From time-to-time, we are contacted by disappointed contractors. They apply for several opportunities with our clients and despite their obvious talents, are not being called for any of these roles. The “obvious” conclusion is that something must be broken in Eagle’s recruiting process if we can’t identify them as a great candidate for the roles to which they are applying.
The reality is the staffing industry is a high-paced, ultra-competitive world. It is critical to find great contractors who meet our clients’ needs and to do that, we need to be fast, provide good quality candidates and do so in a very cost effective manner.
There could be any number of reasons why a candidate does not get called for an order, but here are just a few of them:
The client identifies a candidate even before the opportunity has finished its cycle. This means that it is possible some opportunities are posted to the internet and the opportunities has already been filled. Administratively it can take a little time to catch up to these, but obviously we are not going to be calling more candidates.
We identify a candidate(s) that we know very early in the process meaning that we will not be calling more candidates.
We identify candidates that we have not worked with previously, however, we have interviewed them and reference checked them. These are steps we need to complete before presenting candidates to our clients and, therefore, pre-screened candidates will always be given preference to those we have not met.
We identify many candidates for an opportunity and don’t need to call more.
In addition to these very common situations, sometimes candidates don’t help their own cause:
Some candidates will apply to lots of different opportunities, with different skills. Rightly or wrongly this can give an impression that they are just desperate for their next contract and will likely not be qualified.
Some candidates will “harass” the recruiters about opportunities which impedes their ability to do their jobs. Those people will not rise to the top when new opportunities come in.
Some candidates have resumes that do not adequately describe their experience and capabilities. A poor resume is really going to hurt a contractor.
Sometimes resumes and covering emails/letter just don’t ring true. When you look at hundreds of resumes a day and something doesn’t look right then it is quickly discounted.
Recruiters are always going to work with people that they are most comfortable with. That will start with people they know well, through people they have developed a rapport with, to people that come with good referrals and finally to people who have outstanding credentials that show well.
We always suggest to professional contractors that they find a few good agencies/recruiters and develop a relationship with them. It doesn’t take much. Communicate and let them know who you are and what you are looking for. Be responsive to interviews and references and keep in touch. It is not too hard and it will increase your chance of success!
What experiences do you have working with agencies? Do you have any specific feedback about working with Eagle?