I had an email today from a contractor who was disappointed with Eagle. He has applied for several opportunities with Eagle’s clients and despite his obvious talents has not even been called for any of these roles.
His “obvious” conclusion was that something must be broken in Eagle’s recruiting process if we can’t identify him as a great candidate for the roles he has applied for. It was even more disturbing to me when I looked at his resume and he has “expertise” in Human Capital Management solutions … which would suggest that he should know something about the staffing industry.
To net it out his complaint is that … we are not buying what he is selling, and somehow that is our fault.
The staffing industry is a high paced, ultra competitive world. It is critical find great candidates to meet our client’s 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:
1. The client identifies a candidate even before the opportunity has finished its cycle … this means that it is possible some jobs are posted to the internet and the job 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.
2. We identify a candidate(s) that we know very early in the process … meaning that we will not be calling more candidates.
3. 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.
4. 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:
5. Some candidates will apply to lots of different jobs, with different skills. Rightly or wrongly this can give an impression that they are just desperate to get a job and will likely not be qualified.
6. Some candidates will “harass” the recruiters about jobs which impedes their ability to do their jobs. Those people will not rise to the top when jobs are open … human nature.
7. Some candidates have resumes that do not adequately describe their experience and capabilities. A poor resume is really going to hurt a contractor.
8. 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.
I 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!