With the average corporate job posting receiving around 250 applicants, it can be hard to stand…
In an increasingly digital world, ghosting has become the new norm: people are purposely disappearing from communications to avoid confrontation or tough situations. Not only is this happening in relationships, but it’s also breaking into the business world—especially when it comes to hiring talent.
Recently, we’ve been seeing more and more articles, blogs, and LinkedIn posts about recruiting and ghosting. In addition to recruiters being called out for ghosting their candidates, candidates are now increasingly ghosting recruiters and hiring teams.
When it comes to something as important as landing a job, being ghosted by your recruiter with no explanation of what happened and why can be a frustrating experience. But building a strong and reliable relationship with your recruiter requires effort from both sides. Here are our six tips to create a successful partnership with your recruiter and avoid getting ghosted.
Find the right recruiting partner for you.
Are you seeking a role at a specific company? Or are you looking for a specific role, but open to finding a company that meets your needs? If you’re on the hunt for a position with one company in particular, partnering with a corporate recruiter may be the right route for you. On the other hand, if you are in the market for a certain type of job but are open to a variety of companies, a recruiting agency like VanderHouwen could be a valuable partner to help you narrow down your search, find a workplace culture that aligns with your values, and land a role that fits your areas of expertise. While corporate recruiters rely on candidates to own most of the resume and interview process, agency recruiters are more involved with candidates by coaching them through the process, from building the resume to interviewing with the hiring team. Determining which partnership is right for you is the first step to a successful recruiter relationship.
Set clear expectations from the beginning as a team.
In your first call with your new recruiting partner, get aligned around what this relationship looks like. Take the time to clarify how the process will work. Come prepared with questions and request specific answers. Ask them when you can expect to hear back from them and how often you should check in. Get clarity on what they need from you to make this relationship successful: When they send relevant opportunities, how quickly do they need to hear back from you? What is the best way to reach them? What are their expectations from you? What qualities make a good candidate from their perspective?
Be clear, concise, and to the point.
Recruiting is a busy field and managing multiple candidate and client relationships is a demanding job. While great recruiters care deeply about their job seekers and their career paths, they often don’t have the availability to have weekly hour-long calls with all of their candidates. Figuring out the communication style and cadence that works best for you and your recruiter is key to maintaining a strong relationship. After your initial calls with your recruiting partner, make sure you are clear and concise about what you need from them and when. We even recommend limiting calls to five minutes or less, if possible!
Foster an honest relationship with your recruiter.
Like any relationship, building a strong bond with your recruiter is a two-way street—it takes work and requires mutual respect from both parties. Build a healthy connection with your recruiter by being honest and up front about where you are in your career and where you want to be. Share your experiences and your skills so they can get a full understanding of what you’re looking for in a new role. And when your recruiter starts sending you open positions that match your skillset and experience, continue to respond in a timely manner and supply them with the information they need. Don’t ghost them!
Apply for jobs you know you’re qualified for.
Are you applying for a senior-level technical manager role but only have sales experience at a car rental company? When your work experience doesn’t match the job description, this could be a sign that the role is not right for you right now. Understand that your recruiter is not only working with you to help you find your dream job, but they’re also on the hook with their client to find someone who has the experience and skills needed to be successful in the position. Before applying for a job, make sure you have the abilities and experience the job description is asking for.
Be empathetic and understanding.
The recruiting world is tough! Your recruiter is responsible for establishing deep connections with job seekers and clients. They’re managing delicate and life-changing career decisions. They’re dealing with rejection. They’re providing coaching and advice. On top of all the hard work you and your recruiter both put in to applying for a job, they aren’t even the decision-maker when it comes to the final candidate selection. While you may want an explanation for why you didn’t get hired, understand that your recruiter often does not have all the answers around the hiring decisions of their clients. Instead, utilize them for their expertise—they are there to support you and provide you with the coaching you need to help you land the next position.
VanderHouwen has been working with job seekers since 1987 and helps staff roles in over 300 companies across the Pacific Northwest. Are you looking to land a new role? Reach out to our recruiting team today.