5 Surprising Facts About Recruiters - Key Takeaways for Better Job Search Results

One of the topics that frequently comes up in my work as an Executive Job Search Coach is that of recruiters. Some of the more common questions include:

·      Why am I getting ghosted by recruiters?  

·      How do recruiters network with candidates?

·      What can I do to get recruiters to notice me?

·      How much do AI and the ATS impact the hiring process?

·      Are recruiters an alien species that no one can ever truly understand?

Okay, so I’ve never gotten that last question, but I see quite a bit of confusion and frustration regarding recruiters. Because I've worn the hats of both executive recruiter and hiring manager, I've got a unique perspective to share. I help break down the recruitment process, so my clients can catch the eye of the folks calling the shots on hires.

I want to see everyone land a job they love, so I’ve compiled five key points you’ll want to know to understand how the job search process works from a recruiter's perspective. I will also give you targeted advice about how to tailor your job search to get noticed by recruiters and ultimately get hired.

Let’s take a look:

1.    Recruiters Don’t Rely Solely on Job Postings to Find Candidates. Before LinkedIn and job boards, recruiting used to be about building personal connections, networking, and championing contacts into roles. Recruiters had fewer ways to find people, so you worked with what you had. In recent times, networks have been blown wide open with technology. Companies say they want a “purple squirrel,” and recruiters can run advanced searches to find that “purple squirrel.”

The takeaway for job seekers: You can reverse engineer the job search by leveraging technology to conduct highly targeted job searches. LinkedIn is particularly useful for this tactic. By using its advanced search features, like recruiters do, you can find specific people in specific industries and target companies who can help you move your search forward.

2.    Recruiters Want Long-Term Relationships Too. When I worked as a Corporate Recruiter, I often knew about job opportunities well in advance of posting the role. Why? There is a strategy behind staffing an organization. Part of the HR function is to assess the future demands of the business and determine whether the current staffing structure can meet those demands. If not, we built a recruiting plan.

The takeaway for job seekers: Consider every conversation with a recruiter an opportunity. While I hear some job seekers express concern about exploratory phone conversations with recruiters who don’t have a job opening, know that recruiters can be a valuable resource to have in your network. In my own job searches, I’ve started conversations with companies that had nothing for me at the time and then had opportunities develop within a matter of a few weeks. Don’t let these opportunities pass you by. A compelling value proposition is everything.

3.    Recruiters Need You to Connect the Dots. During my time as a recruiter, I saw many confusing resumes that were difficult to follow. If I was left with too many questions about your experience in relation to the role I was filling, I moved on to the next candidate. Why? My main objective was to match your experience to the job and understand how your contributions could benefit the organization. If that wasn’t clear, I had more resumes to review that clearly told that story.

The takeaway for job seekers: Recruiters scan for specific information and keywords just like you’ve heard an ATS does. Ensure that your resume clearly outlines your relevant career story and the value you bring to this specific role. If you're not sure how to do this effectively, a professionally written resume is a great investment.

4.    Recruiters Don’t Always Have the Answers. As a recruiter, I spent A LOT of time chasing down hiring managers for feedback after interviews. Employers struggle to make new hire decisions. Why? Plenty of reasons. Here are just a few…

They are overly cautious, so they drag out the process by seeking a second, third, or even fourth opinion. Another reason is they may seek alternative solutions other than hiring a new person. Or, they are so busy covering day-to-day work due to a staffing shortage, they just can’t seem to find the time to move the process forward. Finally, they may simply want to continue to see what’s out there. (Insert heavy sigh.)

The takeaway for job seekers: I know it can be frustrating when you’re left waiting for answers. Be patient while employers navigate through internal decision-making processes and know that recruiters don’t always have the answers. Don’t assume the lack of communication means “no” but don’t put all of your eggs in one basket either. You get to decide what you’re willing to tolerate in the process, so continue to pursue other opportunities until you have a written offer in your hands.

5.    Your Resume Isn’t Always to Blame. When I was a recruiter, we left job postings up until the new hire started. Why? We wanted a database of candidates in the event something went wrong with the current group and we needed to start the search over again. Now some people will say this is deceptive. However, the job is open until the new hire starts, and there are situations where the selected candidate did not start the job for a variety of reasons. Sound far-fetched? Trust me, it happens more frequently than you think.

The takeaway for job seekers: The job postings may be further along in the interview process. Your resume could be in a file that is not reviewed simply because they already have a good selection of candidates interviewing. This is not your fault. There is nothing you could have done differently to your resume to improve your chances. In some cases, it is simply a matter of process. A strategy to move beyond online applications to get noticed is the real answer.

The bottom line…

Recruiters and the relationships you develop with them are just one tool in a comprehensive job-hunting strategy. While cultivating these connections can lead to amazing opportunities, recruiters should never be the sole path you focus on in your career search.

Also, keep in mind that true networking goes beyond just applying to the job and reaching out to the recruiter who posted the position. Why?

Focusing solely on recruiters and hiring managers means you are just scratching the surface of networking and probably not doing anything differently from the next savvy applicant applying to the role. Instead, you want to develop relationships with other people in your target company or industry, especially if they work in a similar job. Not only can these individuals give you great insight into the business, they can also give you a heads up about potential job openings or put in a good word.

Tired of sending out countless online applications and hearing crickets? Let's change that.

Now through 4/30, I’ve opened a limited number of spots for a private coaching session with me to develop your personalized roadmap and put you on the path to landing more interviews. Together, we'll discuss ways to market your skills, bypassing the black hole of online applications. The cost is $300 and you walk away with a plan to stand out in a crowded job market and begin to secure the opportunities you deserve.

Message me on LinkedIn to get scheduled. My DM's are open and I'm here to help you succeed.