The Recruiter Led me on and on and on

Recruiter Follow ThroughRecruiter Follow Through

I hear this often, “The Recruiter led me to believe it was my job, but he never called me back. Why do they do this?”

First of all let me make this statement; I know a lot of recruiters. Many are my friends. Some are not. Many I trust explicitly. Some I don’t. Just like any other industry, there are really good people and there are others who are not really good people. This is a fact of life.

A recruiter may tell you in many different ways “the job is yours, let me get back to you, ” for one of two reasons:

#1 – They want to keep you on the ‘line’ until they finish ‘selling you’ to their client.

If you are working with a third party recruiter, they’ll need to go back to their client and convince them that you are the best possible candidate within the budget. Sometimes the recruiter is competing with other recruiters. This makes this ‘sales process’ even more difficult.

If you are working with an internal HR recruiter, this sales process still occurs, however it’s not as difficult. There could still be budget issues and internal candidates involved in the decision.

They will lead you on so that you don’t go find another job while they are wrapping things up.

#2 – They could be completely sincere with their statement.

However there are still lots of issues that come into play. Budget, changes in business goals, internal candidates, and new or differing opinions from other members of the team that the recruiter did not know about and/or could not share with you.

Many of the good recruiters I know will try to follow through with their candidates. They feel it’s important to treat their candidates the same way they want to be treated. However, some do not follow through.

Regardless of the reason(s) for leading you on, there are many reasons a recruiter will not follow through with you . Here are the reasons I have discovered:

  1. They forgot. (Yeah, I’m trying to be nice.)
  2. They are too busy. (Again, I’m trying to be nice.)
  3. They don’t like giving people bad news. (This is real, many people can’t do this well.)
  4. They don’t care about you at this time. (They may care about you when they need you.)
  5. They have moved on to another Job Requisition that you can’t do and you’re not important
  6. They feel you need them more than they need you. (I’ve heard this said.)
  7. They are not nice people.

OK, here is the best advice for dealing with being led on and recruiters who do not follow through.

#1 – You are under no obligation to sit idly and wait for anyone. Work your career transition process. This means, as soon as you are done interviewing, regardless of what the recruiter says, go on to your next task.

Never stop working your career transition process until you have an offer letter in your hand and a firm start date, salary and commitment.

#2 – Ask probing questions about the process. The level of relationship you have with your recruiter will determine how deep you can probe. Here are some examples of probing questions:

  1. Are you interviewing other candidates?
  2. Are other recruiters presenting candidates?
  3. Who else has to review my resume before an offer letter can be presented?
  4. Is there any possibility that a budget change is possible?
  5. What other issues are in play that may result in me getting this job?
  6. What are your next steps on this position?
  7. When should I expect to hear back from you next?

The most important question to ask your recruiter is:

If for any reason this opportunity falls apart, will you call me and let me know it is not going to happen?

 

I regularly recommend to career transition folks “NO Expectations.” Work your process. Keep moving forward. However you can manage your expectations if you are willing to ask probing questions.

How have you dealt with a recruiter who has led you on?

How have you dealt with a recruiter who did not follow through?

Dear Recruiter wanting to see my Personal Facebook Timeline

Personal Facebook Timeline

Personal Facebook ProfileMy Personal Facebook Timeline is just that – Personal

Dear Recruiters;

I respect your request to see my Personal Facebook Timeline as my personal friends do. I know you want to see my Facebook timeline so that you can get a better perspective of who I am as a person.  However, the only way I can let you see my personal Facebook timeline is after we become real friends.

Here are a few ideas you can consider if you want to become my Friend so that you can get a better perspective of who I am.

  • Join me at a restaurant and buy my dinner as we talk about all kinds of stuff beyond these interview questions.
  • Come with me as I volunteer at a community event where what we do is not about us, but the people friends volunteer to help.
  • Come to my house and help me spread mulch, plant flowers and rake leaves because these tasks are on my honey-do list and a friend would help me.
  • Meet me at Starbucks at 7am so we can talk about politics and religion, just as friends would.
  • Invite me to a football game, because friends do this.
  • Give me your cell phone number so I can text you when I have a joke for my friend.
  • Invite me to your home to meet your wife and kids, as any good friend would do.
  • Let me borrow your car and give $20 for gas, my friends would do this for me.

I offer these ideas in an honest effort to become your friend which is the only way I can allow you to have friend access to my personal Facebook Timeline.

So, at this point you have two choices:

We can go a burger and watch a game, or you can drop the request to see my Personal Facebook Timeline.

Thank you

Would you apply for this job

This is the text from a Real Job Description sent to a candidate from a company seeking employees. It’s a wonder they can find any good people with this type of job description. I want to know – What would you do if you were given this information and asked to apply for the job.

Come on folks – Throw out your ideas.

Enterprise Help Desk Manager

City – shhh – I can’t tell you this otherwise you’ll know the company

JOB DESCRIPTION

  • Manages a team of support personnel who troubleshoot IT issues
  • Implements policies and procedures regarding how problems are identified, received, documented, distributed, corrected
  • Ensures maximum issue resolutions in minimum time
  • Evaluates new information systems products or services and suggests changes to existing products or services to better aide the end user
  • Requires a bachelor’s degree with at least 7 years of experience in the field.
  • Familiar with a variety of the field’s concepts, practices, and procedures
  • Relies on extensive experience and judgement to plan and accomplish goals
  • Performs a variety of tasks
  • Leads and directs the work of others
  • A wide degree of creativity and latitude is expected
  • Reports to head of a Unit/Department
  • Extensive experience managing Help Desk and Infrastructure thereof – must have enterprise-wide experience

Other than the City identification I did not edit the post in any way

Why would anyone spend the time to both write this up and then to share it with the recruiter?

Why would a recruiter then send it to anyone? (& yes – they sent this to a candidate)

If you want someone to recruit for you, give them a solid useful and informative Job Description.

If you want to engage in the best possible candidates, give them a Job Description that tells them as much useful information as possible about the job.

Everyone fails here. The company won’t be able to hire good people, the recruiter will have to spin their wheels and answer far too many questions that the candidate must ask, and the candidate will fail because they have no idea what the real expectations, requirements and goals are of the position.

Would you apply for this job?

My counsel to you – DONT – force the people who are trying to hire good people to communicate better than this. If they can’t – ignore them.