Recruiters Are From Mars, Job Seekers Are From Venus: Lessons Learned

I found a great infographic from called "Recruiters are from Mars, Job Seekers are from Venus," which gives job seekers some advice to get on the same page as recruiters. While it technically provides advice to job seekers to help them work better with recruiters, I thought there were some good lessons in there for corporate and agency recruiters as well. Read on for some tips to prevent these common mis-communications between job seekers and recruiters.

You say: I'll keep your resume on file

They hear: I'll be actively looking for a job for you

- OR -

You say: I'll be in contact if anything comes up

They hear: Call me as much as possible to check in

Instead of giving job seekers the vague, "I'll keep your resume on file" and "I'll be in touch if anything comes up," offer to set up job alerts for them and encourage them to reach out for specific positions if they are qualified. That is, of course, unless you don't think your company or agency is a good match for them - instead of copping out, just be honest with them, and perhaps offer up another company or agency they may be better suited to work with.


You say: Years of B2B sales experience required

They hear: Any sales experience will do

- OR - 

You say: Experience in device sales needed

They hear: Your experience in pharma makes you qualified

A crucial step in any search is to fully understand what, exactly, your hiring manager or client is looking for - and target candidates that fit that description. If you're posting a vague job description on your firm's website, posting it on job boards, mass mailing it to your database, and mass mailing it to people on LinkedIn, you're bound to get unqualified candidates - and you only have yourself to blame.

A more detailed and specific job description will get you some better qualified candidates from those activities, but won't eliminate the droves of unqualified candidates you'll still get. Instead of distributing your open reqs as far and wide as you can, focus your search activities on reaching out 1x1 to candidates you already know are qualified. While this takes more time than batch and blast, you'll end up saving time in the end because you won't have to review and follow up with all the unqualified candidates that come your way.


You say: We'll be in touch with the decision

They hear: Pack your bags kid, you start Monday

Once your candidate has passed the final interview, ask your hiring manager or client when they expect to make a decision and communicate that date with your candidate (maybe add a couple of days to it, just in case). If that date comes and goes, follow up with your client to see what the holdup is, then follow up with your candidate to let them know (even if you're just letting them know that you haven't heard back from your client). Straightforward communication is key to providing a good candidate experience.


The moral of the story? Be upfront and straightforward in your communications so candidates know exactly what to expect, and when to expect it. 

This post was originally published on Hirabl.

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