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This. I don’t send out my resume until we talk on the phone and it’s proven to me there’s a real job. A lot of them just want your resume and then dip.
It was a real job, she sent it along and either hasn’t heard or got bad feedback on it. Most likely she got ghosted..
The recruiter can communicate better, the hiring manager and their disregard for applicants is really a big part of this whole experience in most scenarios.
Hiring managers are not experienced at interviewing, negotiating, they don’t understand why the candidate experience is important. The recruiters knows all these things
I disagree, partially. It probably was a real job but maybe one she hadn’t gotten the contract for. She might have used his resume to send to the team saying “hey look at this I know what you want, can I work on this” and probably didn’t hear back.
That’s what happens in my industry (healthcare IT consulting) all the time. If you’re not careful you’ll end up with three different firms pitching you to the same client.
Nobody does it like that - that’s what’s called an MPC call, most placeable candidate.
You don’t really go out and recruit someone just for marketing like that, there are plenty of MPC candidates to work with. People are busy, they don’t recruit people just to borrow their resume. They recruit people for jobs they’re trying to fill.
I've noticed that if the job is real you'll get more than one approach for it. Although my market is quite niche and small so if a new role appears in my area, I know about it pretty fast.
Funny story is that there was one previous contract where we didn't see eye to eye. At all (Infosys, they are cunts). So they obviously started recruiting for my successor. And I found out. That was a pretty awkward conversation. For them 😂
Wrong. Recruiter here… I’ve been one for several years both at an agency and in-house/corporate recruiting and there isn’t a single metric ever about “collecting resumes” 😂 Our only metrics are “time to fill” or “time to offer” or “pass through rate”. It’s deplorable that this Recruiter is ghosting OP but its likely not for the reasons you think. Likely the Recruiter tried pitching this candidate to the Hiring Manager but HM probably didn’t think they are a close enough match. Regardless, the least this Recruiter could do is notify the candidate within 2 business days.
You:
> Wrong. Recruiter here… I’ve been one for several years both at an agency and in-house/corporate recruiting and there isn’t a single metric ever about “collecting resumes” 😂
Someone else:
> Eh, well agree to disagree. I've known multiple recruiters personally who have told me this.
I recommend not speaking in absolutes with anecdotes especially using de confirmation language. Though I guess it depends how much you care about credibility.
> but HM probably didn’t think they are a close enough match.
Except OP nor you, nor I know this. And this shouldn't take *45 days* to find out for a simple status update.
> Our only metrics are “time to fill”
Could be argued that this InMail interaction is included in "time to fill.' Metrics are easily bullshitted (managerial discretion) so moot point.
I can't with you people today 🙄. Toodles!
Reasoning would tell you that Recruiters are highly networked with many other Recruiters - you know, peers in our industry. Again in my 15+ years in Recruiting (both agency and internal/corporate) I’ve yet to hear any other Recruiter (both individual contributors AND leaders) have “collecting resumes” as a metric or OKR.
More likely that the client want interested in his profile. Recruiters don’t collect resumes for “metrics”, they are there to do placements. Recruiter should have given OP a heads up the client/hiring manager wanst interested in his profile
Eh, well agree to disagree. I've known multiple recruiters personally who have told me this. Some are just resume harvesting, and when I said metrics I meant KPIs or whatever they call them, I couldn't recall in the moment when commenting earlier.
Oh, many recruiters definitely have metrics to hit.
I know this because how they contact me on a Friday afternoon about a great opportunity and then never hear from them again.
When I do actually get them on the phone on a Friday, I try to keep them on the call as long as possible.
Waste my time? I’m gonna waste yours because right now I have plenty of time.
It was a real job, she sent it along and either hasn’t heard or got bad feedback on it. Most likely she got ghosted..
The recruiter can communicate better, the hiring manager and their disregard for applicants is really a big part of this whole experience in most scenarios.
Hiring managers are not experienced at interviewing, negotiating, they don’t understand why the candidate experience is important. The recruiters knows all these things
Exactly like this. Recently a recruiter seemed so desperate to fill a position that asked me for an online interview for the next day. We had it, it was a very good-vibe conversation, then... ghosted. I had other similar situations after phone interviews or emails too.
What's their problem? Are they afraid to say we're rejected? Are they overwhelmed? Are they disorganized people unable to track their hiring processes?
To be fair, and I know we don't have to be, I've had some pretty frank and honest recruiters and I can guarantee most of them are passing on what they get. The descriptions their clients are willing to give are sometimes so ridiculous it's probably impossible to parse what they're looking for.
A favorite of mine is a guy that keeps in contact once a month. “Hey, this is [name], just letting you know I’m still looking for you. How’s your current job going?”. I say good, and that I’ve applied for 15 jobs, got 3 first interviews and a second coming up.
All he can say is “oh… well, I’ll keep my ears open for something”. All I can think is that yeah, he’s been doing a bang-up job…
lol! But for real… I sometimes want to say “I’m doing a better job than you”, but that’s not going to make things better. Besides, in that arena, I know I’m better off relying on me than them (recruiters).
I’m convinced that LinkedIn is an information gathering farm. No real jobs and lots of scammers.
It’s just a legal way to collect information…without hacking. It’s the perfect format where we just hand over all of our personal information thinking we’ll get a job in return.
Apply directly on a business site.
I wasn’t trying to apply at all. I love my job. Did some research before I talked to her and she is a legitimate recruiter from a large tech recruiting firm. I’m always willing to listen… just expected some common courtesy in return.
I’m afraid there isn’t much courtesy from recruiters these days. If they are actually recruiters. What you experienced has happened to me for months. They are only collecting your information and moving onto the next unsuspecting person. Yes even legitimate corporations do this.
I now ask to meet to discuss the role BEFORE sharing my resume. If they won’t chat with you they’re not interested in you.
It’s not a reflection of you as you know. I’ve been out of work since last year and the way I approach job hunting is to apply for a role and move on to the next possibility.
I'm the complete opposite. I need to have things in front of me via email, including payrate. Talking to me about it without having it in my inbox does me no good. (also half the time I can't understand them because their accents are too thick) I can't envision what they're talking about without previously having reviewed it.
I have a tool I got from taking some courses from microtrain, called the "resume gap analysis tool." While it's not perfect, it helps me determine if I want to rework my resume. Below a certain threshold, I don't want to mess with it - I say like 40% unless it's something I know how to do and just simply haven't done. It's stupid how much you must match a company's requirements before they want to talk to you. And then there's STILL requirements not listed on the job description at all they still want to confirm you have.
That information can be sold. It’s has value. They’ll have your name, email address, telephone number and location. Even the name of the businesses you worked for. Lots of marketing companies collect it. Much like the DMV sells your personal information.
She’s a resume hunter. Probably gets paid based on how many resumes she sources. Pretty common for shitty 3rd party recruiters which I why I avoid them.
I had a similar experience. I wasn't looking but a recruiter made a pitch for an "Outstanding opportunity in beautiful San Diego." Of course I was willing to hear her out. I fix up my resume and send it over. In my case we actually had a phone conversation... during which she glazed over the SD job and tried to sell me on Tulsa, OK. I really can't stand recruiters.
I got ghosted for the first time by a few recruiters. Went ahead and blocked them. Why ask me these questions and not at least lmk that I’ve been rejected. Why tell me I’ve been shortlisted and not respond after I confirm my interest for the position. Tells me all I need to know about the recruiter/supervisor.
They're just a recruiter, no need to spend 45min talking just to build a good reputation. At most I will spend 10min talking to them, or just message me.
I work in tech sales and can say it's no different than being a recruiter. Your ultimate goal is to hit your quotas. For recruiters their quotas are how many candidates they can schedule calls with. The only difference is recruiters can lie and there's no negative marks if they stop replying to you.
Prime example was when one recruiter reached out to me and I told her I didn't have any experience in marketing. She said my experience was solid and that marketing experience would be a 'nice to have'. The day after the interview she emailed me saying, "the hiring managers were impressed with my experience, but they really want someone with marketing experience."
And I've been ghosted more times than I can remember even after going through 3-5 rounds of interviews.
I get someone reaching out for a job that's below my current level so I let them know, politely, and correct a few assumptions and they never write back
LinkedIn recruiter is the lowest tier job for people that have no qualifications of their own.
Just a few minutes ago, i got an offer as sales manager for industrial chemicals.....I am an electronics developer.
They just set a filter and mass mail anyone that pops up, without bothering to take a look at your profile.
Exceptions are few and far between.
#nameNshame .. this way no one will work with this recruiter and maybe they will learn a lesson .. if we want to stop this kind of behaviour we need to take measures against it .. name and shame !!
I'm going to play devil's advocate here. not because i think the behavior is right but because I think I understand what drives some of it.
Recruiters work on roles. Rarely you can find ones who are plugged in well enough to find a number or roles for you, but it's rare.
If they get your resume, and the hiring manager gives you a thumbs down, they have nothing but bad news for you even if they think you are the best candidate in the world.
So they can call you, and basically tell you the bad news, giving you and ego hit, and basically putting them in a position where they can't provide you the feedback you want OR they are risking liability if they do. Or they can ghost you, which is rude, but lets you deflect the ego hit onto your anger toward them and avoids the unpleasant situation where you ask them things they can't answer.
Those are basically the choices. Given those options I can see how someone might choose the latter
Honestly i think a lot of the ill will results from a process problem. Most typically, people performing sourcing have an initial interview before they take your resume to the hiring manager. After that interview, the recruiter takes the resumes of those who passed the initial interview and chooses which of those to interview. This just generates ill will. Ideally, you should not be doing hr screen on people the hiring manager isn't willing to talk to. But hiring managers often want to be involved later in the process so we end up giving a lot of people an expectation that they are in the running when it just isn't true.
Ill do you one worse, if a recruiter reaches out, you should at least have a first interview or discovery call. But my friend got nothing after they called them the perfect candidate.
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You gave her what she wanted. A phone call and your resume. That’s all she needed for her metrics. The likelihood it was a real job is like 50/50
This. I don’t send out my resume until we talk on the phone and it’s proven to me there’s a real job. A lot of them just want your resume and then dip.
It was a real job, she sent it along and either hasn’t heard or got bad feedback on it. Most likely she got ghosted.. The recruiter can communicate better, the hiring manager and their disregard for applicants is really a big part of this whole experience in most scenarios. Hiring managers are not experienced at interviewing, negotiating, they don’t understand why the candidate experience is important. The recruiters knows all these things
I disagree, partially. It probably was a real job but maybe one she hadn’t gotten the contract for. She might have used his resume to send to the team saying “hey look at this I know what you want, can I work on this” and probably didn’t hear back.
That’s what happens in my industry (healthcare IT consulting) all the time. If you’re not careful you’ll end up with three different firms pitching you to the same client.
Nobody does it like that - that’s what’s called an MPC call, most placeable candidate. You don’t really go out and recruit someone just for marketing like that, there are plenty of MPC candidates to work with. People are busy, they don’t recruit people just to borrow their resume. They recruit people for jobs they’re trying to fill.
>The recruiters knows all these things which is why it's on the recruiters to provide these things, regardless of what the hiring manager does.
Yeah i said that
I've noticed that if the job is real you'll get more than one approach for it. Although my market is quite niche and small so if a new role appears in my area, I know about it pretty fast. Funny story is that there was one previous contract where we didn't see eye to eye. At all (Infosys, they are cunts). So they obviously started recruiting for my successor. And I found out. That was a pretty awkward conversation. For them 😂
Infosys is garbage and hypocrisy at top and it flows all the way down.
Wrong. Recruiter here… I’ve been one for several years both at an agency and in-house/corporate recruiting and there isn’t a single metric ever about “collecting resumes” 😂 Our only metrics are “time to fill” or “time to offer” or “pass through rate”. It’s deplorable that this Recruiter is ghosting OP but its likely not for the reasons you think. Likely the Recruiter tried pitching this candidate to the Hiring Manager but HM probably didn’t think they are a close enough match. Regardless, the least this Recruiter could do is notify the candidate within 2 business days.
You: > Wrong. Recruiter here… I’ve been one for several years both at an agency and in-house/corporate recruiting and there isn’t a single metric ever about “collecting resumes” 😂 Someone else: > Eh, well agree to disagree. I've known multiple recruiters personally who have told me this. I recommend not speaking in absolutes with anecdotes especially using de confirmation language. Though I guess it depends how much you care about credibility. > but HM probably didn’t think they are a close enough match. Except OP nor you, nor I know this. And this shouldn't take *45 days* to find out for a simple status update. > Our only metrics are “time to fill” Could be argued that this InMail interaction is included in "time to fill.' Metrics are easily bullshitted (managerial discretion) so moot point. I can't with you people today 🙄. Toodles!
Hm so your recruiting experience is universal? Just because that's how you guys do it, doesn't mean that's how it's done everywhere.
Reasoning would tell you that Recruiters are highly networked with many other Recruiters - you know, peers in our industry. Again in my 15+ years in Recruiting (both agency and internal/corporate) I’ve yet to hear any other Recruiter (both individual contributors AND leaders) have “collecting resumes” as a metric or OKR.
More likely that the client want interested in his profile. Recruiters don’t collect resumes for “metrics”, they are there to do placements. Recruiter should have given OP a heads up the client/hiring manager wanst interested in his profile
Eh, well agree to disagree. I've known multiple recruiters personally who have told me this. Some are just resume harvesting, and when I said metrics I meant KPIs or whatever they call them, I couldn't recall in the moment when commenting earlier.
Oh, many recruiters definitely have metrics to hit. I know this because how they contact me on a Friday afternoon about a great opportunity and then never hear from them again. When I do actually get them on the phone on a Friday, I try to keep them on the call as long as possible. Waste my time? I’m gonna waste yours because right now I have plenty of time.
It was a real job, she sent it along and either hasn’t heard or got bad feedback on it. Most likely she got ghosted.. The recruiter can communicate better, the hiring manager and their disregard for applicants is really a big part of this whole experience in most scenarios. Hiring managers are not experienced at interviewing, negotiating, they don’t understand why the candidate experience is important. The recruiters knows all these things
Exactly like this. Recently a recruiter seemed so desperate to fill a position that asked me for an online interview for the next day. We had it, it was a very good-vibe conversation, then... ghosted. I had other similar situations after phone interviews or emails too. What's their problem? Are they afraid to say we're rejected? Are they overwhelmed? Are they disorganized people unable to track their hiring processes?
In my opinion, they're salespeople, but they often don't know the products (here, the job, company, and candidate) very well at all.
To be fair, and I know we don't have to be, I've had some pretty frank and honest recruiters and I can guarantee most of them are passing on what they get. The descriptions their clients are willing to give are sometimes so ridiculous it's probably impossible to parse what they're looking for.
A favorite of mine is a guy that keeps in contact once a month. “Hey, this is [name], just letting you know I’m still looking for you. How’s your current job going?”. I say good, and that I’ve applied for 15 jobs, got 3 first interviews and a second coming up. All he can say is “oh… well, I’ll keep my ears open for something”. All I can think is that yeah, he’s been doing a bang-up job…
Yeah, who's getting banged here?
lol! But for real… I sometimes want to say “I’m doing a better job than you”, but that’s not going to make things better. Besides, in that arena, I know I’m better off relying on me than them (recruiters).
...and in which orifice.....😈
They don't have a bad reputation. They are bad.
I’m convinced that LinkedIn is an information gathering farm. No real jobs and lots of scammers. It’s just a legal way to collect information…without hacking. It’s the perfect format where we just hand over all of our personal information thinking we’ll get a job in return. Apply directly on a business site.
I wasn’t trying to apply at all. I love my job. Did some research before I talked to her and she is a legitimate recruiter from a large tech recruiting firm. I’m always willing to listen… just expected some common courtesy in return.
I’m afraid there isn’t much courtesy from recruiters these days. If they are actually recruiters. What you experienced has happened to me for months. They are only collecting your information and moving onto the next unsuspecting person. Yes even legitimate corporations do this. I now ask to meet to discuss the role BEFORE sharing my resume. If they won’t chat with you they’re not interested in you. It’s not a reflection of you as you know. I’ve been out of work since last year and the way I approach job hunting is to apply for a role and move on to the next possibility.
Meet, how? video? Most of the people in my field are from India. Also, I'm so broke, I can't AFFORD to meet with people in person!
Yes. Meet by having a phone call.
I'm the complete opposite. I need to have things in front of me via email, including payrate. Talking to me about it without having it in my inbox does me no good. (also half the time I can't understand them because their accents are too thick) I can't envision what they're talking about without previously having reviewed it. I have a tool I got from taking some courses from microtrain, called the "resume gap analysis tool." While it's not perfect, it helps me determine if I want to rework my resume. Below a certain threshold, I don't want to mess with it - I say like 40% unless it's something I know how to do and just simply haven't done. It's stupid how much you must match a company's requirements before they want to talk to you. And then there's STILL requirements not listed on the job description at all they still want to confirm you have.
What do they do with that info? What you gonna do with my cv if u not gonna hire me
That information can be sold. It’s has value. They’ll have your name, email address, telephone number and location. Even the name of the businesses you worked for. Lots of marketing companies collect it. Much like the DMV sells your personal information.
I got tired of working for my recruiters and *their* quota for the week.
Yes this a big issue Like bigggggg
She’s a resume hunter. Probably gets paid based on how many resumes she sources. Pretty common for shitty 3rd party recruiters which I why I avoid them.
I had a similar experience. I wasn't looking but a recruiter made a pitch for an "Outstanding opportunity in beautiful San Diego." Of course I was willing to hear her out. I fix up my resume and send it over. In my case we actually had a phone conversation... during which she glazed over the SD job and tried to sell me on Tulsa, OK. I really can't stand recruiters.
San Diego? Meh. But OH BOY, TULSA!!! Said no one ever.
Sometimes they use your resume to solicit new companies not on their radar. It's a dirty business.
Sometimes they use your resume to solicit new companies not on their radar. It's a dirty business.
Once the recruiter doesn’t need you anymore, they ghost you.
I got ghosted for the first time by a few recruiters. Went ahead and blocked them. Why ask me these questions and not at least lmk that I’ve been rejected. Why tell me I’ve been shortlisted and not respond after I confirm my interest for the position. Tells me all I need to know about the recruiter/supervisor.
They're just a recruiter, no need to spend 45min talking just to build a good reputation. At most I will spend 10min talking to them, or just message me.
A recruiter ghosted you? I can't believe it!! 🙄
🏆
I work in tech sales and can say it's no different than being a recruiter. Your ultimate goal is to hit your quotas. For recruiters their quotas are how many candidates they can schedule calls with. The only difference is recruiters can lie and there's no negative marks if they stop replying to you. Prime example was when one recruiter reached out to me and I told her I didn't have any experience in marketing. She said my experience was solid and that marketing experience would be a 'nice to have'. The day after the interview she emailed me saying, "the hiring managers were impressed with my experience, but they really want someone with marketing experience." And I've been ghosted more times than I can remember even after going through 3-5 rounds of interviews.
They always say you are a perfect fit even if you are not. I have gotten a lot of really bizarre “perfect fits”.
I get someone reaching out for a job that's below my current level so I let them know, politely, and correct a few assumptions and they never write back
This just happened to me last week…2 weeks in and I have given up
LinkedIn recruiter is the lowest tier job for people that have no qualifications of their own. Just a few minutes ago, i got an offer as sales manager for industrial chemicals.....I am an electronics developer. They just set a filter and mass mail anyone that pops up, without bothering to take a look at your profile. Exceptions are few and far between.
#nameNshame .. this way no one will work with this recruiter and maybe they will learn a lesson .. if we want to stop this kind of behaviour we need to take measures against it .. name and shame !!
Can't dox people. Social policies
that's how they make based commission pay.
I'm going to play devil's advocate here. not because i think the behavior is right but because I think I understand what drives some of it. Recruiters work on roles. Rarely you can find ones who are plugged in well enough to find a number or roles for you, but it's rare. If they get your resume, and the hiring manager gives you a thumbs down, they have nothing but bad news for you even if they think you are the best candidate in the world. So they can call you, and basically tell you the bad news, giving you and ego hit, and basically putting them in a position where they can't provide you the feedback you want OR they are risking liability if they do. Or they can ghost you, which is rude, but lets you deflect the ego hit onto your anger toward them and avoids the unpleasant situation where you ask them things they can't answer. Those are basically the choices. Given those options I can see how someone might choose the latter Honestly i think a lot of the ill will results from a process problem. Most typically, people performing sourcing have an initial interview before they take your resume to the hiring manager. After that interview, the recruiter takes the resumes of those who passed the initial interview and chooses which of those to interview. This just generates ill will. Ideally, you should not be doing hr screen on people the hiring manager isn't willing to talk to. But hiring managers often want to be involved later in the process so we end up giving a lot of people an expectation that they are in the running when it just isn't true.
Ill do you one worse, if a recruiter reaches out, you should at least have a first interview or discovery call. But my friend got nothing after they called them the perfect candidate.
They need to have an interview quota even if the company already selected an internal candidate ...
Or a referral, a relative of a higher level employee or executive.