Think the Recruitment Process Sucks? Get Over It!*

Have you ever felt like you're jumping through endless hoops during a job application, only to be met with silence or disappointment? You're not alone. Many of us have encountered frustrating recruitment practices that seem designed to test our patience rather than find the right candidate.

In my conversations with job searchers, I often find people stuck and wasting their precious energy on complaining about all the things wrong in recruitment. Although I empathize, and I have more than a handful of horror stories myself, I also recognize that they are putting too much energy into things they do not control. I'm hoping the following tips will help you move from frustration to action and keep you in control of your job search journey.

1) Dealing with Duplicate Information Requests:

It's maddening when you're asked to repeat details already on your resume. To tackle this, have a master resume ready with all your experiences, skills, and achievements. Then, tailor it to highlight the most relevant information for each application. This saves time and ensures your application is laser-focused.

Additionally, keeping a plain text resume on hand to copy and paste into online applications can be incredibly helpful. Simplifying your resume's formatting helps avoid issues when the system tries to prefill information (we all know it rarely gets it right!).

Tip: when faced with character or word limits in the online application, copy and paste the section you need to shorten into an AI like ChatGPT and give it a prompt like "summarize the following into 100 words / 400 characters (or whatever the limitation is), do not to change the vocabulary or tone of the message" . This is a quick way to make the necessary changes without sounding robotic.

2. Handling Lack of Follow-Ups: ( Recruitment Ghosting)

After an interview, it's common to wonder about the next steps.

I understand how stressful it can be to wait for job feedback. That stress often turns into anger about the process, but the reality is that these feelings don't influence the hiring process. Instead of waiting for things to happen or hoping they won't happen to you, there are ways you can stay in control.

Take control by setting clear expectations before the interview ends. Ask about the timeline for feedback or decisions and express your interest in timely updates. This proactive approach shows your professionalism and keeps you informed.

Sample Script for Setting Clear Expectations:

Interviewer: "Do you have any questions for us?"

You: "Yes, thank you. I'm excited about the opportunity and curious about the next steps in the process. Can you provide some insights into the timeline for feedback or decisions after this interview?"

Interviewer: "We aim to finalize our decision within the next two weeks. We'll notify you either way."

You: "Great, I appreciate the clarity. Is there anything else you need from me at this stage?"

Interviewer: "No, we have all the information we need for now. Thank you for asking."

You: "Thank you for the opportunity. I look forward to hearing from you."

Sample E-mail Follow-Up Script: ( Incase they don't get back to you after above)

Subject: Follow-Up on Interview for [Position Title]

Dear [Interviewer's Name],

I hope this message finds you well. I wanted to follow up regarding the interview we had on [Date] for the [Position Title] role.

I understand that decisions can take time, and I wanted to inquire about any updates or feedback you may have regarding my candidacy. I remain enthusiastic about the opportunity to contribute to [Company Name] and am eager to move forward in the process.

Please let me know if there is any additional information you need from my end. Thank you for considering my application.

Best regards,

[Your Name] [Your Contact Information]

If you still don't hear anything after a reasonable period, it's essential to move on. Your job search shouldn't stop until you have signed a new contract. Never assume you got the job until you get the job. It's not about being pessimistic; it's about looking out for your best interests.

You need to approach job opportunities like new relationships. Don't settle for opportunities that don't respect your time and emotional investment. Just as you wouldn't settle for a partner who doesn't value you, don't settle for a job that doesn't respect your worth.

3) Addressing Irrelevant Experience Queries:

Some applications ask for experiences that seem unrelated to the role. Don't let this throw you off. Instead, use it as an opportunity to showcase transferable skills. Connect your past experiences to the job requirements, emphasizing how your diverse background adds value to the role.

Most job postings are wish lists, and candidates shouldn't get discouraged if they don't meet all qualifications, especially regarding years of experience. If you feel you can do the job and show competence in what's needed, go ahead and apply. It's essential to remember that competence often outweighs specific years of experience.

You may also want to proactively reach out to someone in the organization or the recruiter to clarify specific requirements and their importance. I did this once and found out that the system they wanted 5 years of experience on was not different from another system I had used in the past. Doing your research and clarifying requirements can help you understand if you're a good fit for the role, despite initial concerns about qualifications.

Don't let requirements discourage you from applying for a role you truly want. Showcasing your capabilities and making connections within the organization can often open doors that might seem closed based on job postings alone.

4) Them: "What are your salary expectations?" You Thinking : "Just Tell ME"

Salary discussions can be elusive in the recruitment process. Research industry standards for the role you're applying to and be prepared to discuss your salary expectations if asked. I prefer to put it back on them to get a sense of their budget but that doesn't always work. Take a look at two ways you can handle "What are your salary expectations" Conversation

Asking for Range or Budget Before an Interview:

If you're asked about salary expectations before an interview, it's helpful to inquire about the range or budget for the role. You can mention that you would have a better idea after the interview to understand the scope of the role. Here's a sample script for this scenario:

"Thank you for considering me for the [Position Title] role. Before we discuss salary expectations, could you provide me with a range or budget for this position? OR I believe that understanding the full scope of the role after the interview will help me provide a more accurate response."

Handling Pressure to Provide a Salary Range:

If you feel pressured to provide a salary range, it's crucial to be informed and not sell yourself short. You can always negotiate but give them the amount you believe you're worth. Here's a sample script for this scenario:

"I appreciate the opportunity to discuss salary expectations. Based on my research and experience, I believe that [provide your desired salary range]. I'm open to negotiations and understanding the full benefits package. However, I want to ensure that my compensation reflects the value and skills I bring to the role."

Navigating challenging recruitment practices (I know I'm being polite here) can be daunting, but remember, you have the power to influence how you experience them. By being proactive, adaptable, and persistent, you can navigate these obstacles with resilience and confidence. Keep refining your approach, stay true to your goals, and don't lose sight of the value you bring to the table. Your dream opportunity is out there, waiting for someone just like you.

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CYBR 411: Bridging Gaps, Amplifying Access, and Creating Opportunities through Information.

Diana Barbosa

Founder & Editor-in-Chief, CYBR 411

* There are many organization and recruiters out there that do an outstanding job and make the recruitment experience fulfilling even when there is a decline involved. However, If you as an organization feel attacked by this article, well then maybe you have some work to do to create a better experience for the human beings who desperately want to work for you.

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