Didn’t get the interview? Don’t get defensive.
Don’t get defensive! This should be rule number one in dealing with HeadHunters. When the HeadHunter tells you that you are not exactly what the client wants, don’t get defensive.
Understand that the whole idea of “transferable skills” is not in vogue today. And because of that, it is hard to make a business case that 80% of what you did in past jobs is directly transferable to the new job you’re seeking. Because HeadHunters have been beaten up so badly themselves by their clients with this short-sighted view, don’t beat us up if we’re not willing to go to battle for you on the transferable skills argument. Yes, we can do this sometimes, but we may have already done that with this client and are not willing to have that same argument again. Recruiting at this moment is not as much about transferable skills as it should be.
If the HH is not receptive to your persuasion, trust me, the job is not for you
The idea that you might bring a “fresh set of eyes” to an existing situation or bring new blood into an industry that needs it is another argument I hear from candidates. While these ideas are often true, you don’t know what conversations I may have already had with the client on these topics. Don’t beat us up if we are not willing to pursue these ideas just because you put them forward.
Only the job candidate who takes “no” graciously, gets reconsidered in the future
Your best approach to a HeadHunter where you do not meet all of our criteria “spot on” is a soft one – note that you understand that you don’t meet all of the criteria exactly and then talk to me like a human being. I’m smart, and I’ve been in this business a long time. I know when to push clients and when to back off. And your understanding of that process will go a long way to making you a preferred candidate with me – that may not translate into placing you in the current opening, but it will certainly help in keeping you top of mind when I see other opportunities, and in consideration you for the next search that I have. While this goes back to the good manners tip, it is also important that you demonstrate a smart interaction style with me – that’s one of the things my clients depend on me for – producing candidates for them that will be successful in the new job because they demonstrate a smart interaction style all of the time.
I write this blog today as I was inspired by communications with an excellent candidate in the Midwest who pulled my name out of a recruiter directory based on the kinds of positions I often fill. His interaction with me was the textbook for how to get onto the list of positively memorable candidates. So, thanks to Asif in Illinois.
