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10 Things Recruiters Won’t Tell You (But I Will)

April 12, 2009 by sparktalk 

By J.T. O’DonnellAsk an Expert - Visit my Virtual Office at LivePerson

Recruiters have one job: Find the right person for the position. Their performance is evaluated on how efficiently and effectively they match top talent to job requirements. Ironically, in the current economy, recruiters are finding their jobs harder than ever. I’m serious. There’s too much talent for them to weed through. What used to be ‘finding a needle in a haystack’ has now become ‘finding a needle in ten haystacks.’

As a result, recruiters have to determine a candidate’s marketability much quicker. Translation: candidates must pay even more attention to the power of the first impression factor. People skills, attire, etc. all become more important when competition amongst talent is this fierce. Reality check: Those who are failing to make a good first impression get put in the ‘no’ pile and are never contacted again. So, if you aren’t getting called back by a recruiter after either an in-person meeting or talking by phone, there’s a good chance that, in addition to the fact you didn’t have the right skills, you also might have displayed one or more traits on the ‘I can’t market them’ list. Now, most recruiters won’t tell you what you did wrong. Why? For one reason, they aren’t paid to give you the bad news. Second, they don’t want to burn a bridge. And third, as I mentioned, they just don’t have the time.

And yet, how are you going to fix the problem if you don’t know it exists?

I’ve put together the most common reasons why a recruiter writes a candidate off. You may not like what you read, but the good news is with a little attention and practice, all of them can be improved upon. So, ask yourself, “Am I guilty of the following?”

Top 10 Things A Recruiter Won’t Tell You

  1. Your interview attire is outdated/messy/too tight/too revealing/too flashy.
  2. Your physical appearance is disheveled/outdated/sloppy/smelly/overpowering (i.e. too much perfume).
  3. Your eye contact is weak/shifty/intense.
  4. Your handshake is limp/too forceful/clammy.
  5. You say ah/um/like too much.
  6. You talk too much/use poor grammar/say inappropriate things (i.e. swearing) when you answer interview questions.
  7. You appear overconfident/pushy/self-centered/insecure/aloof/ditzy/scatter-brained/desperate.
  8. You talk too fast/too slow/too loud/too soft.
  9. You giggle/fidget/act awkward/have facial tics/lack expression.
  10. You lack sincerity/self-confidence/clarity/conviction.

So, how do you fix these?

Well, given 93% of communication is non-verbal, I can tell you that many of the negatives above can be improved by focusing on one thing: attitude. If you are angry, fearful, or confused, it’s going to show. You must find a way to feel good about yourself and your ability to contribute. This comes from knowing your strengths and embracing them. It also comes from doing your homework on a company so you can articulate clearly and with enthusiasm why you would be a great fit for the job. I realize this is easier said than done, but it can be done.  Here are a few things I suggest:

I hope I’ve convinced you to take a hard look at the 10 reasons above and to commit to finding a way to improve your first impression factor. It’s your career. Own your actions and take control of your professional development. I promise, recruiters will take notice.

Feel free to share any reasons I missed below. Better still, if you’ve got a resource you’ve used that has helped you get over one or more of  these first impression-busters, please share it below so fellow readers can use it as well.



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Filed Under: Career Advice (Articles), Choosing a Career Path, Interviewing, Job Search Tactics, Networking (In-person & On-line), Scoring an Internship
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Comments

  • Nor will a recruiter tell you straight out that you didn't get a job because of your personality.
  • J.T. O'Donnell
    Agreed! Was hoping the post pointed that out.

    Thanks for stopping by Recruiting Animal. I'm a fan of your show!

    JT
  • John
    I concur, but wonder, If the recruiter presents you as a candidate to a client, then he/she [recruiter] must know if you have the right 'personality' - Yes?
  • This is quite useful. Thanks for distributing the information.

    Mike Willett
    Willett Corporate Communications
  • Facebook User
    Thank you, J.T.

    I really appreciate your insight and wisdom!

    Take care,

    Mark
  • cs
    #1 is a problem for me because currently I cannot pay for my own food or other living expenses; therefore, I have no money for dress clothes or any clothes, including second hand, which usually is outdated anyway.
    #10 is a problem because I find it hard to be excited about a job interview with a company I have little or no interest in. I'm there for a survival check. People have told me to pretend I'm interested, to tell them what they want to hear. I'd feel like a hypocrite, like I'm misrepresenting myself and being dishonest. I'm just not good at acting and it does show. The chance of finding an opening in a company that matches my interests are very small. I feel like I'm between a rock and a hard place.
  • Attitiude my freind is number one in LIFE...Job sarch, love search, self search.....Attitude..

    So based on this letter you will not find your dream job...But when you start belieiving you will find a great job..And tell yourself everyday, 10 times a day, that you are great and a great job you will find...

    Then and only then wil you find you dream "job"
  • MSrago
    CS, depending on where you live, there are not for profit organizations like "Dress for Success" that have Career Closets. These are typically relatively current and gently worn clothing donated to the organization. I am not certain what your current situation is, but something like this relative to your location could be tracked down through google.
  • TGB
    I find this very strange. On the one hand, you say you're struggling to survive, and on the other you don't care. I would have thought if you were that desperate and that much in need of a job, you would be able to muster up the enthusiasm to actually desire whatever job it is you're going for. And let's see... fake smile or eat at night... your choice. Misrepresent yourself or pay your bills... tough decision. Put aside your moral indignation and allow your survival instincts to kick in. Hands up everybody who works for a company they actually respect and have enthusiasm for, and mushy happy feelings about. They're in the minority - life doesn't work like that, and a job, particularly at the entry level, is not for personal fulfilment - you work to live, you don't live to work - you get money to pay the bills, you walk out of the building at the end of the workday and you get your personal fulfilment from your friends and family and other shit like that.

    Cos what I'm reading here is "I'm too poor and I can't be bothered".
  • Recruiters WILL tell you you did not get the job becuase of your personality if they understand what thy are looking for...Example, we place VERY High Level Sales Executives you w2 more than 200k per year. We know our clients and know the type of agressive, outgoing, hunter mentality our cleints are looking for......

    If our candidates don't do well on the interivew with a particular client, but they are qualified for our network of cleints, then we express to them their personlaity flaws anc coch them to preform better.

    SORRY YOUR EXECUTIVE RECRUITER WAS NOT STRAIGHT WITH YOU, BUT WE ARE!!!!!!
  • You are so right when you say "they [Recruiters] aren’t paid to give you the bad news", unfortunately this is the attitude of NON Professional Recruiters, who are only interested in the mighty $ [or what ever currency they get paid in]. People are the product for Recruiters, and it is the People who make them their money...There is potential in every person a Recruiter talks too, the better prepared and presentable the person is makes them into a candidate for clients...

    I don't believe this applies only to recruiters. I am aware of many 'Hiring Managers / HR Managers' who after meeting the interviewee, grumble, complain and generally 'whing' about the non verbal failings of each interviewee...it is the nature of the beast.

    For a Recruitment Professional to do their role and selves favours, they must groom, prepare and help develop the non-verbal skills and performance of their candidates as well as the candidates verbal presence...I know that in these politically corrected times people do not want to be seen as offending people, guess what folks, that is part of the nature of our business...identifying the shot-comings and turning them into positives...by taking the view 'from people to candidates' recruiters will make money. And not 'make money - from people' - this is how to make the profession in the same category as pimps - don'y care about the product just give me all the money...
  • I think you guys should distinguish between internal recruiters and agencies. An agency recruiter, such as myself, only gets paid if I place someone at one of clients. So it's in my best interest to share as much information with my candidates as possible. I know damn well that if they were passed on by one of my clients because of a wardrobe malfunction or they had a negative attitude I am going to certainly tell them, so at the next interview I get them they perform well. Any recruiter would be wasting their time not sharing information with candidates, since our motivation is to get that candidate the job. On the other hand, if it’s an internal recruiter with a salary and no motivation to push for a candidate, than of course he has no duty to share feedback with candidates.

    Twitter me @gamingrecruiter
  • This is great advice.. I recently had the experience of working with a head hunter who was hired to fill a sales leadership role at a company in the greater Boston area. Since she understands the challenging job climate- She put me through a rigorous interview preparation process which was both annoying and helpful. When you're 40+ you like to think you know everything and don't need any help.. But, it didn't kill me to take the time to write down my answers to common interview questions and practice my "tell me about yourself" answer. Ultimately her diligence helped me on the interview for her assignment- and several others since then.
  • Yes you did point out that the recruiter won't tell you why SHE is rejecting you if it is for more than purely technical reasons like lack of specific experience or professional designation.

    I meant on the other end. If she likes you and puts you forward but the the hiring managers don't like you, she will probably not say.

    Many recruiters long to think of themselves as being transparent. So they claim that that they are fully transparent when they say something like "It's just not a fit". Of course, that's quite opaque, not specific at all -- but there's no reason for them to be embarrassed. Only a child (or a believer in radical honesty) thinks that you have to be completely honest all the time.

    I, personally, have a terrible time telling someone I'm not putting him forward when the reason is one of personality. You never know how the person would take it. And I'm not always sure that I'm right in rejecting the person. Not everyone has the same taste in personalities as I do. (Tho I'm usually right).

    But people have a hard time taking grooming advice -- and that's about something they can change. So how will they take advice about something that is unchangeable or difficult to modify. (eg an introvert is not going to become talkative in time for a meeting with a client).

    I'm almost always recruiting people who already have jobs but when dealing with someone who is out of work and having a hard time finding employment, honest feedback might be the last thing the person needs because it will be taken out of perspective as the voice of doom.
  • Great points, JT. While I've only been following your blog for a short time, I appreciate the *unvarnished* quality of the truths you speak - and it validates my own approach. Here's a link to a post I wrote just yesterday (proving my "great minds think alike" theory) about why recruiters are not necessarily the job-seekers' friend: Recruiters: Useful? Or Not? http://tinyurl.com/cv364l
  • I visited Emma Hamer's site and read the article she links to above - but her site only takes comments from members. So here's my reply to that posting.

    Dear Emma,

    You seem to be a Canadian. Well, I'm a recruiter in Canada.

    It's possible, as you say, that if a recruiter sees that a company has been looking for a long time she might send over an unsolicited resume to see what happens.

    It sounds like a good idea. And someone might get a job as a result. But I don't know anyone who does that.

    We will market a candidate to companies that might need someone like her. It's not social work; we do it so we can make money but what a fantastic free service if you get it.

    Here's something you're right about.

    If you don't have any strong skills a recruiter can't do much for you.

    So, if you want to make a career change, I can't help you.

    I mean if you have five years experience in inventory management and you want to move into pharmaceutical sales, an area in which you have no experience, you're not really a good candidate.

    But if you have good experience as a bookeeper, payroll clerk, Supply Chain Manager, Controller, Sales Rep, programmer, etc etc etc, and you want to continue in that career path, you might as well send your resume to a recruiter.

    Why not have it in her database so that she can give you a call if a good opportunity for you comes her way.

    However, most of the people I place do not come to me. I'm paid to find people who are hard to find and I go looking for them.

    So, if a recruiter calls you on the job, you would be wise to be nice and establish a relationship. Because she might call you out of the blue with a good next step in your career - for no fee at all. The employer pays the shot.

    All in all, Emma, when it comes to recruiters you've got a bad attitude. You only see the negatives. The people you work with might not be suitable candidates for recruiters -- that's the impression I get -- but that doesn't make us the enemy.

    Regards

    Recruiting Animal
    www.recruitinganimal.com
  • Hello Recruiting Animal,

    Unfortunately, you didn’t register with Disqus, either, or we could have had this discussion where everyone else can see it, and make up their own mind. Instead, I pasted your comment into my site’s comment box; I hope you don’t mind.

    When I wrote about ‘recruiters’ in general, I meant all ‘providers of temporary, contract or permanent staff’. While you may not push candidates ‘on spec’, and I respect that, many recruiters do. My attitude is not negative; it is based on the experiences of my clients - most of whom are in fact career shifters or career changers. I stand by the gist of my post: that recruiters tend to place people that are easily pigeon-holed, and will not go out on a limb to promote an excellent candidate from a not-so-obvious background, and in that sense, recruiters are NOT the job-seekers best friend. The recruiter’s / headhunter’s / placement agent’s first and primary concern is accommodating their client: the company that has posted a vacancy. And, again from my experience, when there is a vacancy, companies generally are even more risk-averse than normal, and terrified of making a hiring mistake; hence the insistence that only candidates that have extensive experience in the exact same job and industry will be considered.

    I agree, that if you’re a bookkeeper, and wish to remain in the bookkeeping field, it can’t hurt to send your resume in to a recruiter - but you can do just as well without one, if you are savvy about using your contacts, both professional and personal, to uncover opportunities.

    And on another, but related note: recruiters that place you have to make money, as well - which comes out of the hiring company’s budget = less for you. Placement agencies, for instance, have an hourly mark-up of 15 - 20%; that’s their price for doing your marketing for you. If the candidate found the job themselves, they could negotiate 15 - 20% more per hour, and still stay within the hiring company’s budget.

    Ditto for recruiters/headhunters; they commonly charge between 10 and 20% of the first year’s salary as their placement fee - also money that, if the candidate found the job themselves, could be added to their package.

    What I tell my clients is that recruiters and placement agencies are for LAZY job-seekers, or for job-seekers who are still employed, therefore have no time to network, and just want to change companies.

    For everyone else: developing and leveraging your network is the way to go. But thanks for your feedback!
  • Emma,

    You sure sound negative to me.

    Your problem is that recruiters can't place career changers.

    Well, companies come to us because they need people with special skills. Your clients don't want to market the skills they have; they want to be juniors again. Common sense says that this is going to make them less marketable. It's not my fault.

    And you think that if a recruiter was not involved in an employment transaction her fee would go to the candidate. Maybe, but I doubt it.

    In my experience, when people like your clients call people like me we often take the time to tell them how to job hunt on their own. But they don't want to.

    Your big recommendation is networking. And, yes, having a good network is a very good thing. Seth Godin agrees that it's the way to go for job hunting.

    But good networking takes time and effort and, to some extent, a personality and skills that most people don't have.

    Plus you have to build and maintain your network on a regular basis. Most people won't do that. They want to start networking when they lose their job.

    Also, networking, like most marketing, is going to work best when you have a distinct professional identity. What JT calls a brand. Did someone say pidgeonhole? Isn't that what branding is all about?
  • Hey, RecruitingANIMAL (do you have a given name? I find it a mildly awkward to call you Animal...)

    Anyway: enough already with the "You have a negative attitude" - I don't. I just have a different perspective. Let's try and discuss the issue, without getting personal, shall we? I'm happy for you that your recruiting business is flourishing. Well, so is my Career Strategies business - and I do work with my clients to a) help them redefine themselves and learn how to articulate their value (you might call that "branding"), and b) help them develop a strategy to change their career direction - incidentally without starting as a junior again - and I coach them through the minefields of professional networking.

    As with all generalizations, there are always exceptions to the rule, and you're obviously proof of that. But a less strident tone wouldn't hurt. Disagree with me, by all means, but don't disrespect me. Or anyone else whose opinion you don't share.

    Thanks (and apologies to JT for taking up space on a discussion only tangentially related to your original post).
  • Emma, who said I don't respect you? I don't think you're right, that's all, and I read you as having a chip on your shoulder about recruiters.

    I myself hardly qualify as the exception when it comes to decent recruiters. I know a lot of nice recruiters. And smart ones too. I'm sure there's low-lifes but I'll bet there's a few career coaches who aren't the cat's meow either.

    My problem with your remarks is that you think that we are generally unnecessary and you don't provide good reasons to back up your argument.

    If the average person was so good at networking, neither of us would be in business. Networks would replace me and no one would need to learn about networking from you.

    But they aren't. They might be with the advance of online technology. But probably not.

    I will agree with you that recruiters are, often, not that useful to job hunters. But I have a business friend who wanted to move from one of the big four accounting firms into industry. So he was a job hunter even though he had a good job. And who sent him out to about six interviews? Recruiters. And did he get hired by a good company? Yes.

    In fact, he was hired twice. Didn't like the first firm so he left when a recruiter called me after a couple of months. (JT I'd like to talk with you about that last point).

    Emma, here's a funny article you might enjoy - http://cli.gs/ANT1U7 - I thought it was pretty funny. (Familiar title, JT?)

    Emma, speaking of JT, I'm sure she won't mind us livening up the comment section. What's worse than a blog without comments? And a lively conversation is not always couched in neutral terms. But I won't turn it into a flame war. You don't have to worry about that.

    As for my name. hey, we live in a multi-cultural society. Have some respect for my diversity. Please.

    Best Wishes from me.
  • Well, "me", we're done here. I think we agree to disagree. I did enjoy the article you linked to - actually, it partly supports my position that recruiters are not necessarily in it to help job-seekers ... Even if the article is a bit tongue-in-cheek, and probably exaggerated, it brought a smile to my lips. Thanks for that!
  • Thanks.

    The role of recruiters in the lives of job hunters is an interesting topic to investigate.

    The recruiters I know are primarily involved in finding hard to find people for companies. And the passive candidate who isn't looking for a job is the key.

    So I think that most would agree that walk-in candidates are not that useful.

    However, there are a lot of ads in the newspaper from recruiters so in some sectors this probably isn't the case at all.

    Me / Recruiting Animal / http://twitter.com/animal
  • J.T. O'Donnell
    Hi Emma & Recruiting Animal,

    I've truly enjoyed the dialog between you two on this post. I've read every comment as you've posted them and felt like it was better to sit back and listen to your perspectives as opposed to jump in the mix. I feel this is the perfect place for this discussion and I'm grateful you were both willing to share your candid thoughts.

    That being said, the posting of this article has reminded me of several things:

    1) The term 'recruiter' is very broad in nature.
    2) There's a disconnect between some types of recruiters and the people who seek their services.
    3) The use of recruiters is evolving (or some may argue, swinging back in to vogue).

    I am really looking forward to exploring this more and providing much-needed perspective to readers of our site. In fact, I'm also hoping (fingers crossed) to talk more about it when I'm a guest on Recruiting Animal's radio show this Wednesday, April 29th.

    http://www.recruitingshow.com/

    Thanks again for sharing. More importantly, thank you for helping our readers get better educated on the subject. Honestly, what transpired here is what I love most about blogging.
  • Well, I'm now just going to have to listen to the show... Is it a phone-in show? If so, I may be tempted to call ...

    Best of luck, both!
  • thanks for the insight. I feel like as a recruiter they should tell you all those things so you can get prepared for the interview. But i guesss they are not obliged to do so.
  • Anonlymous
    If you haven't been hired a while, I'd recommend Googling yourself. As an artist, I have run into a situation where the words used to tag me on a video project were not the most flattering. Great to promote my video, bad for my professional life. Since I didn't make the tags or try to promote the video, I didn't know they were there. So sign up for those Google Alerts and look at them so you know what's going on. No surprises.
  • joeseph
    Ah yes, Googling yourself is always a good time to see what shows up! What really hurts is when something like that happens, when you get brought up into something and in the ends, make you not look so professional. Sorry that happened to you!
  • Good stuff!
  • You won't be told that the recruiter himself isn't really liked by the employer.
  • Quite a good and mostly practical article, thanks!
    I think most of those things are too prevalent, but can be fixed pretty easily. Candidates need all the help they can get to stand out in this current economy. Beyond not just doing the wrong things, in your opinion what are some simple things that will help a candidate stand out positively on a first impression?
  • Great article JT! This is the key piece for me: As a result, recruiters have to determine a candidate’s marketability much quicker. Translation: candidates must pay even more attention to the power of the first impression factor. People skills, attire, etc. all become more important when competition amongst talent is this fierce.

    The truth is, I pick a candidate as a recruiter who will wholly represent my brand, and not let me down. If you fail me, I might not get another brief = reduced fee income. If I think you might not fully represent my brand, then am I going to put you in front of my client: no, never in a month of Sundays! Clients don't pay my fee's because I bring them average - I have to deliver consistent high quality

    One of the key issues I always tell job seekers to ask recruiters, is how are they renumerated? If it as a percentage of salary/total package, and its a one-office recruiter business, then if you get rejected once you are very unlikely to be immediately put forward for another job: reasons of my brand. If its a multi-branch recruiter, then its possible to get multiple opportunities; but beware, part of their remuneration may be based just on the volume of applicants they find, and that's just a numbers business.

    Job Seekers need to build up relationships with recruiters before they become job seekers - I'll work for you then, and guide you forward, helping you remove the large rejection lumps and improve in areas where I know you will gain me large fee's again and again. Come to me as a career switcher who needs a job tomorrow, in a polyester suit, and I'll eject you through the door quicker than Paris Hilton's bodyguard!
  • ilovegarick
    Having been a technical recruiter; you hit it right on the dot. Now as a student Employment Advisor, I do try and develop my students to be aware of their social skills and how they might show an employer that they not only understand the business, but are enthusiastic about the company in particular.

    After all, there are hundreds of people out there who might have the technical skills necessary to complete the job. Either way though, each company does things differently and you'll still have to train and adapt to their particular methodology. As an employer, I can always teach someone how to do the job. But how do I teach them to get along with everyone else and really meld with the rest of the team? At a certain point, the interview is about personality match and culture fit.

    Thank you for putting such ideas into a succinct and clear presentation.
  • daveisbell
    Great post! So many clients I have worked with have stumbled repeatedly because of these seemingly innocuous types of things. One thing I would add to this advice is that people need to realize that a recruiter’s first impression literally starts with the first awareness of a person’s existence! If that first awareness comes from a referral by a trusted professional who is a mutual acquaintance then it immediately colors the lens through which the recruiter views the candidate. Likewise, if the first awareness the recruiter has of the applicant is a sloppy, unfocused resume that was uploaded to a database, it immediately directs the recruiter toward a thought process that will probably not be beneficial. Professional recruiters will always attempt to keep objectivity intact but it is human nature to judge the content by the source through which it was received. This is more often than not what separates two otherwise equal candidates! It is also the reason why people need to start by examining their message before they send it. J.T. posted above that “if you are angry, fearful, or confused, it’s going to show. You must find a way to feel good about yourself and your ability to contribute.” If your friends and acquaintances know you as “giving, reliable, trustworthy, etc.” then how willing do you think they may be to make a recommendation to someone else about you, and when they do, what is it that you think they will say? Your attitude (and who you are) when you are alone is quite literally the beginning of what other people are going to understand about you. Recruiters are really quite adept at reading people very quickly and weeding out those who are sincere from those who are not. True, sometimes you have to fake it until you make it. However, any good actor knows that to convince the audience, he must first convince himself that he is the character he is playing. When he is successful, he brings enough of his own characteristics into the role that, when meshed with the character’s, becomes a new creation that is real, organic, and believably alive. Therefore, every time he finishes a production, he has learned, grown, and been changed by the experience and a little bit of that character will stay with him forever.
  • deborahshane
    I would add one thing that I think sends a bold message..Being prepared about the company, it's principal's and the vision and mission. These are all usually on their website, or googled somewhere. A little preparation goes a long way, for making the case on why they should get another interview. If you really want the job, your ten are essential, plus the preparation. Thanks for your post.
  • This was really helpful. I'll be saving this one.
  • ashokeban
  • Type your comment here.Nor will a recruiter tell you straight out that you didn't get a job because of your personality.
  • I love this! :) Very very much informative. Next time I'll look for a job, I'll read this again first! :) You're bookmarked.
  • bodogbobby
    Great article. This really helped me before I went to my interview.

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  • staffpower
    The secrets things of recruiters listing is very nice. Thanks for sharing it.
    staffing power
  • Great article. This really helped me before I went to my interview.
  • You could post this article every single day. It's that useful. Job seekers should take those 10 things and re-play recent interviews in their mind and try and see if any of them apply.
  • Thanks Elias!

    It is hard to hear, but if people are honest and think through past situations, as you so smartly suggest, I do think they will see what went wrong.

    Glad you stopped by to comment - thanks for sharing!

    JT
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