks altogether more positive, the leniency for ‘transferable skills’ has been lacking of late. And as the economy plunders towards some semblance of recovery, note caution in your application progress; as Peter Carter, senior commercial consultant at Temp Team defines: “[sic] If you apply for a role that describes a certain skill or trait as being ‘essential’ it really is a waste of everyone’s time of you don’t have that ‘essential’ element. You aren’t going to make it past that CV sift stage.”
10. Your CV is part of your brand
With speculation mounting that video CVs are not far from becoming a mainstream addition to the application process it seems strange that some jobseekers are devoid even of the traditional CV. But they are. “Your CV is your calling card,” bellows Christopher Slay, director at employment solutions company, European Recruitment Agency, “get it right”.
11. We’re not overpaid administrators
The increase in job applications has multiplied since the new recession plunged unemployment to almost unprecedented depths. In particular, the generic marketing industry has been badly hit. For many recruiters fortunate enough to retain their jobs this has meant a seismic switch from new business development to an account management function, which not only affects bank balances but a change in ethos. “Whilst it is easy to agree that common curtsey suggests each application be acknowledged by formal reply, this isn’t easy,” says Danny Aldridge, director of marketing and RPO recruiter, Space International. “If we replied to every CV entering our mailbox – relevant or otherwise – we’d never get on the phone to clients. It’s a Catch 22 situation”.
12. You really do need to stand out from the crowd
“Prepare, be prepared, research, then research even more” is the advice afforded by Karl Scrivener, managing director and talent acquisition specialist at technical search & selection firm, Aria Select Limited. “No matter how good [recruiters] are at their job, if you don’t sell yourself through knowledge, enthusiasm and awareness of your prospect, we are in a position of weakness right from the start.”
13. It’s not personal
Amidst the hype, the myths, the frustration and conjecture, one common truth resonates: it really isn’t personal. Recruiters aren’t ‘out to get you’ or ‘on a mission of renegade’; they are simply doing their job. The reality is, though, that amongst the undoubted skulduggery in a small fraction of dubious quarters, recruiters have had a tough time of it lately. Is this Karma? Perhaps. But actually, sometimes, just sometimes, there simply are just better candidates than you.
Jobseekers, do you agree with the points made here or are they way off the mark? Has anything really got your goat? Comments welcome.
Recruiters, watch this space. What do jobseekers think of you? Your turn up next…
Simon Lewis | Editor | Only Marketing Jobs
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Really great obersvations and nice suggestions. I do agree with almost every point except the phone call making. i do agree that phone calls should be reasonable but they do play an important role specially when a recruiter has received 1000s of CVs and yours is at the end. if you really think you are the suitable candidate, and not just trying to hit the bull’s eye, then making a call can bring your CV into his eyes that may get missed or left untouched.
It’s a an insightful article, with some very valid points – particularly, 1, 2 and 12.
However don’t us recruiters come across like a bunch of whingers?!!
It’s sadly a common trait for recruitment experts to grumble about their subjects in a “we’d do alright if it wasn’t for those bloomin’ jobseekers” kind of way, that forgets that without these people, we succeed at nothing. Surely we don’t only recruit the street-wise jobseeker, do we? – surely now and again, the best candidates needs to be coached on their CV, their communication techniques, and be forgiven for coming across like a person who maybe hasn’t on the job market for 5-10 years.
Sure, there are jobseekers – but only a small percentage – who are persistent, speculative and hopeful – but then so are us recruiters when targeting business from our clients.
The Linked-In grab for this was “work with your recruiter or you are on your own”. I think if a jobseeker saw this, they probably opt for the latter.
Steve, thank you for your comments. This was the first of a two-parter, run over six LinkedIn groups throughout December. Don’t worry, you should see what jobseekers have to say about recruiters! You may be less inclined for empathy/sympathy!!
haha – I wait with baited breath! – I’ll put that metal mask on from the illustration… us recruiters might need it!
Ineed, you might. That said, hopefully all comments are being taken as constructive criticism.
Firstly, I am a job seeker. Whilst I can understand and agree with most of the points raised, the underlying message comes across that us job seekers are just a pain.
My biggest complaint with recruitment consultants is the lack of communication from them. It seems more and more sent automated emails saying ” thanks for you interest but we have candidates with more appropriate experience” – these emails mostly coming from “no-reply” email addresses.
If the email were true then I could accept it but the amount of times I have received these when applying for jobs which I am over qualified for is a joke.
I believe if recruiters picked up the phone more to candidates and engaged in proper communication they would not only find the right candidate for a job quicker, but would also gain the respect of the job seeker – someone who may shortly end up in a role where they need to recruit and thus be a potential new customer for the agency.
So my message to recruiters is treat job seekers in the way you would wish to be treated and success will follow.
Thanks for your input, Chris.
The jobseeker retort is being published next week…
Chris – I think your comment is a very frequent opinion, and understandable – and will I’m sure form a portion of next week’s article.
However, if I may offer from a recruiter’s perspective – particularly in the current market – there is likely to be anywhere between 50 and 250 applications for any given job. I receive over 100 CVs a day in my inbox. Recruiters sadly, just cannot call every unsuccessful applicant – otherwise we wouldn’t have time to contact companies to give us jobs, that we can then discuss with jobseekers!
Automated rejection emails are something at least, to allow you cross off certain applications from your mindset – rather than leaving you hanging and wondering.
Like I say, I understand the objection – but there is a reason for it – it’s certainly not personal.
Perhaps, able to be in team is a part of crucial things too?? In whatever industry, teamwork is a must for every employees. Just adding additional tips for job recruitment. =)
We, as Recruiters are certainly far from perfect, and the best things a job seeker can do(in my opinion)to make up for that are:
BE RELEVANT
Only apply for relevant jobs
Send a cover letter explaining why you are relevant
Send a CV describing how you are relevant
CALL
To get ahead of the hundreds of others sat in an inbox.
Emailing is instead of communication – it doesn’t count as communication!
[...] Recruiters have had their say so here’s what the candidates think should be done to improve the jobseeker/recruiter relationship: [...]
[...] Recruiters have had their say so here’s what the candidates think should be done to improve the jobseeker/recruiter relationship: [...]
Great points made by Jim Roach
I concur with Jim, especially applying for relevant jobs ONLY. One marketing manager role can be entirely different from another. Don’t be fooled by the generic job title.