Madness... How to not drive recruiters crazy... and have more success.

Recruiters and Hiring Managers are the gatekeepers to your future career and it is worth keeping them sweet.

There are a multitude of ways candidates drive these key people completely crazy, and it does nothing but hinder your chances at landing a particular role. Here are a few of our tips for staying on your recruiter's good side.

1. Where'd they go?

Don't 'ghost'. It's a simple instruction but it is amazing how often candidates miraculously disappear off the face of the earth, often just when things are coming together. You might not think it's a big issue but that poor, hard-working individual has put in a lot of time and effort to bring everything together and if you just stop replying, all that work goes to waste. Not only is it irritating, but at a most basic level, it's disrespectful. So, if you're considering not replying, just remember, not only might you come across that recruiter again, but you might just find they're managing your dream job role in the future, and they might not look after you next time.

2. Quantity over quality.

Some people assume that if you send off hundreds of applications, the odds are in your favour, but this is wrong. Most recruiters or hiring managers have enough experience to spot a scatter-gun approach to applications, whether it's the generic cover letter, or worse, the wrong job title listed in the application, or a CV tailored to a different role. Putting more effort into single specific applications will garner a better response rate than spamming every hiring company out there.

3. Freezing out... cold emails.

If you're going to send a cold email, make absolutely sure you've done all the leg work to help the recruiters see your value. If you're looking for a particular job or are interested in a specific role, make sure you're contacting recruiters that might be able to help. In its simplest form, this could be checking their website for the areas they recruit in. There is nothing more irritating than receiving a cold email for someone looking for a tech role for example when you only recruit into operations and financial roles. Do recruiters a favour and don't clog up their inbox with fruitless requests.

4. Fear of negotiating.

So often, recruiters will do their best to get you the deal they think you want, but again, there is something very frustrating about a candidate who gets all the way to the finish line and then asks for something more. Be upfront about what you're looking for from the start, and that way, they are more likely to be able to help you get what you deserve. If you don't, they might just feel blindsided, and it puts them in a tricky position with their clients.

5. Up for anything...

It isn't appealing to receive a cold email or LinkedIn message from someone who is looking for 'any open opportunities'. No thank you. I have enough candidates for each of my roles that actually want that specific role, so why would I prioritise someone who is up for any job. I have to sell you and indifference isn't an attractive trait. So do a bit of research. Check out the roles they're advertising, and be specific about what you might be suited to. At a basic level, you look proactive, and best case scenario is they decide you're the right fit for that specific thing.

6. Get over it.

Yes, it's annoying when you get rejected. Every person who's ever applied for a job knows that. But remember, it's not the recruiter's fault that the client chose someone else, so don't have a go. It's not personal. And if everyone gets cross when they don't get a job offer, that recruiter is going to be the recipient of thousands of peoples anger. Don't add to that by being that person.

Most recruiters go into the biz because they like people, and there's a certain thrill that comes with getting someone a job that they're perfect for, so don't assume they just see you as a cash-cow. Getting you the right job makes their lives better, so give them some slack and treat them with some respect.

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