It’s Friday afternoon, and I’m cranky. I’ve spent the week reviewing hundreds of resumes coming at me through LinkedIn, WineJobs, direct email, referrals, phone calls and probably a few other places I’ve forgotten. And here’s the problem: many of you are doing exactly what I tell job seekers to do:
- Apply for the job.
- Send a good resume.
- Make sure you’re actually qualified for the position.
- Follow up. You can’t be considered for a job if nobody knows you’re interested.
So, do as I say, but maybe listen to my tale of woe to learn how to show your interest in the job even better. When I’m in the middle of reviewing hundreds of applicants, all that good job-search advice can make for one very cranky recruiter.
If you’ve read other cranky recruiter posts of mine, you know there’s some words of wisdom in my rants. Here’s what I’m dealing with: 200 applications on LinkedIn, 60+ through WineJobs and then direct emails, texts, phone calls and referrals that I have every intention of following up on.
Come into my work world. Say I’m getting through my LinkedIn applications. When I receive an application, I review it. I make a decision. There are basically two outcomes: I invite the person to schedule a Zoom with me, or I decide I’m not moving them forward. Job done. But here’s where it gets messy: Someone emails me directly, saying they applied on LinkedIn but wanted to express their interest. Or they call me. All things I encourage people to do. But when this happens, I have to drop everything, go back into LinkedIn, my email, my voicemail or text and figure out what my decision on the person was. I need to be consistent, and I don’t want good candidates falling through the cracks. But every additional contact creates another step.
While I’m cranky I don’t want to say this, but yes, follow up. Once. Lightbulb: make it extremely easy for me to know who you are. Reattach the resume, mention if we have worked together before or if you were referred by someone. Pretend I can never find anything–make it as easy as possible for me to know who you are.
Picking up the phone? Might feel old school, but calling me is okay. You may catch me at exactly the right moment. But I also lead a life outside of recruiting, so you may also catch me between interviews, walking out the door or nowhere near my computer. When you catch me on the phone and you say “Amy, do you have a second?” and I say no, believe me. I really don’t have a second. I’m not offended that you called. I’m not telling you never to contact me again. I just can’t talk right then. Here’s where you can be smart about it: make my life easier. Send me a very short email afterward: “Hi Amy, good talking with you. Here’s my resume in case it’s helpful. Thanks for taking my call.” That’s it. Now you’re at the top of my inbox. I remember our conversation. Your resume is right there.
What I don’t need is a LinkedIn application, followed by an email, followed by a LinkedIn message, followed by a phone call, followed by another email making sure I understand that you’re really interested in the position. I understand. You applied.
And if I’ve responded and told you I’ve considered your background but I’m not moving you forward, please accept the answer. That doesn’t necessarily mean I don’t think you’re good. There may be hundreds of applicants for one position. I want to consider great people. I’m open to different backgrounds, different experiences and candidates who don’t necessarily come from the obvious place. But eventually, I have to make a judgment call. That’s my job. Some people move forward. Some don’t.
And if you get the polite recruiter rejection, leave me with a good impression. “Thanks, Amy. I appreciate your consideration. Please keep me in mind for anything that might be a fit.” Perfect. You haven’t changed my decision about this search. But you’ve made it much easier for me to remember you positively for another one.
How to stir my ire? If I have not moved you forward in the search you probably shouldn’t tell me my decision is wrong and why you’re actually the perfect candidate. Confidence is good. Not taking no for an answer isn’t always quite as charming.
And please, don’t go around the recruiter. If an employer has hired me to conduct the search, they’ve done that for a reason. Sending your resume directly to the owner after you’ve already applied through me doesn’t give you an advantage. Usually, the owner sends it right back to me. Then I have to ask the owner, “Do you know this person?” Usually, the answer is no. And now we’ve created more work for everyone.
When a company hires a recruiter, part of what they’re paying for is having someone manage the candidate flow. They don’t want resumes coming at them from every direction any more than I do.
So yes: Apply. Have a good resume. Follow up. Call me. Advocate for yourself. Those are still the things I’m going to tell you to do. Just remember there’s another human being on the receiving end who’s trying to get through hundreds of resumes, talk to candidates, advise the client and make sure nobody good gets missed.
Make it easy for me to help you. And know when you’ve done enough. Because it’s Friday afternoon and your recruiter is cranky.
