Have you ever:
- Sent an email to a recruiter… and never heard back?
- Applied for a job… and never heard back?
- Interviewed… and never heard back?
Let’s face it, the answer is a resounding “YES” to all of the above. Don’t be shy. We have all been there. Even the best of us have struggled in our job searches. And that’s ok! So many times, I get asked “What did I do wrong?”
I can sum it up into one word: PRESENTATION. This applies to anything and everything involved in an interview process.
Imagine the following scenario. You email a recruiter, “Hi there, I’m intrested in the sales postion your posted on LinkedIn. Selling SaaS software is my life, and I can’t wait to here from you!” What’s wrong with this? You want me to believe you’re great at what you do if you can’t use spell check? Your crazy. (See what I did there? :))
Let’s try another scenario. You sent your resume into the “resume black hole”. Why didn’t you get a call back? I can go on and on and on about reasons why you didn’t. But, let me list the most common. 1) You weren’t a fit for the role. Did you read the job description? Do you have the required hard skills? 2) Your resume says another company’s name in the Objective. “I want to help build NOT-YOUR-COMPANY’S brand to it’s potential.” Great, good luck with that! 3) No contact information. Surprised? Don’t be. A lot of times, candidates do not provide a good phone number or email address for us to reach them. If we can’t reach you, how can you be considered for the role?
Ok, one more. You got the call back! Congrats! You interviewed with the team, thought it went well, and… nothing. I will say that it is NEVER ok for a recruiter/company to not provide you with an update to your candidacy. But what could have possibly gone wrong? You thought you had it in the bag! Again, PRESENTATION. Did you research the company? Were you an off-the-wall bundle of energy interviewing at an old-school, play-by-the-rules corporation? Did you wear jeans and a t-shirt to a super formal workplace? Perhaps your thoughts were all over the place, or maybe you were a nervous wreck.
The moral of the story is: presentation. Be diligent with you who present to your potential future employer. How do you want them to see you? What kind of person do you want them to view you as? What is it they will gain by hiring you?
As always… head up, chin down! Good luck!
Hiring Managers, this post is for you.
As your recruiter, my job is to help you hire your perfect candidate. My job is to understand your group’s weaknesses, faults, and areas that you need to improve upon. My job is to help you fill the gaps and inconsistencies. My job is to help you. I have said it a couple of times in previous posts, “help me, help you”. We work as a partnership. We need to be friends and each others’ most critical colleague.
In my career as a Corporate Recruiter, I have come across different Hiring Manager types:
- The “Helper”. In my opinion, this is the best type of Hiring Manager to work with. This is the one who wants to help the Recruiter do their job. Responding to emails, answering calls, providing feedback, being readily available for interviews… all in a timely manner.
- The “Do It For Me”. This is the Hiring Manager who thinks that the perfect hire comes without work. That they will just appear. Typical behavior of this Hiring Manager is a “do what you want with the candidate” attitude. Everything is done … albeit, slowly, and at their availability.
- The “Ghost”. This Hiring Manager is the hardest to work with. They are the ones who never respond to emails, calls, text messages. They don’t provide feedback on candidate resumes, interviews, or questions about their open positions. They are the ones who get angry at you for not filling their position three weeks ago, when you otherwise hadn’t heard a peep from them.
Each profile has their pros/cons, as with everything in life. But as YOUR Recruiter, here are some suggestions on how to work with the ones who are trying to hire for you:
- Be responsive. All the time, on time. We work hard for you. We cold call, research (some call it “career stalk”!) candidates, extensively screen candidates for tough information (ie: salary and compensation structure, reasons for leaving, what they hate about their current position). We spend a LOT of time trying to find the best candidate for you. Please respond timely to emails/phone calls. Your company’s Candidate Experience relies on it also.
- Provide feedback. Did I send you a candidate profile that wasn’t a good fit? Tell me why. Was it his personality? Was he missing a programming language? Did he not show up to the interview? Wrong background? Too tenured, too junior? The more feedback we get from you, the more refined our search becomes for your perfect hire.
- Accept interviews. We understand you are busy doing your “real” job… the one your title suggests. But, to build out your team, you will need to accept interviews at odd hours (sometimes after 5pm). If you don’t make time to interview these candidates, how can we get to the point of extending an offer? Bottlenecks are not good.
- Be open minded. No candidate (and I repeat … no candidate) that is 100% what you are looking for. Be open, and willing, to think outside the box. You never know who may surprise you, and with what.
As always… chin up, head down! Work hard, stay humble.
I think companies should start looking providing this option to employees for a number of reasons. While many employers fear the loss of control they have over their WFH employees, it’s quite the opposite. Let me explain. As an employer, you have full trust and confidence in your employee and allow them to work from home when needed — or all the time. In turn, your employee feels like a trusted member of the team and ends up producing at levels beyond your expectations. It is a win-win situation.
Obviously, there are some drawbacks like maintaining culture or camaraderie. But, from experience, that’s nothing a weekly video conference call can’t help. A majority of my teammates are remote, but they are some of the best colleagues I have ever worked with in my professional career.
How many of you are more efficient working from home (WFH)? I most certainly am. I get more quality work done, am more focused, and have far less distractions.
A huge plus: I can load the dishwasher in the 5 minutes of downtime I have.
As a Corporate Recruiter, I cannot begin to tell you how many times someone (acquaintances and strangers are equally guilty) will email me their resume and say “I’m interested in working for your company”.
But, do us a favor. Please go to our Job Board and find a position that interests you. Tell us why you are interested and what makes you a good fit. If we aren’t the recruiter for that position, rest assured that we will forward your resume to the correct recruiter. While we’d love to help find you a great job, it is not a good use of anyone’s time to go back and forth, “Do you like this position? What about this one? Or this one?” We don’t want to make assumptions on what you are interested in and/or what you would be good at.
If you are interested in working for our company…