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Recently there was a post on the Career Doctor Blog titled How Can Job Seekers Tell if a Recruiter Sucks?
In the post we asked questions about a standard or organization that certifies recruiters for a job seeker. That question drew many comments & we have been asked by many job seekers & recruiters alike to focus on the relationship from the recruiter’s perspective.
First, I’ll state that I’m not a recruiter but I do read their blogs, join their linkedin groups & message individuals from time to time through discussion & other connections. So please bare with me as this post is aimed at being a thought exercise to help challenge people’s thinking & develop better job seekers for recruiters to help.
Now, looking at it from the recruiters perspective it’s not all about the canidate. You’ve been offered a contract by a company or client for a specialized individual. Probably pretty particular, that’s why the company outsourced it to you instead of the regular process.
Now, recruiting isn’t a horserace but often it feels that way. Competition, timing & a little luck you’re able to use all your skills & experience to place good, well-groomed candidates in deserving positions.
It’s not only a candidate & job, it’s your reputation. It’s the difference between you getting the first call or not when there is a specialty to fill. You wouldn’t place your best friend for a position or even an interview if they were INCOMPETENT. Not only a bad sell on your part, the company would suffer in the long run & your best friend’s work experience would continue to be horrible.
Recruiters are in the business of setting up success. Companies that hire well are going to be hiring very soon again. Achieving growth is why the selection process needs to be carefully reviewed by a third party. In a company fruit doesn’t fall far from the tree so hiring managers need different types of growth. You’re the Johnny Appleseed of job candidates.
Instead of seeds, you plant job candidates in interviews. The interview is where the right candidate & right job have a chance to germinate. Recruiters all know the secret to landing a job, “First, job seeker use thoughts with action. Dreaming is one thing but acting is another. Second, passion & genuine interest in the industry; writing a resume isn’t half a hard if you care about the topic!“
Let it be part of your career not simply a job.” Or else you’ll hate it & eventually quit or get fired. It’s that simple.
Now as a recruiter there are expectations of a job seeker if you’re contacting them or if you’re being contacted.
- You need to be able to write your own resume.
- Show minimal-moderate proficiency in networking.
- If dressed professionally, act professionally.
- Empathy will be exchanged. If you understand my role.
Now these pieces are out of the way to put together a little background on a recruiter’s perspective, let’s try to determine the qualities of a job seeker that inform recruiters the job seeker isn’t up to par.
- Thinking I should bring you 5 – 10 offers after 1 talk.
- Believing I’m supposed to deliver a job offer without an interview.
- Expecting me to write your resume.
- Inability to maintain a professional demeanor in a professional setting.
- Unwillingness to learn & take constructive criticism
These are a few of the answers I’ve received from recruiters when I asked what job seekers do that instantly turns off recruiters to a job seeker. Now it’s your turn. Recruiters, job seekers, HR or anyone else.
Do you see or know people who are helpless job seekers? What mistakes are commonly seen that need to be fixed? Remember, it’s not about bashing, it’s about helping by sharing knowledge.
If some of this sounds like behavior you have noticed in yourself, we have tools & resources for your job search at iLostMyJob.com – You’re Career Transition Resource