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4 Incredibly Annoying Recruiter Habits, Explained By A Real Recruiter

Source | Forbes : By The Muse

“Where are you working now?”

That line alone is innocent. However when it’s asked after you very well know that your resume’s sitting someone on that person’s computer, it is maddening.

So, why does it happen? Why does it sometimes feel like recruiters go out of their way to make the interview process harder?

The good news is that they don’t. I can promise you that nine out of 10 don’t do anything with the intention of making you frustrated. Which brings me to my next point (and really the point of this entire article) — that behind every annoying move is a legitimate reason.


Let me explain:

1. Here’s Why They Ask For Additional Copies Of Your Resume After You Already Sent Them

Before I becoming a recruiter, I just about lost my mind anytime I was asked to send an “updated” resume.

“I sent this application to you three days ago,” I’d think to myself. “My resume is not going to be much different now!”

However, once I was on the other side of the table, I learned why this happened. And it’s actually good news for you because I typically only asked when I wanted to pass it along to the hiring manager. You see, most hiring managers I worked with preferred hard copies. So while I figured this would inconvenience the candidate, I also knew it would move the process along more quickly for them. (OK, I also didn’t always want to dig through my inbox to find it, if we’re being completely honest.)

2. Here’s Why They Don’t Provide Follow-Up When It Was Promised

I used to lean on my “unforgiving” calendar as an excuse for not providing next steps to applicants in a timely fashion. But it wasn’t just that. Putting together next steps in an interview often involves coordinating lots of schedules and discussing a few things about the candidate (for example, what to do if the person’s awesome, but seeking a higher salary than what was originally budgeted for).

That doesn’t mean you’re stuck sitting at home, just waiting. If a recruiter goes silent for a couple weeks, don’t be afraid to send an email to check in. But instead of placing blame, ask additional questions related to the job. Let’s say you’re interviewing for a marketing role, you might say something like this:

“Hope you’ve been well! I did some research on using GIFs in marketing tweets after our interview and was curious to hear if your team has experimented with them as well.”

Nothing makes a recruiter feel guilty — and follow up faster — than a candidate who’s on top of his game.


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