NotJobs: Be a Stalker

5 April 2009 at 2:17PM Leave a comment

Martin Burns recruits for ZoomInfo, and blogs about our art at the Good to Know blog. A while back, Martin posted a great observation about what happens when Persistent Job Hunting turns into Stalking:

Seriously. There’s a line between getting noticed, and getting blocked. If you’re right for the job, and you do the right things to get your resume/ blog/ whatever in front of the right person, they’ll call you. If you know they’ve seen your information, and you don’t get the call – well, all the repetitive e-mailing/ insisting on “networking over coffee”/ yada-yada isn’t going to change the fact that you’re not right for the job.

What it will do is burn you into the memory of the people you’ve harassed – in a bad way. If/ when a job comes up that you’d actually be a fit for, you won’t get called. You might get slapped with a restraining order, but you won’t get called…

See all of the essay Burns wrote here: Don’t Be a Stalker

Believe me – the stalking happens. Before I started with my current employer, my team had to get a restraining order against one obnoxious applicant who continually showed up. Mr. Candidate was rude and abrasive to the people trying to help him, and eventually turned obscene. That is one applicant we won’t be calling.


Entry filed under: NotJobs.

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My Core Ideas

1. "I can't tell you the best way to get a job - because there is no one best way. After 21 years of recruiting, I CAN share things I've seen candidates do to guarantee they DIDN'T get the job."

2. "Most companies don't realize how their recruiting process impacts their candidate pool, and their business. Attention to simple things will result in big improvements."

About the Author

Troy Bettinger, SPHR is a Denver Recruiter, Public Speaker, HR Metrics Analyst and Human Resources Leader who has been recruiting in corporate and municipal environments since 1991.

He specializes in the complete hiring process: defining, sourcing, recruiting, testing, interviewing, offering and orienting new hires. He's also well versed in strategic human resources, college recruiting, diversity recruiting, AAP, EEO, ATS integration, recruiting metrics, social media, recruiting leadership, training and employment branding.


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