Recruiters say they are tired of being constantly pestered by unqualified candidates. Candidates are fed up with the lack of feedback from recruiters. There exists a problem on both sides, but rather than place blame, it is important for each side to try to understand the other’s situation. This mutual recognition could help lessen frustrations in the relationship.
“We work for clients, not candidates.”
When recruiters are given job orders from clients, they are looking through their database specifically for candidates that fit the job description. They are focusing on finding the perfect employee for their client, not the perfect employer for a particular candidate. If a candidate is to be considered, he must have the entire required skill set, not just most of the skills. If he is not an ideal fit, he will be passed over.
“We are not career counselors.”
Candidates often want to know what the problem is—why aren’t they being considered for a job? Why hasn’t the recruiter contacted them? This is understandable; they want to feel involved in the process. They want to know if something needs to be fixed. However, most recruiters do not have extra time in their day to explain to candidates that their resume is unprofessional, they are missing some required skills, they need more experience, etc.
“Candidates call us all day and waste our time.”
One of the major complaints recruiters make about candidates is their persistence. There is nothing wrong with determination, but sometimes job seekers turn follow-ups into harassment.
“[I]n your attempt to follow up, it’s important to avoid pestering the employer [or recruiter]. In other words, send a follow-up e-mail, or place a phone call—and then allow the hiring manager to do his or her job.” -Jessica Holbrook Hernandez, CEO of Great Resumes Fast
Any more than this single call and email can be seen as both desperate and annoying.
“Recruiters don’t care about us.”
When a candidate submits his resume to a recruiter and never hears back, it is easy for him to feel the recruiter does not care. This complaint, unfortunately, has some merit. This is not to say recruiters cannot build relationships with their candidates. Many do and when recruiters focus on the candidate experience, rather than metrics alone, the candidates are happier and the recruiter’s job is easier. When recruiters are too concerned with their numbers, they may treat a candidate as another metric, rather than a person.
“Recruiters cannot always help.”
This is completely true. According to Harry Urschel from the Wise Job Search, “recruiters as a whole only place 3%-5% of the positions that get filled!” As a job seeker, using a recruiter can be a great resource, but, Urschel says, not the only resource.
These are just a few suggestions of what parties can do. Next time you are feeling frustrated with one another, try and relate. Think about what you might do in the other person’s shoes. It’s hard to stay mad once you do.
Originally posted at Sendouts.com.