5 Ways to Get Feedback from a Recruiter
One of the disadvantages of the modern era is that job candidates don’t receive the courtesies that they probably did in the past. One of these courtesies is getting feedback from whoever they sent their job application to. Here some thoughts on how you can get feedback from a recruiter.
1. Understand Times Have Changed
You have to acknowledge that we live in a digital era where everything happens very fast. The sheer volume of communications and transactions taking place at breakneck speed is immense compared to 10, even 5, years ago. More speed does not always mean more quality though. You should recognise that reality, despite the digital era we are operating in. However, don’t lose hope. You must keep believing that there are good, competent professional recruitment people out there who believe in giving candidates the fundamental right of feedback.
2. Be Worth the Effort
The recruitment agent is an agent of the company to which you’re applying to. There is a direct correlation between how important or favoured the agent thinks you are as a candidate and how they interact with you. Good recruiters know that they will only continue to work for the benefit of a job candidate if that individual plans to also work hard and present themselves professionally.
3. Speak to the Organ-Grinder
If the recruiter is not able to give you feedback, be willing to go directly to the employer that they are representing. Nudge the recruiter with an email or a phone call to give them warning of what you’re planning to do. This may be enough to startle the agent into doing what they should be doing already.
4. Contract with the Recruiter
Contract around your feedback at every opportunity. If the recruitment agent contacts you to say they have something you might be interested in, say that you’d be very happy to be put forward for it, but you expect to get feedback on your application, whatever the outcome is. Put this expectation down in writing. This helps you build more of relationship with the recruiter. You then have solid bases upon which you can ask for feedback downstream, if not from the recruiter themselves then with a member of their support team such as an administrator or researcher.
5. Be Persistent
Don’t be afraid to be persistent. After all, those involved with process of recruitment are legally required to tell you why you’re not being put forward for a specific role. They don’t have to provide you with a long written record of what went on but they must have some evidence of what’s happened and why, even if it’s short verbal feedback. As a last resort, you can always write to a senior member of the recruitment company, such as the managing director, if you so wish. Any recruitment company that calls itself professional will want to ensure that someone like you gets feedback.
By Position Ignition (www.positionignition.com) and the Career Ignition Club (www.careerignitionclub.com), the UK’s leading career change and career development company and platform. Also the author of 125 LinkedIn Job Search Tips (http://www.positionignition.com/100-linkedin-job-search-tips). Follow @PosIgnition for more help with your career challenges.