An open letter(s) to recruiters

Ever get frustrated by the job search process? The lack of response not only to job postings, but to interviews, inquiries to hiring managers, HR reps, and recruiters? Apparently you are not alone. An “Open Letter to Recruiters” was posted by one of my LinkedIn contacts, and it had me nodding along in agreement. A quick search of the Google turned up dozens of similar postings and articles, a few of which are posted below.

An open letter to recruiters

One on the technology angle

Some suggestions to recruiters on how they can honestly respond to job seekers

A hiring manager says what he wants

One for older workers, which I related to, alas…

Equal time will be granted to the recruiter side of the argument, but a reverse search of “An Open Letter to Job Seekers” did not garner any links.


3 responses to “An open letter(s) to recruiters

  1. Oh, recruiters have a long list of job seeker pet peeves to complain about, such as job seekers who:

    – blast their resumes in response to ads they clearly don’t qualify for

    – don’t follow instructions on how to apply, etc.

    – never give one word of thanks or any other feedback when a recruiter sends them to an interview

    and the list goes on…

  2. I’m sure they do. There’s really no excuse for the latter two reasons. They should be filed under “common courtesy.” The first one is a little more complicated. Resume/application blasts are probably as ineffective as they are annoying to hiring managers and recruiters. Companies can certainly afford to be more specific and picky these days about who they hire, and for what positions. But far too many job descriptions are War and Peace length epics. I referred one to a friend recently, for a Director level job that read like it was for a SVP. If there are 10-20 bullet points of requirements, what is the % that an applicant should hit before submission? 50%? 75% The thought of not even trying to get an interview for a job because you don’t hit every requirement would be depressing for a lot of job seekers these days.

  3. You’re right that job seekers shouldn’t hold back just because they don’t match up to the entire wish list of requirements. At least 75% is a good rule of thumb, and it’s worth occasionally trying even for less if there’s a compelling justification.

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