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10 things job seekers wish recruiters knew about them

Mike Podesto
CEO/Founder, Find My Profession
The following is a post from Mike Podesto, CEO/Founder of Find My Profession, an elite career services provider founded in 2015. Our passion is helping job seekers find the career of their dreams

 

If you Google “what job seekers wish recruiters knew about them”, you won’t find many articles addressing this topic.

But you will get a lot of content on “what recruiters wish candidates knew about them”.

Of course, candidates want to read about what recruiters want them to know. Job seekers want as much information as possible to be able to secure a job - a job that may make all the difference in their lives.

However, recruiters should learn what job candidates want them to know as well. This is a mutually beneficial relationship.

Understanding each other will not only help to foster trust between the two parties but also go a long way in helping recruiters secure top-quality talent.

Here are a few of the common things that candidates wish recruiters knew about them.

1. Don’t Ghost Me, I Just Want an Update

Job Seeker: “I know you are busy and probably get hundreds of emails from candidates like me. But all I want to know is what happened. Should I wait or move on?”

This is the most common complaint from job candidates about recruiters and employers that they do not send updates or follow-up messages after an interview

Solution: An efficient way to solve this can be using application management systems to streamline the full hiring process. The systems let you send automatic messages and alerts to the applicants to help keep them in the loop.

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2.  I May Be Overqualified, But I Still Want This Job

Job Seeker: “I have skills and abilities above the job I am applying for. However, I am at a point in my life where this is the level of job I want. I can find better ways of doing things and streamline processes. I can bring in new perspectives as well.”

Recruiters and hiring managers often assume that overqualified candidates may end up switching to a more challenging position in the near future.

Based on this assumption, we tend to avoid recommending such applicants. We fail to realize that, if only we took the initiative of retaining them for the greater good, it can potentially be a game-changer.

Solution: What recruiters can do is communicate with hiring managers and let them know that a candidate would do well in an environment that would allow them to grow. Hiring managers can create this environment to benefit the organization.

3.  I Want to Know Why I Wasn’t Hired

Job Seeker: “Getting rejected is hard. I know it’s not personal, but knowing what’s lacking and what can I do to improve will help me a lot the next time I apply.”

Solution: Again, using an automated application management system can help in solving this. Although offering elaborate guidance for the betterment of the applicants would not always be practical given time and resource constraints.

However, you can offer some general guidelines to send to candidates and offer more personalized help to the more promising ones. This approach will help job seekers and enlarge and improve your talent pool for your next hires.

We all know what recruiters want out of job seekers. But what about job seekers out of recruiters?

4.  I Just Want to Stay Connected

Job Seeker: “I read in a blog that I should stay in communication with you so that I am the first person in your mind when new opportunities come up. Please don’t get annoyed. I am just trying to foster a long-term relationship with you.”

This is how the candidates feel when they keep emailing you and get no response. 

Solution: What you can do is create a candidate nurturing email campaign. It would occasionally send automated emails to your candidate lists or those who are emailing you regularly, letting them know that they are in your mind, or at least in your database.  

5.    You Are My Savior

Job Seeker: “I need a new job. I hate what I am doing right now, and I know you can help me get a new job with your large network of employers.”

Many candidates see recruiters as their savior from a job loss or a dead-end career. Whereas, a job seeker can be just one of many qualified candidates in your pool of talent.

This gap in perspective is one of the major reasons behind the strained relationship between the two parties.

Candidates can easily get disillusioned when they start a job search with very high hopes. That hope can quickly get shattered with multiple rejections and things get bitter.

Solution: What recruiters can do to avoid this is to communicate beforehand that decisions are not always in their hands, but they always try their best. Explain the process and what your role is.

6.  Please Do Not Waste My Time 

Job Seeker: “I know you are on a deadline to fill that position. But please do not get my hopes up by directing me to interviews that don’t match my qualifications.”

Often, things can get pretty tough for recruiters and hiring managers on a deadline. Mismatching can happen. 

Solution: Steps and efforts should be made to keep that at a minimum. Researching the role thoroughly is a must before matching candidates. Know what additional jobs are open for a potentially better fit.

Applicant Tracking Systems (ATS) can significantly help in decreasing mismatches. However, the human eye should always issue the final call. 

7.  I Want to be Confident That You Know My Role

Job Seeker: “The job posting is full of odd terms and misspellings. Can I trust that you will recommend me for the correct job openings and think of me when the right jobs are available?”

You won’t have previous experience with every role you are asked to fill. That’s impossible. But job seekers want to work with an expert they can trust.

Solution: If you are tasked with filling a role you aren’t very experienced with, reach out for help. Ask fellow recruiters, the hiring manager, etc. for insight or clarification. You don’t want to lose great candidates because they are turned off by an inaccurate job posting. Also, proofread!

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8.  All I Need Is a Bit of Insight into the Hiring Process

Job Seeker: “Interviews always make me nervous and I don’t want that to overshadow my qualifications. A heads up about the interview process and the hiring manager can be a game-changer for me.”

Solution: Offering such information might not always be possible. But whenever possible, giving a bit of guidance and motivation to the job seeker can go a long way. 

It may also help you to fill a position faster if candidates are at their best in interviews.

9.  I Want to Communicate Openly

Job Seeker: “I know the company pays you to recruit me. How do I know you have my best interest at heart? Are you keeping things from me?”

Candidates naturally want to know as much as possible about the job and the company. At the same time, they feel apprehensive about how you present the job and opportunities to them. 

Fostering trust and communication can remove such doubts from the candidate’s mind. 

Solution: Clear and frequent communication is also the solution here. Open and frank communication will also allow the candidate to open up about their skill gaps or shortcomings that they might otherwise hide on their resume. 

10. I Don’t Blame You, It’s Just Hard Getting Rejections

Job Seeker: “I apologize that I was upset when I heard that I didn’t get the interview I really wanted. I know I shouldn’t blame you for that.”

Although many times candidates might blame recruiters for not getting a job or an interview, most candidates understand your limitations.

Solution: So, even if they sound harsh or angry, try to understand that they are naturally having a hard time dealing with the rejection. 

 

You can be a job seeker’s ticket to their dream job. Sounds like a pretty rewarding profession to be in!

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