Jobseekers need to learn a little respect

24 August 2010 at 10:39PM Leave a comment

“It’s a back-scratchy type of thing.”

Simon Lewis has a great post on his OnlyMarketingJobs blog about a recent experience with a job hunter.

On Tuesday afternoon I was sent an email by a disgruntled jobseeker that, in light of recent job applications, was frustrated by the lack of response from the recruiters.  He liked the Only Marketing Jobs job board, but mentioned he hadn’t heard ‘a dickie-bird’ from the agencies in ages.  What was he doing wrong, he inquired?  Could I help?

Now, I’m no longer a recruiter and nor, for that matter, am I a commissioned career advisor but I decided I’d help.  So putting aside other tasks, I sat down and suggested possible solutions to his challenges.

At 11.50pm I pushed the ‘send’ button and returned to my day job. 8 hours later I received an email from this chap.

You’ll need to see how Lewis presents the content of that message.  Here are the results:

Because of his dismissive attitude I decided not to waste my time helping with a CV appraisal; however, I did take a peek.  It is dreadful.

Whilst there is no excuse for recruiters not to return phone calls or respond to emails, I can see why his CV would never be top of the pile.  But he didn’t receive the benefit of my advice again because jobseekers need to treat recruiters (or the people they turn to for advice) with the same respect they want to receive back.  It’s a back-scratchy type of thing.

Having recently been contacted by a long lost “friend” who but needed help immediately but wouldn’t give me the time of day 30 years ago, I have an appreciation for the point Lewis makes.  This is another method for how Not to Get a Job.

See the whole article here:


Entry filed under: Job Coaching, NotJobs. Tags: , , , .

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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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