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?
10 Comments
Hi Kelly
From a recruiters perspective I find that too often candidates in this market are convinced that they are perfect for the role, in fact 90% of them believe so.
The agent quite often has a specific brief from a client stating certain criteria be met before submitting a candidate. These are often not written in the advertisement. The ad could be a very targetted selection process only seeking a candidate from a certain competitor or with a background coming from that competitor or seeking candidates that fit in to a certain demographic in skills age etc (things that are unwritten and unspoken ).
An agent works on behalf of the client for many reasons and especially when retained the client does not want to see any other resumes.
Candidates often get desperate and feel that they are perfect for the job and have blinkers on and don’t use a rational thought process.
A good agent will know the client and the client’s need for a role and be able to make the right choice for their shortlist.
However, too often there are agents out there who will start a search because they have seen or got an inclination that a client is seeking a certain position to be filled and will act on speculation, this is what causes the most trauma with candidates as the agent does not always have the client’s permission to submit candidates and does not know the full brief, in fact they are acting on speculation.
This causes dissent among the ranks of candidates and also does the agent no favours, and makes all ethical recruiters look bad in the first instance but then very good once a candidate has the different experience of dealing with them.
Not all candidates are suitable for every job that they apply for and quite often the agent is doing them a favour by not submitting them. If they were the hiring manager they would not want to see alll the random cv’s that are not relevant.
Yes recruiters make mistakes , we are not gods (although some think so) and if you truly believe you are right for a job then submit your application direct and good luck in securing the role, but be prepared not to deal with that agency again, although if you secure the role than the agent in case should have a lot of answering to do to their client and their management.
Sean
Hi Sean, Thank you for your comment from a recruiter’s perspective as this is certainly very important. As you have highlighted when you deal with a good consultant/agent candidates are less likely to experience frustration with the recruitment process. There are many excellent recruiters out there, however for all the great recruiters there are also those who are lacking. Recruiters are not always right, nor are candidates in their judgments however I certainly believe that there is room for the recruitment process to improve and become less transactional and more strategic (i.e. not just box ticking & matching like for like). This would open up the talent pool and result in better results for clients and candidates alike. Kelly
I find it hard to believe firstly that 90% of the candidates for any job truly believe that they are perfect for it and secondly that some people think recruiters are gods
The problem is not the recruiters. I think if you have to read about a job then you probably have no chance of getting it. Advertising positions is jsut a step to make things look fair when in fact there are people already lined up to take the position and often someone acting in the position who has the heads up. My experience with a recruiter, when I was made redundant after working for a politician who failed to win her seat in the last state election, was great. My recruiter prepared a magnificent Resume for me and we worked together to apply for a particular position which had my name written all over it. No interview, nothing. I ended up getting a position through my teaching networks and didn’t even need to produce a resume. It is said that 75% of positions are not advertised. I think this is true and of the remaining 25% at least 20% are already earmarked for someone. Which leaves around 5% as genuine positions. Every job I have ever had has been through word of mouth. This is the real problem for job seekers.
I agree entirely Susan. This has also been my experience, but only in Australia. When I moved to the UK to work for 5 years, I discovered that finding, applying and being offered jobs was far easier.
There was less technical rigmarole to deal with when submitting applications, less nepotism and more positions genuinely on offer.
Here in Melbourne, I have consistently applied for jobs I am completely qualified to do and experienced in, yet the only positions I have ever secured have been through people I know.
What I find most intriguing is that I don’t even make it past the first stage. My applications, no matter how in depth or how much help I’m given from professionals, have never gotten me through to the interview stage – ever.
Hi Susan,
Having worked in HR and Recruitment for many years and having strong networks in these fields, I can confidently say that the majority of jobs are advertised be it by the company directly and through recruitment agencies, print or online ads, referrals programs and the like. Networks and word of mouth do also play a role. While you are right that some employers, more so government and education will have people earmarked for roles – by law they have to go through the ‘advertising process’ which is no doubt very frustrating for job seekers. I believe that most other employers are genuinely advertising roles that they have to fill. It is a costly and timely exercise that they would not go through if they could promote someone from within.
Regards,
Kelly
Sean, I seriously doubt that 90% of candidates believe they are suitable for the position, where did you get these numbers? From a survery recruiters ask candidates to complete before they are put forward for the role?? Of course each candidate is going to say they are suitable if they beliew it will give them a better chance. I also seriously doubt anyone believes recruiters are gods (besides themselves).
From my experience in the recruitment industry, I find the way most recruiters work as farcical at best.
I think it is true that most advertised jobs especially teaching
jobs are advertised as a cover up strategy. They all ready have
their candidate. I noted that at one of the 60 schools I have
applied to so far, someone who had been working there as a
casual releaf teacher was sighted as the preffered candidate.
It seems all schools use the same statement when they reply
“—you are not the preferred applicant for this position.
The proposed appointee is —.” Its just frustrating to apply for
teaching positions in Victoria.
not genuine there are people all ready lined up for the job
Kelly
You stay up way too late. Up at 2.02am and 12.23am writing on you blog!
I have had some experience with recruitment agencies. Not good usually. I knew more about the jobs and companies than they did and they failed to match me properly. The recruiters were also very young and inexperienced.
Now I have a great job in the federal government and didn’t need help from a recruiter except at the application stage where they assessed my written work.
Thomas, your email contained a couple of spelling errors. If
you were applying for a teaching job and made similar mistakes
in your written application, you would not have been shortlisted for an
for the interview.