Guest post by Simon North, Founder of Position Ignition.
One of the disadvantages of the modern era is that job candidates don’t receive the courtesies that they probably did in the past, and this particularly applies when it comes to getting feedback from unsuccessful job applications. Here are some suggestions on how you can get feedback from a recruiter.
1. Understand times have changed
In today’s digital world everything happens very fast. The sheer volume of communications and transactions taking place at breakneck speed is immense compared to ten, even five, years ago. Recognise that more speed does not always mean more quality. 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’s first priority is to the company which is recruiting. As a candidate, there is a direct correlation between how important or favoured the agent thinks you are 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. 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 a 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.
4. 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.
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.
About the author:
Simon North is the Founder of Position Ignition and the Career Ignition Club. Position Ignition is one of the UK’s leading career development and career planning companies. The Career Ignition Club offers a range of career support tools, advice and e-learning materials for its members. Follow Simon North and his team on twitter @PosIgnition and get more advice from him on their Career Advice Blog.
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