Most of us have been there. We have seen a job that we know we are just perfect for. We have done our research and consider ourselves of sound mind and judgement, and so are being realistic in our summation that we are a feasible contender for the job. However, we find that we can get thrown out of contention at the job application stage or after the interview by the recruiter who tells us we are not right for the job.
Unfortunately, when job ads are not written particularly well (which is far too often – see Ross Clennents Annual AFR Job AD Review) then job seekers don’t really have a lot to go on before submitting applications. Sometimes recruiters come back to us with what seem like valid reasons why we aren’t suitable, particularly as they share more information about the job, company and what the client is looking for. However, when there’s a detailed job ad combined with a detailed job description, and we have done our own research on the company and critically assessed our fitness for the job, then we apply believing we should at least make the shortlist; yet sometimes we don’t. This has happened to me on occasion and many others I know and it can be very frustrating.
There are many recruiters who have been in the industry for years and know their areas of specialization inside and out, so are making valid calls on candidate suitability for jobs. However, it appears that there are still some recruiters who do not have the knowledge or understanding of the job in question and what is actually required to make a good candidate assessment. It appears that the selection process is still both transactional and rudimentary for them – a tick box approach, if you will. Due to this, job seekers are missing out on potentially rewarding jobs that they are well qualified to do.
I feel confident in saying that when you strike the situation of truly believing that you should be considered for a role, then you are justified in getting your application in front of the employer using alternative means. Consider the following ways below:
- If the recruiter you are dealing with doesn’t have a good grasp on the role, you can certainly contact someone more senior within the recruitment agency to explain your situation and ask them to reconsider your application for the role, stating the reasons why.
- Check if other agencies are advertising the same role, as jobs are often given to multiple agencies. Do online searches around similar terms used in the job ad you initially applied for. Then apply through another agency and follow up with a call.
- Many companies today also post jobs on their own career site, so if you know the company then have a look at their website and apply directly through the site or alternatively send your details to HR. These could be sent as a general interest in working with the company or for the specific role; you will need to make the call on what context you choose to present yourself.
- In the event you know the name of the company the job is with, use your networks to find more senior contacts within the organization. They may even have a referral program where someone can send your details through to the hiring manager. Otherwise, someone may be able to endorse or recommend you for the role even if they don’t have a formal referral program in place.
The key is not to focus on the initial bad experience with the recruiter but rather to move on and look at how to get yourself in the race. Adopt a more strategic approach to your job search if you find the current channels are not working. The reality is that the majority of jobs in Australia are handled by recrutiment agencies and the majority of job ads are advertised online (close to 80%) so these channels do need to form the bulk of your job search strategy. However, when you do hit a brick wall then try a new approach.
It’s a lot more work I realize to take a new, more lengthy approach but if you really want the job then it’s certainly worth pursuing these angles. Don’t accept a ‘not suitable’ if you truly believe you are suitable. On the flip side, don’t waste people’s time by trying all these different avenues if there are valid reasons for you not being suitable for the job.
What are your own experiences and challenges in these situations? How you have overcome them to secure the job that the recruiter was not willing to represent you for?
I recently attended an HR event on the topic of sourcing and retaining talent. They had a diverse group of speakers from different industries discussing how they attract and retain good staff, with some sharing some solid insights. The common theme was that people who are engaged in their work are far easier to retain, as you would expect, as well as offering career paths and support to employees being a factor in why good people stay with an organization. One of the challenges organizations face is that doing these things well is hard; it takes a long-term commitment from the top to invest in staff engagement and development.
