Can employers reach you?

I had a hand supporting corporate recruiting, was always interviewing for new talent before I sold my business in 2009, and most recently have been working as a referring recruiter for staffing agencies, as well as targeting  job fairs, and other venues partnering with North American Power.

Some common themes throughout my career keep coming up and most recently recruiters have been commiserating on the topic of NOT being able to reach the candidate.

A lot of reminders have been published in blogs, but what seems to be missing  has been the stories behind the reminders.

1.  Make sure you list your area code and check for typos in your telephone number and email address.  It is best to list an alternate phone number if possible.

If I had a nickel for every bad phone number or email address listed on a resume that has crossed my desk, I would be wealthier than Bill Gates, Donald Trump, and Warren Buffet combined. 

Recruiters typically have a myriad of responsibilities other than calling and screening candidates for a position.  If there is an inaccuracy on your resume or application, no one will go out of their way and spend time to track you down.  Your resume is rejected demonstrating you do not pay attention to details. 

2.    If you list your home phone number and are not home, do you have an answering machine?  Do you check that answering machine daily?

If you do not have an answering machine, maybe you want to consider a free voice mail with Google or another service.  Recruiters not receiving an answer will go to the next qualified candidate and more than likely find other qualified candidates who are easier to reach.

3.    If you are not home to pick up the call, will the person answering be able to take a message?

Other blog writers have often defined ‘people who might have difficulty’ as “young children, those of vary advanced age or those whose first language is not English”

This is an area that is critical.   In one of my roles, I typically called the candidate to give them the “good news” and make sure the salary and terms discussed with management was accurate before preparing the official offer letter. 

One woman had small children answer the phone and refuse to take a message, or put an adult on the phone.  The children claimed I was not the recruiter, but a bill collector and starting using profanities.  Management sided with me and instead of the offer letter, we sent a rejection letter and took our second pick. 

Another candidate who I reached out to had a wife who insisted I was not a recruiter but “the other woman”.  She was adamant about never calling her house again, and making wild accusations.  When reported to management, they scratched the candidate.

The saddest story was a young man who was a recent college grad.  When we called for the interview, the mother answered the phone and bad mouthed her son.  She said her son was lazy, unmotivated,  and other derogatory comments.  Needless to say, he was scratched from the potential candidate pool because no one wanted to talk to the family member.

Advanced age and little English were typically not a factor excluding a candidate, but if other candidates were available and met the qualifications it was a gamble whether or not the recruiters would try to contact the candidate at another time. 

4.     Many articles, and professionals talk about cell phone coverage and making sure the service is reliable.  Some will offer the advice to only use a number where you are most likely to be reached. 

I think it is worth mentioning, but I also think we have become accustomed to glitches in service.  I like to recommend getting the name and phone number at the start of the conversation with the recruiter not only to have a record and follow up with them, but to be able to call back if for some reason the call drops. 

I just do not see this as the roadblock it once was.

5.    Do you still use the email address listed on your resume? How often do you check email?  Do you make people verify their account before they can reach you?

Unless the candidate has some special skill or some other compelling reason that encourages the recruiter to verify their account, you will not be contacted.

If a recruiter is emailing you, chances are they are emailing other candidates as well to establish interest and availability.  Some of the services that auto-respond a validation will be filtered by the employers internet security as SPAM, others that might get through may not reach the sender for several days.  If they already connected with other qualified candidates, your verification system delay may have put you out of the running.

6.     Eyeball your SPAM account.  Employer emails may end up there if your levels are high.

In summary, it is all common sense.  Employers are receiving countless resumes on one job posting.  An employer does not have the time or resources to reach out to everyone.  

In my own file of candidates who applied for a position or sent their resume I have hundred I never spoke with.  I receive on average between 300 and 400 resumes a month.  I break it down by region calling the geographically closest relevant candidates.  I make a one time phone call and follow up  and move on.  Of those resumes received only 5% return the call or email which is they player in reducing the candidate pool.  75% of the candidates who apply, never receive a call because there just is not enough time to reach out. 

Candidates that do not list an email are eliminated not because someone is pre-judged to be computer illiterate, but as time consuming and financially inefficient requiring phone calls and written correspondence.

The moral of the story is to reach out via Linked In or to be proactive communicating with the company if you feel you are a perfect fit.  Ask for the opportunity to discuss your qualifications and give the employer a compelling reason to move you to the top of the pile.  These people are usually the people who I have seen hired.