Bad recruiter day? Advice for job seekers

An illuminating blog post from @RecruitmentDad reports on his experiment of calling 20 recruitment organisations (some of whom claim to be the best in candidate care) posing as a candidate. He found too many instances of:

- general rudeness
- failure to ask relevant questions
- asking for a CV before finding out about the candidate
- failure to get relevant details (few took a phone number, and less than half even asked the candidate’s name)
- not making the “candidate” feel confident he’d phoned someone who could genuinely help
- not booking him in for a face-to-face interview (claimed as a core part of the service on website)

There’s obvioulsy a huge difference in how recruiters operate, from headhunters who are looking for specific talent for blue chip companies, to those right at the other end of the scale. I can’t resist this quote by Nick Corcodilos (Ask the Headhunter) “Please don’t make the mistake of thinking that those schlocks who scrape your resume off job boards and contact you with “opportunities” are headhunters. They’re hacks dialing for dollars…”

If you’re having a “bad recruiter day” on the phone, get the conversation back on track with these tips:

- ask questions
What types of positions are available? What skills / background are their clients particularly asking for? Find out how the recruiter works, so you know what to expect from them.

- find out their CV preferences
How would the recruiter like to see your CV presented? How many pages is too long? (Some prefer short CVs, others will want to see everything relevant.)

The main thing is to get as much information as possible so you know whether or not you answer at least the basic needs of the client. Then address these needs clearly and prominently on your CV.

Be realistic: if you’re too much of a stretch, or missing essential qualities, you’re not going to get past the gatekeeper for the job – the recruiter.

- give the recruiter something to go on
Have a quick bio prepared in which you succintly say what you’re best able to do, with a brief overview of your previous employment and accomplishments, and then clearly state what your career goals are.

- be prepared to take advice
Your recruiter knows far more about the vacancy, organisation and hiring manager than you do at this stage. If you get advice, act on it.

- help the recruiter help you
Focus on building a more long-term relationship with specialist recruiters in your field. Be helpful now – not so much for immediate openings, but for future possibilities and introductions. Network with a good recruiter in much the same way as you would with other professional contacts. Pass on information, or the names of people you know who might be great for a vacancy, and who are open to being contacted.

Remember the rule: recruiters are paid to fill positions, not to work on your behalf. Help them do this, and you’ll a) save yourself worrying about why they aren’t getting back to you, and b) distinguish yourself from other job seekers by giving – as well as taking – from the process.

- be polite
Even if the recruiter you speak to seems rude, be professional right back so you don’t burn bridges. Thank people for their time, and ask when you should call back. Don’t keep calling to ask if there are any vacancies. Be patient.

– don’t rely solely on recruiters
Go out and do your own networking to find hidden opportunities. Recruiters are not the only way you might find a job.

- shop around
If you don’t think you can get along with one agency or recruiter, find others.

Look online, too. There are pleny of recruiters active on Twitter. Get into the conversation with them there, read their blogs, make sure you’ve got a decent LinkedIn profile to link to from your bio. Social media is a great way to build relationships, and to get yourself known, before you’re asked to just send in your CV.