Series 1, Episode 2 - Candidates

So, did any recruiters read last week’s blog and recognize a need to change? The optimist in me says yes, but maybe I am just a dreamer. 

For this week’s instalment, we will look at what candidates can do differently. Candidates are an essential part of the recruitment supply chain, but they should be more than just a product, a commodity. What, if anything, can they do differently to change recruiting behaviors?

• Be selective about the recruiters you work with – Choice is a wonderful thing. Data is great. But do we have too much choice? Perhaps. Before you fire off a resumé or apply for a job, call the recruiter. That way you can assess whether their skills and approach fit your needs and whether their values are aligned with your expectations.

• Learn to sell yourself – Recruiters have choices too, and they are paid on results. While this doesn’t always engender the correct behaviors, some of the responsibility is on the candidate to make themselves the person of choice. Think about what differentiates you from your peers. Document your ACHIEVEMENTS not just your responsibilities. Market yourself effectively.

• Trust your recruiter – Communicate openly, and please do it on the phone. If you have selected your recruiters well, you should be able to trust them. If you can trust them, they can be an incredible ally in helping secure the offer you want from the client you’re excited by. They should know the market, know their clients, be a fountain of useful information. SHOULD. If not, dump them.

• Make demands – Demand a full briefing. Demand full and prompt feedback. Demand that you get the respect you deserve. If a recruiter doesn’t do the above, they are not worth your time.

• This is a biggy – Only apply for jobs you realistically stand a chance of getting. The Internet is a wonderful thing. I am a fan, genuinely. I read the news daily, as much as it depresses me. I connect with friends, colleagues, clients. However, it gives candidates access to thousands of jobs, maybe hundreds of thousands and it’s SO, SO easy to click “Apply.”

Recruiters get way too many responses from people who bear no resemblance to the candidate profile in the advert. While you may think we should be grateful to get so many lovely people connecting with us, (and we often are), it does mean that the right people can get lost in the white noise. If we have to spend hours reading irrelevant resumés, it’s time we can’t spend helping the right people get jobs. Artificial Intelligence (AI) is here. Lots of companies are using it to sift through responses to get to the best applicants. I’m not a fan as we are in a people business, but if we get 283 applicants and only 8 fit the bill, it might prove a necessity.

As always, happy to take feedback, discuss how we can help: info@hoxtoncircle.com