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A tight job market creates pressure for everyone.  Job seekers and recruiters alike are frustrated and annoyed, and some people behaving badly, perhaps without even realizing it.

So, let’s set out some Rules of Fair Play about how recruiters and job seekers should communicate with one another.

Job Seekers’ Frustrations

• There are simply not enough jobs to go around.
• Bills have to be paid, and time is marching on – this creates urgency, maybe even desperation.
• It is hard to unearth opportunities – where is this “hidden” job market?
• After all networking and job board scouring, there are slim pickings.
• Organizations are pickier than ever; if you aren’t a 100% match, you don’t get a look inside.
• Sending off a resume is like dropping it into a black hole – it seems to disappear without a trace.
• The “payoff” of many hours spent crafting the perfect cover letter is discouragement from non-responsiveness.
• If fortunate enough to be called to an interview, the response time might be weeks, if ever.

Job Seekers’ Behavior

• Blasting resumes everywhere, whether a good fit or not, with the belief that it’s a numbers game and something may stick
• Not taking the time to write a well thought out cover letter
• Not fully researching the organization
• Not preparing for the interview
• Harassing recruiters and others with multiple calls and emails in the hope that the squeaky wheel will get the attention
• Harassing one’s networking sources – tapping them for more than they are able to provide

Recommendations

• Take the perspective of the recruiter – what would annoy or impress you?
• Prepare your story thoroughly, and clearly communicate it in your documents – resume, cover letter – and in your interview.
• Show respect and appreciation for others’ time – remember the thank you notes after every interaction, and be succinct.
• Show interest in the organization’s activities, needs and mission – it’s about them as much as it’s about you.
• Develop a sensible follow-up strategy, and do not overstep the mark
• If you sent an application and have not heard back after a week, it is okay to call or email politely asking for a status update: “Sorry to bother you, but I am just checking to see where you are in the hiring process.  May I still hold out hope that my application is in the running?  Do you have any indication about when or whether I can hear back from you?”  That’s it.  Learn from them how they are dealing with applications, and do not call again unless explicitly given permission to do so.
• If you had an interview and have not heard back, you have greater leverage, but do not abuse it.  Be sure to end your interview by asking about the hiring process and the next steps you can expect.  Ask for permission to follow up within a certain period.  That way, your call is expected, and you are in dialogue with someone at the organization.  If you are told, “Don’t call us, we’ll call you,” you have to respect the direction.  Repeated calls will not advance your case.
• Monitor your tone.  Always keep your communication polite and brief.  Entitled whiners are a turn-off to recruiters.

Recruiters’ Frustrations

• Being deluged with resumes
• Lack of clarity from the recruiting organization about what exactly is wanted or what the hiring time line is
• Working with search committees who may not be aligned or available

Recruiters’ Behavior

• Not communicating in a timely fashion with candidates
• Not treating job seekers with dignity and respect

Recommendations

• Create an auto-response for all email submissions so at least people know you received their resumes.  Even better, let them know what to expect even if all you tell them is that they will hear back from you only if they are being considered for a position.
• Have a policy of following up with every candidate who has been called for interview whether it is with good news or bad.
• For extra credit, give candidates constructive feedback.  This will set you apart from the crowd and build long-term relationships with people who could ultimately become your clients.

Better communication etiquette between job seekers and recruiters helps everyone.

Fredia Woolf, MBA, is the founder of Woolf Consulting, a leadership and change management consultancy.  She works with leaders to define and create their desired legacy, and builds the capacity of individuals and teams to increase their effectiveness and accelerate the accomplishment of positive results.

She can be reached at fwoolf@woolfconsulting.com

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Last updated on March 14th, 2010 at 07:15 am

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