There is an alarming trend emerging, and that is the disconnect between Job Seekers and Recruiters. As a professional recruiter, I spend time on LinkedIn each day scrolling through my feed, keeping up to date with thought leaders, news articles, and most importantly listening to what my network is talking about. One of the most common topics of conversation I see is why recruiters never call back or why recruiters never respond.
I will be the first to admit, as a recruiter, I have been guilty of not calling back or not responding to a candidate. It is not something to boast about, but it is reality. I have also been on the other end where I have had to chase recruiters for updates, I have had recruiters stop responding, and I have coached many friends through the process of dealing with recruiters who do not respond.
I can tell you hundreds, maybe thousands, of reasons (excuses) why recruiters never call back, but I also know that from my experience as a recruiter, there is a deeper underlying issue within organizations.
Let’s do a quick 5 Whys exercise:
1. Why don’t recruiters call back?
They are busy. (Let’s stick with this reason for the sake of this exercise)
They are waiting on an answer from the hiring team.
They can’t provide any feedback.
[Insert other excuses]
2. Why are recruiters too busy to call a candidate back?
They are dealing with a high volume of candidates or large amount of jobs to recruit for.
3. Why are they working on so much that they can’t call candidates back?
They have been hired/employed by a company to fill these positions and it’s perceived that filling the job faster is a better result than spending time to call a candidate back.
4. Why is it a bigger priority to fill the job rather than call a candidate back?
Their success is measured by filling vacant jobs.
5. Why don’t companies measure success of recruiters in a different way?
The Recruiting Function is not structured in this way within the organization.
The reality is that recruiters are employed by a company, or by an agency that is hired by a company, and there is a need for a revolution within the recruiting function.
Organizations need to listen to what job seekers or candidates are saying. They need to listen to the candidates that have walked away with a poor experience after interviewing with their company. Recruiters need to drop egos and be the voice of the candidate to drive this change within the organization.
Filling an open position is a short-term success for a company. A long-term and sustainable success is making sure every candidate that has been considered for that position walks away with a positive experience, whether they received an offer or did not get the job. The candidate should be the most important success factor for a recruiter because if this does not change, it’s certain that the recruiter will fail in the long-run when they are no longer able to fill an open position due to a damaged brand in the market.
To Job Seekers:
Recruiters don’t call you back because of their own internal organizational issues. It’s not a reflection of you, your performance in the interview process, or your experience. Don’t be discouraged. Be diligent in following up with recruiters who owe you a response.
Influence the company that is employing you to change. If you value the relationships and connections that you have made and you realize that they are the most important contribution to your success, then don’t let a poorly managed recruiting function damage those. It’s your brand at stake, just as much as the company’s.
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