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Why Recruiters Don't Get Back to You: Unveiling the Mystery

August 9, 2023

How Smart Recruiting Helps Employers Get Better Hiring Results

Are you tired of submitting your resume to various job boards, updating your LinkedIn profile, and eagerly waiting for a call from recruiters, only to be met with complete silence? Have you experienced the frustration of going through multiple rounds of interviews with a company, only to have the trail go cold without any explanation? You're not alone. Many job seekers face the same predicament: recruiters not getting back to them. In this article, we'll delve into the reasons behind this phenomenon and what it means for your job search. So, let's uncover the mystery of why recruiters don't call back.

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1. Failure to Formalize Your Application

When you share your resume on job boards or update your LinkedIn settings, you might assume that recruiters will reach out to you. However, from the recruiter's perspective, you may not even be in the running because you didn't formally apply for the job. Expressing interest in a position on a social network or verbally asking a recruiter to consider your public profile doesn't count, unless you are a senior professional in your industry. If there's a vacancy advertised, you need to have a record of your application via email, along with a copy of your resume.

2. Disorganized Recruitment Process

Recruitment agencies and hiring managers often find themselves overburdened and disorganized, resulting in applications slipping through the cracks. To avoid falling victim to chance, it's crucial to follow up with the recruiter, hiring manager, or an intermediate reference within two days to confirm the status of your application. This proactive approach ensures that you stay on their radar and increases the chances of receiving a response.

3. Lack of Qualifications

Recruiters often receive an overwhelming number of applications, including many from unqualified candidates. If a position requires specific qualifications, such as a "key accounts manager" or an "MBA in marketing," and you fall short of those requirements, it's unlikely that you'll receive a call back. Recruiters are looking for candidates who closely match the specified qualifications, so make sure to carefully review the job description before applying.

4. Not Meeting Preferred Attributes

While you may possess the necessary qualifications for a role, there may be additional desired or preferred attributes mentioned in the job description. For example, if the job profile mentions a preference for candidates with experience in e-commerce product companies, but you have a strong software development background, you may not be the best fit. However, if you strongly believe that you are a match despite not meeting all the preferred attributes, consider writing a compelling cover email to present your case alongside your CV.

5. Intense Competition

In today's job market, there are often numerous qualified applicants vying for the same positions. Sometimes, the competition simply has better work experience, a lower salary expectation, or more prestigious brands on their resume. As a result, you may not be shortlisted beyond the resume stage. Recruiters often lack the bandwidth to provide updates to every candidate and may be reluctant to deliver the bad news. Remember, it's not a reflection of your abilities, but rather the intense competition in the job market.

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6. Undisclosed Concerns

During the initial telephonic conversation with the recruiter or hiring manager, they may have learned something that made you less attractive for the role. It could be related to factors such as your proximity to the workplace, potential conflicts with previous colleagues, or unrealistic salary and benefit expectations. The hiring manager is unlikely to share their true concerns with you, leading to either silence or a standard rejection as a response.

"The hiring manager's loyalty is towards the job vacancy that exists and the employer they serve." - Devashish Chakravarty

7. Importance of Research Associates

Your first conversation may have been with a research associate or a junior talent acquisition executive whose primary responsibility is to map and scope out the market. Based on their findings and the resumes they present, the recruiter may have made a decision not to call you. It's essential to consider the profile of the person you spoke to during that initial conversation to gauge the seriousness of the call and the likelihood of further communication.

8. Multiple Applications and Lack of Seriousness

If you have previously applied to the same employer, your past application and interview feedback may be taken into consideration when determining whether to contact you for further evaluation. Additionally, if you flood the market with multiple job applications for different roles, a recruitment consultant who comes across your applications may perceive you as not being serious about a specific role. Targeted applications tend to yield better results, as they demonstrate your focus and commitment.

9. "Keeping You Warm"

In some cases, recruiters may consider you a great candidate, but not the perfect one for the current opportunity. In such situations, they may choose to "keep you warm" by regularly reaching out to maintain the conversation and excitement, while concurrently searching for their ideal candidate. Given time and the right circumstances, you may be upgraded from a runner-up to the winner. However, if that doesn't happen, rest assured that a better opportunity awaits you elsewhere.

10. Changing Priorities

Sometimes, a company's priorities can change midway through the hiring process, resulting in the existing vacancy no longer being available, at least temporarily. The hiring manager may find it challenging to justify the company's shift in direction, considering the time and effort invested by both parties. Consequently, the recruiter may cease communication or provide a standard response when you attempt to follow up.

Additional Considerations for a Successful Job Search

Vector black man search vacancy with magnifying glass male character looking finding new work opportunities vacancies employment career strategy concept job search concept

Now that we've explored the reasons behind recruiters not getting back to you, let's delve into some additional factors to keep in mind during your job search:

1. Future Impact

Each interaction you have with a hiring manager leaves an impression, which is often documented in an applicant tracking system or the recruiter's own database. Be mindful of the facts, opinions, and preferences you share during these conversations, as they can impact your future applications and how you are perceived by potential employers.

2. Respectful Communication

It's crucial to maintain a respectful and professional demeanor throughout your job search. Constantly calling, emailing, or pestering recruiters for updates can be seen as intrusive and may harm your chances of success. Similarly, backing out of committed interviews or repeatedly rescheduling can negatively impact the hiring manager's efficiency and credibility. Recruiters have long memories, so it's essential to treat them with respect throughout the process.

3. Reputation Matters

A good recruiter often reaches out to industry professionals without your permission to seek feedback on your qualifications and suitability for a role. Unsolicited reference checks help recruiters mitigate hiring risks. Be aware of the reputation you have built within your industry, as it can greatly influence your prospects during the hiring process.

4. Confidentiality Considerations

While recruiters are a valuable resource during your job search, it's important to remember that they are not bound by the same confidentiality standards as physicians or lawyers. The hiring manager's loyalty lies with the job vacancy and the employer they serve. While trust can be built over time, especially when dealing with the same recruiter in a small industry, it's crucial to exercise caution when discussing sensitive matters.

5. Understanding Rejection

Recruiters often try to be gentle when delivering rejection news. If you receive a response stating that the vacancy is on hold, it's advisable to refrain from excessive follow-ups. Continuously pursuing a position after rejection can signal desperation, which may not work in your favor. Instead, express gratitude for the opportunity and politely request reconnection when the vacancy becomes active again.


Understanding why recruiters don't get back to you is crucial for navigating the job search process. From failing to formalize your application to intense competition and shifting priorities, there are various factors at play. By being proactive, maintaining professionalism, and understanding the intricacies of the recruitment process, you can increase your chances of securing your dream job. Remember, each interaction leaves a lasting impact, so approach your job search with careful consideration and confidence. Your perfect opportunity awaits.

Amidst today’s noisy digital world, brands find it challenging to create meaningful connections with their customer base and target audience. Getting the target consumer’s attention and persuading them to buy from you gets even trickier. Hence, content marketing has become more crucial than ever for brands to attract, educate, and retain customers.

Content creation is a top priority for 80% of marketers, and there is no reason it shouldn’t be. Consistent, high-quality, and engaging content impacts your audience’s decisions through education and persuasion.

Depending on your business goals and requirements, the role of Content Marketers you hire will vary. The primary responsibilities revolve around forming consistent brand messaging and deciding upon a unique and identifiable voice, style, and pitch across various distribution channels.

From raising brand awareness to attracting a relevant audience to your website, boosting social media presence and engagement, generating leads, and building brand loyalty – content marketing drives all the growth efforts for your brand. When done effectively, it can help you:

  • Build positive brand awareness
  • Make your audience stick around for longer
  • Get better traction on social media
  • Gain more trust of your audience than ever
  • Generate qualified leads
  • Improve conversion rates
  • Boost business visibility with SEO
  • Position your brand as an authority
  • Cultivate loyal brand fans

While content marketing is a broad role with numerous areas of expertise involved, it’s vital to thoroughly understand your company’s current marketing goals and the related requirements. In this blog, we will dive deep into the step-by-step approach to hiring a Content Marketer.

What is The Role of a Content Marketer?

A Content Marketer must be deeply passionate about telling your brand’s story to the world. The objective is to educate and nurture the target audience to establish brand authority using thought-leadership and drive more people to buy from you.

As a candidate is expected to be a mediator between the brand and the target audience, they are primarily responsible for planning, creating, and sharing valuable content to grow their company’s awareness and engagement to bring more business.

To be more specific, the role of a Content Marketer requires a perfect blend of creativity and attention to detail in an individual. It’s a balancing role, as they need to ensure creating content that resonates and strengthens business relationships, using strategies that position your business as authentic and problem-solving.

Take a look at the core responsibilities of a Content Marketer that most businesses expect them to take over:

  • Research and Competitor Analysis: The first and foremost step to creating a content marketing strategy is effective initial research. It not only helps a Content Marketer understand the nuances of the industry through competitor analysis but also study and understand the target audience thoroughly.
  • Building Content Marketing Plans: Once the competitor research and target audience analysis is done, a Content Marketer needs to work on the different plans for all the business objectives, targeted channels, segments of the audience, and the bigger marketing strategy. A content marketing plan typically consists of:
  • Specific goals along with a pre-decided timeline
  • Various channels to be targeted for content distribution
  • Types of content to be created
  • Budget for the entire staff, outsourced services, and paid promotion (Collabs and Ads)
  • Creating Editorial Calendar: Creating, managing, and maintaining a content calendar is one of the most crucial responsibilities of a Content Marketer. It is a centralized visual document that enables effective collaboration among the marketing team and helps Content Marketers ensure on-time production and delivery.
  • Content Creation: Once the strategy and calendar have been approved by relevant stakeholders, Content Marketers need to do the on-ground work. This task usually depends on the scale of your company and content marketing strategy. Suppose an organization already has a set of writers, then the Content Marketer doesn’t need to create content by themselves.
  • Search Engine Optimization (SEO): Producing quality content that educates your target audience and resonates with them, isn’t enough. You need to optimize your content creation to make it search engine-friendly. While most companies need a dedicated SEO specialist for keyword research and planning, Content Marketers need to closely collaborate with them and should be well-versed in the basics of SEO.

While the practices discussed above are primary responsibilities of a Content Marketer, they also need to be proactive with

  • Content editing and ensuring adherence to a certain style guide    
  • Continous publishing and distributing content
  • Measuring and analyzing performance

How to Hire a Content Marketer: Step-By-Step?

Content marketing has become the key to driving growth for businesses. Unlike a few years ago, it’s not possible now to get away with a one-person team for content marketing. You need deeply trained individuals for specialist roles.

Let’s now dive into the step-by-step approach of hiring a Content Marketer. But before you even source your first candidate, you should have a clear expectation of the skillset and experience to look out for top content marketing candidates.

Top Must-Have Skills in a Content Marketer

Apart from having relevant industry experience, a good Content Marketer must possess the following skills.

  1. Excellent Writing Skills

A Content Marketer’s prior skillset should be writing excellent attention-grabbing content. From long-form blog posts to website copy, ad copies, social media content, video scripts, emails, newsletters, e-books, whitepapers, and more – a Content Marketer should be able to adapt to the business’s specific requirements and create quality content.

  1. Audience Research

Identifying user behavior is vital for framing the story in the right direction. So a Content Marketer must know how to identify and analyze the needs and pain points to develop a buyer persona. User research can be performed through social listening, relevant communities, in-person calls with customers, analyzing sales call recordings, and more.

  1. Keyword Research

Creating valuable thought-leadership content isn’t enough. Researching the right set of keywords is an essential skill to further educate your target audience on the Whys, Hows and Whats of your business, and have your website rank on Google.

  1. Data-oriented Content

Content that’s not backed by relevant data points does not build enough trust. Experienced content marketing professionals would always prefer data over hollow claims. No doubt that only data doesn’t help a content piece succeed, but it’s essential..

  1. Project Management, Planning, and Publishing –

A Content Marketer is also expected to break down and analyze the pain points to turn keyword research into content ideas. So a professional must be able to identify and solve content gaps.

Further, they must know how to create a content calendar, decide the different types of content, and choose relevant platforms to publish and schedule marketing campaigns.

  1. Content Promotion

Creating a valuable content piece, for example - an ebook, isn’t enough. Your content marketing team needs to promote it proactively for bringing enough attention and engagement.

  1. Performance Analysis

Setting up goals and plans is one thing, but continuously executing, measuring, and analyzing content performance is another. A Content Marketer should always be monitoring key performance parameters to figure out the upcoming plans with the necessary updates required.

Not to forget - stakeholders and marketing heads need the performance reports regularly. So Content Marketers must be able to collect and comprehend all the data to make it worth presenting.

Step 1: Create a Candidate Persona

Let’s sort out the priorities first, and decide the type of content marketing candidates you want to recruit. From exceptional research skills to storytelling, communication skills, relationship building, audience engagement, and more capabilities must be comprehensively considered. Identify and break down the skill requirements for Content Marketers:

  • What are the educational qualification criteria for the role?
  • How many years and what type of work experience do you want in candidates?
  • What are the specific skill sets you’re looking for?
  • Which industry experience would you primarily prefer?
  • Are there any tools your candidates should be hands-on with?
  • What are some personality traits that will fit your company?
  • Where do they look for a new job?
  • What are their career and life goals?

Forming a candidate persona by answering all these questions would ensure you are not shooting in the dark while sourcing candidates. Further, it helps you determine the traits of the ideal candidate, and plan your sourcing and recruitment strategy further.

Step 2: Document the Role Requirements and Decide on Your Recruiting Process

Next step is determining your role requirements suiting primarily to organizational needs and business goals. A content marketing professional is expected to own the entire content strategy, creation, and distribution. But what about your business’s unique requirements?

You might need someone comfortable with frequently creating long-form content pieces like blogs, ebooks, or whitepapers, or creating engaging video content based on your industry trends.

Talk to various relevant stakeholders for seeking the complete detailed company requirements for the role.

Before you enter the recruitment funnel, outline your talent acquisition process. Identify various strategies, channels, and other informational insights you would need – and maintain a collaborative document.

As you update the tactics and tweak your recruitment process for meeting hiring requirements optimally – keep your document up to date.

Step 3: Prepare a Content Marketing Job Description

Once you have finalized the role requirements with respect to your current content marketing goals and team, you can start sourcing candidates. Preparing the job description is the first task you’ll need to do.

Here are the necessary components you must have in your job description:

  • Job Title: The position you’re looking to fill. For example - Content Marketing Specialist or Content Marketing Manager.
  • Roles & Responsibilities: An outline of the candidate’s day-to-day activities. From ideation to implementation and the impact on the organization, everything should be covered.  
  • Skill Requirements: Skills and abilities a candidate must have to perform the job successfully.
  • Perks and Benefits: The compensation details, perks of the job, and any other benefits.
  • About the Company: Why should a candidate consider working with your company?

Content Marketer Job Description Template


The job of a Content Marketer is to perform competitor research, create user persona, and write plagiarism-free content for blog articles, social media, and the company website. They need to stay updated on the latest SEO techniques.


  • Develop, write and deliver persuasive copy for the website, email marketing campaigns, sales collateral, videos, and blogs
  • Build and manage an editorial calendar; coordinate with other content crafters to ensure standards
  • Measure impact and perform analysis to improve KPIs
  • Include and optimize all content for SEO
  • Contribute to the localization of processes and content to ensure consistency across regions
  • Review and implement process changes to drive operational excellence


  • Proven content marketing, copywriting, or SEO experience
  • Working knowledge of content management systems like WordPress
  • A well-maintained portfolio of published articles, blogs, copy, etc
  • Proven experience of working under pressure to deliver high quality output in a short span of time
  • Proficiency in all Microsoft Office applications, Google Suite
  • Fluency in English or any other required language

Soft Skills

  • Excellent verbal and written communication skills
  • Excellent writing and editing skills
  • The ability to work in a fast-paced environment
  • The ability to handle multiple projects concurrently
  • Strong attention to detail and the ability to multi-task projects and deliverables

Step 4: Source Candidates

Once you have the tailored job description in hand, it’s now time to do the groundwork and source candidates. Create an attractive job post to promote your job across job boards and social channels.

  • Begin with what to expect from the role at your company?
  • Why should candidates apply for the position?
  • Highlight the growth opportunities
  • State the company vision and mission
  • Briefly describe the recruitment process

Prepare an impactful job post and also execute paid job ad campaigns if required. The next step would be promoting your jobs on various job boards and hiring platforms. You can leverage the following platforms for hiring Content Marketers:

  • LinkedIn
  • Indeed
  • Instahyre
  • ZipRecruiter
  • Monster
  • GlassDoor
  • CareerBuilder

Not to forget - almost 3/4th of the workforce includes passive candidates, so you cannot miss out on passive talent sourcing as well. Reach out to qualified candidates on communities, LinkedIn, Twitter, and even Facebook to offer them suitable opportunities.

Step 5: Evaluate Candidates and Interview Shortlisted Ones

Once you have filtered candidates based on their experience and skills listed on their profile, it’s time to evaluate them deeply. Ask them to create a content strategy for your website, along with a value-adding content piece like a small blog. The topic of the article must fall within the scope of the strategy.

Interview the candidates whose profiles got shortlisted. Keep in mind the parameters covering skills, relevant experience, and personality traits of candidates.

Step 5: Make the Hire

Reach out to selected Content Marketers and communicate about the compensation.

Further, extend your offer letter to all the candidates who have been selected. In the case of passive sourcing, extend to only those who were aligned with you on the compensation and are willing to move forward.

Ensure having a deadline for the joining date and mention the necessary documents required by your recruiting team.

  • Get the required documents and set up the offer agreements with candidates
  • Organize an orientation session for the onboarded candidates
  • Introduce them to the entire team and the marketing teams they will be working with
  • Guide the new candidates about your company management tools and communication channels
  • Provide candidates with forms for benefits and perks like Health Insurance.

Supercharge Your Hiring for Content Marketer with Nurturebox

Inbound candidate sourcing doesn’t work effectively anymore. Do you also find challenges in closing quality candidates through job posts even after spending on ads?

Don’t worry, passive candidate sourcing can be an optimal solution for hiring top content marketing candidates.

Nurturebox is a one-stop talent sourcing and engagement platform which is powered by automation. Here’s how you can source product managers from LinkedIn using Nurturebox:

  • Install the Nurturebox Chrome plugin and sign up.
  • On your LinkedIn profile, start sourcing Content Marketers with boolean searches stating the required experience from targeted locations and including other criteria
  • Add the qualified candidates to your sourcing campaign pipeline with just a click
  • Automate the candidate engagement through email, Whatsapp and LinkedIn direct messages for reaching out and nurturing candidates at scale.

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