Not Hearing Back Isn’t Always Your Fault: Own Your Process Anyway
From the recruiters’ perspective, the hiring process is filled with candidates who ghost them, managers who want the impossible, job seekers whose interest in the role at hand is unclear, and incomplete applications.
From the job seekers’ perspective, the recruitment process is frustrating, too long, with “jobs” that don’t really exist and are managed by emotionless, uncaring recruiters who don’t understand how stressful the process can be.
As founder of The HBCU Career Center, I can tell you that I hear about it from both parties. Both job seekers and recruiters are annoyed and frustrated by current hiring practices and there are too many places for the whole dance to go awry.
The fact is – the more job seekers know about recruiters’ process, the more we can manage our expectations.
Steps in the Job Search Process from the Recruiter’s Perspective:
Identity job roles that are vacant in the company
Create job descriptions for the people who would work in those roles
Attract appropriate potential candidates for those roles
Screen those candidates using a variety of methods (resumes, applications, interviews)
Make decisions on a final candidate
Make job offers to selected candidates
Check references and conduct background screening as planned
Hopefully, onboard the candidate(s) into the company
Some steps last longer than others and any step is an opportunity for the whole process to be derailed. Depending on many factors including the economy or what is happening inside the company, this process could start and stop many times. There might be other vacancies that take priority over the position you are applying for which means job roles are stalled or even eliminated. This is one reason why you may experience delays from employers, even after doing what you thought was a stellar job interview.
If you are the job seeker in this chain of events, it can be very frustrating for you as the process moves forward in stops and starts. Some recruiters are sensitive to the needs of job seekers and try to communicate as much as possible. Other recruiters just move on to the next vacancy or project.
Despite the disruptions, companies typically budget for roles and have specific procedures for creating and filling vacancies. Your job search should be equally methodical and strategic.
Now that you know what is happening on the recruiter’s end, it might help you set expectations and realize that not all delays or rejections in your job hunt have anything to do with your value as a professional.
When Employers Delay – Own Your Process Anyway!
As the job seeker, you can only manage your process, despite recruiters’ inefficiencies. Own your process as follows:
Prepare your documents: Yes, you will change and modify those documents as positions arise, but you should start with a solid resume, cover letter, thank you letters etc. Whether you use them or not will be based on what the employer asks for in the application process.
Identify opportunities: When you find a position of interest, conduct initial research. Consider informational interviews with current employees as a way to learn about how to best present your skills and interests..
Apply: Prepare and submit an application and resume tailored to the job description.
Be available for screening: Expect an initial screening, which may involve a phone or video call. Some companies do this and some do not. Allow time for this to happen, but do not wait to hear back before you move forward with other applications.
Show up for the interview: During the interview, ask for the position directly. Use our Interview Like a P.R.O. method.
Express gratitude: Only about 15% of candidates send a thank you letter. Do it. It can significantly impact your chances. Remember that you don’t have to grovel in a thank you, but now that you know the process on the recruiter’s end, a thank you is simply a courtesy.
Wait for the offer: Be patient while waiting for the offer, but continue applying to other opportunities in the meantime.
Transition smoothly: If you receive an offer and decide to leave your current job, do so without burning bridges. Maintaining good relationships with former employers is essential for future opportunities.
By following these steps and maintaining a balanced approach to your job search, you can increase your chances of finding a role that aligns with your values, interests, skills, and abilities.
Dr. Marcia F. Robinson, SPHR, SHRM-SCP is the CEO of The HBCU Career Center. She’s an award-winning HR and leadership expert with 25 years of experience in HR and Career Development Education. Known as Dr. R, she’s on a mission to make workplaces more inclusive and to help professionals find welcoming spaces that align with their V.I.S.A. (Values, Interests, Skills and Abilities).