Why recruiters reject you!

Thursday, February 25th, 2010 - Get A Job, Job Application Rejection, Recruiters, Recruitment

Why recruiters reject you

As a recruiter, it some times surprises me when job applicants and job seekers complain about being rejected by recruiters.

They some how think that we are a personal service, and therefore should always care about them, by:

• Acknowledging their communication
• Always calling them on the telephone, no matter how they applied for our advertised job
• Giving them full and frank reasons for rejection, and hence….
• Another opportunity at another job

Having not been a recruiter all of my life, I have some sympathy with this position. As a job seeker, you will be applying for positions advertised by both employers and recruiters, and you will be wondering why some treat you one way, and others another way. In fact, the long term job seekers will know that the difference between the best employers and the best recruiters is quite small but distinct, while the worst are just – the worst!

So, why would a recruiter reject you?

Recruiter motivations

The first insight into recruiting is not that recruiters are driven by people, but by money. The average placement fee in the UK market is around 15% of basic salary at the present time, while management and executive recruiters drift upwards from that level to around 30%. Head hunters fees start from 30% of total package, to two times total package for a FTSE CEO. Yes, the head hunter could get paid more than the CEO of a FTSE company in his first two years of employment!

Once you understand money is the prime driver, then everything else becomes clearer.

Hence the second insight into recruiting is the tightness of interpretation of the client brief. If I send a job applicant that I have chosen in front of a client, I am not just sending a job applicant in front of my client, but also my reputation and hence my future income stream. With this in mind, and being driven by money, do I want: good, great or excellent candidates in front of my client? Right, I want the best. So if I want the best, I am going to interpret any job applicants for both suitability to do the job and their ability to represent and develop my brand reputation in front of my client. Hence, all recruiters but particularly head hunters at a managerial and executive level will have tighter criteria for candidate selection than employers

Thirdly, recruiters live in the NOW. Driven by money with open client briefs on one side, the quicker those briefs are fulfilled, the quicker the recruiter gets paid. Hence, you see a job advert, you think – not know, just think – you could do that job, and apply. The recruiter applies their (tighter) brief, and rejects you. Do they save your CV for later, or give you a call to say “Hey, thanks for your application, but on this occasion…” No, most do not. We do save the CV’s of all job applicants, but most recruiters do not because they live wholly in the now. You are suitable now for that brief, you get engaged in the process; you are not suitable, and you get rejected, and never hear from the recruiter again

Three recruiters and out rule

The fourth reason for rejection is a little more subtle, but well worth understanding. For those recruiters and mainly head hunters who retain CV’s of all job applicants, the key they will want to know is your availability on a regular basis moving forward. These recruiters will call you, but it won’t be the recruiter who fronts the client, but a person called a researcher. These are important people in your future relationship with that recruitment or head hunting company.

Researchers have multiple briefs to find candidates, and are not wholly driven by money. But, researchers want job seekers who are new, fresh and communicative. Researchers make their money by providing lists of vetted job applicants to recruiters, who are then further vetted before being passed onto the client. If the recruitment company has taken a specific brief in a competitive situation against another recruiter, the key question the researcher will ask you is:
How many other jobs have you applied for, or sent you CV to recruitment companies?

If you answer three or more, then however suitable for the job you applied for you are, you will be rejected. Why? Because it is likely you have sprayed your CV around much like water, and now it has the same value to a recruiter. Only job applicants who are: clear about what they want to do; are communicative; and don’t show signs of desperation, which would include spraying your CV around; will get engaged by recruiters. The fourth recruiter you send you CV to, will go through the motions, but most likely reject you.

How to handle recruiters

You may be asking yourself after reading this far: is it worth dealing with recruiters?

Yes, because often they will take more difficult to fulfil or sensitive jobs that a companies HR or managerial teams just don’t want the companies logo spread all over. Hence, they tend to be higher paying jobs.

Now that you know how recruiters work, and why you will be rejected, how can you handle recruiters to make sure you don’t get rejected?

Firstly, be clear and focused about what you want to do next. Any Job Will Do syndrome will get you into a longer and longer employment cycle

Secondly, don’t spray your CV around like water. Be cautious of posting it.

Thirdly, don’t engage with any old person who calls you/networks and calls themselves a recruiter. Test them out, and ask a few questions: how long has this organisation been a client of theirs; how many briefs have they had from this client before/how many people placed; what is their brief for this job; how many job applicants/CV’s will they put forward; when does the client want a person in place; how/when will they get paid. Some feel that last question is too arrogant, but if they are asking your pay or package requirements, and you know they live in the now, then knowing what and when they get paid equates to motivation.

Fourthly, when they ask for your CV, offer them your LinkedIn profile. If they press, offer them a coffee. Remember the three CV’s and out rule! This tactic also means you appear cautious, and hence a sought after “passive” job seeker.

Recruiters are a great asset to the jobs and employment market place, adding value in a specialist area that is based on human relationships and business results. But fail to engage properly and you will get rejected, quickly.

Good Luck!

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