August 9, 2023
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.
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.
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.
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.
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.
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.
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
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.
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.
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.
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.
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:
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.
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.
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.
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.
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:
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.
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:
While the practices discussed above are primary responsibilities of a Content Marketer, they also need to be proactive with
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.
Apart from having relevant industry experience, a good Content Marketer must possess the following 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.
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.
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.
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..
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.
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.
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.
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:
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.
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.
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:
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.
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.
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:
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.
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.
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.
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: