Dear Claudia,

I lost my management job 8 months ago, and haven’t been able to find a new one yet. Oh, I’ve been busy: 837 jobs applied for (yes, I counted), and direct conversations with 259 recruiters and 138 HR people (I counted those too). In all of that, only two interviews – and I was second runner up for both. I’ve worked with a career coach, rebuilt my resume, created an online “personal brand,” and attended more networking events than I care to remember. The payoff? Recruiters and HR people who see me as overqualified and getting desperate. The fact is that I need a job, and as time goes by I’m less picky about what it is. Why is that so hard for recruiters to accept?

Down but not Out Yet

Dear DBNOY,

There’s an old joke about a man who discovered a beautiful woman sitting alone in a bar. After some flirting he asked if she would ever consider to sleep with a stranger for a million dollars; she laughed and said “It’s possible.” Then he asked if she would consider it for $10. Looking shocked, she said “What kind of a woman do you think I am?” The man smiled and replied, “Well, we’ve already established that. Now we’re talking price.”

There are times in every career when a job pays the rent, and times when it feeds your soul. It sounds like you need a paycheck right now, and there’s nothing wrong in saying so – and if you’re the kind of person who makes lemonade when life hands you lemons, you’ll most likely take this next job and turn it into a great opportunity as well.

Recruiters are matchmakers who piece together a highly complex set of expectations between hiring managers and job seekers; and when you consider the fact that they are paid by companies and not candidates, it’s easy to see how they can be perceived by jobseekers as gatekeepers who can't see potential or think beyond key words on a resume.

But here’s a newsflash: the recruiter’s primary job is to understand the business need and provide the hiring manager targeted candidates who can meet that need. In its simplest format, this means finding people with the right skills and experience – but there’s always more to it than that. If stability is important to the manager, the recruiter needs someone who won’t get bored in the job and move on when the economy improves. If there are lots of thinkers in the business, he needs people who can roll up their sleeves and do the work. Matching the tangible and intangible factors of the job is difficult, and one of the best reasons why good recruiters make the big bucks.

I think your options in this situation are pretty clear, my friend. If you’re looking for a job right now, look for recruiters who represent entry level opportunities. Expect to earn less than you were formerly paid, and to do work that is much more tactical. If you’re looking for your next career move, hang in there. Keep working with your career coach to fine tune your marketing and interviewing efforts, and don't give up; the job will eventually come. I wish you well in your efforts!

**

In my day job, I’m the Head of Products for Improved Experience, where we help employers use feedback to measure and manage competitive advantage in hiring and retention. Learn more about us here.

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