8 Ways to Slam the Door to a Job Offer

door closing

Why would they slam the door?

Which situations are the worst? Make sure you never, ever let the door slam in your own face when you look for a job offer. Recruiters know each other. They share stories. You want a recruiter to tell great stories about you!  Here are some showstoppers I see  happen far too regularly.

1. Miss an appointment with a recruiter. You don’t want the job and prefer to walk the dog. You missed the call and never returned it.

Be cognizant of others’ time. The recruiter uses time as money. Recognize the imposition you cause and how your reputation is affected.

2. Pretend you are a new graduate, when you have 20 years of experience.

If you return to college after extensive work experience, let’s hope the recruiter sees the value in your 15 or 20 years of experience, including the new degree. Do not try to compete with new graduates. Their value is very different from yours. Mold your resume to improve the chances of being hired by showing any management, leadership, or other skills whether on the job or during college. Use your background for advantage.

3. Tell the recruiter you are willing to move, get the offer and withdraw, calling the night before to say you accepted a better job offer.

I feel sure you must realize the damage to your relationship with the recruiter. Independent recruiters “network” with each other. They document files and share candidates periodically. That’s the way they make a decent living. If you refuse a job after accepting, your reputation suffers. There are, of course, exceptions, but not often!  You may have jumped too quickly on the offer without thinking longer term, which might cause job hopping in the future.

4. Tell the recruiter you can do anything and everything.

The recruiter is not looking for someone who can take over the company or be the Jack or Jill of all departments. You need to know your strengths. Unless the team needs a new graduate, s/he is looking for an expert or someone with a specific number of years of experience.

While you are unemployed (or employed), obtaining new certifications may impress recruiters.  If you used the skill without certification, show number of years’ experience using it, how you used it and the length of time.  Becoming certified shows initiative and drive.

5. Explain to the recruiter that although you have never programmed in C++, it wouldn’t take you long to learn.

The hiring team wants an expert, not someone who never used C++. Yes, of course, you would learn quickly, if you had experience in other, related languages, but that’s not what the recruiter must find. If someone on the team vouches for you, it may work, but the recruiter can rarely talk the manager into hiring someone without the required experience.

6. When asked your best accomplishment, you say, “I’ve accomplished so much. What specifically do you want to know?”

The recruiter wants to hear your verbal communications skill and thoughts about your achievements.  Select a very specific situation where you made an impact on your team to share.

7. Put your contact information in a header.

Many scanners will not capture information in the header or footer. Your resume will be trashed if the scanner cannot read the information, even if your contact information is correct. Be sure to check, re-check, read your information backwards to assure you omit no necessary words or make other errors.

8. Call to complain you haven’t heard from the recruiter.

Respectfully stating you are calling to assure the hiring team that their company remains at the top of your target list may help. Recruiters are busy and do not have time to chit-chat. If you can engage in some way to help him or her, you may find yourself another step closer to an offer.

Before you do something rash, maybe because your are tired or irritated, think about your actions.  This is a better time to clean a drawer or hit some golf balls.

Treat people the way you want to be treated. It can’t hurt. And it may help you achieve a wonderful job offer!

How to Find More Qualified Candidates

You don’t just need candidates, you need Qualified  Candidates!  The talent shortage gives us pause for contemplation.  Dr. John Sullivan, an HR Thought Leader, prolific writer and speaker, published Next Year’s Headlines,Trends and Practices  November 2012.    Consider his predictions and ways to attack them to improve the situation.  Although the economy continues to be shaky, reality demands immediate action.

Recruiter panel

These recruiters are looking for qualified candidates!

Plan Ahead

“Volatility and workforce planning – as continuous business volatility becomes the “new normal,” data-driven workforce planning will become an absolute requirement. In addition, the increased use (approaching 40%) and the improved management of contingent workers will become essential to provide the needed agility and flexibility.”

Contract or “contingent” workers are an attractive alternative.  The vendor may supply benefits, saving money for your company.  Plus, you see the ethics and skills of the worker before deciding whether hire the individual full time. 

Qualified Candidates

“Referrals — will continue to produce the highest volume and highest quality of hires. The target percentage of all hires from referrals at top firms will reach 50%.”

As a recruiter my absolute best source of candidates was employee referrals.  If you don’t have a referral system, start one.    If your referral system does not provide at least 25% of your hires, explore ways to improve it.

Know your Value

“Candidate selling – the overall recruiting emphasis will continue to shift away from what is becoming relatively easy — the “finding” of candidates. Instead, there will be a shift toward the still difficult task of successfully “selling” top talent who are in high demand.”

Too many times I’ve seen hiring managers look at the resume for the first time as the candidate sits in front of him or her.  I’m well aware that many hiring managers and team members prefer doing their regular responsibilities rather than recruiting.   The hiring manager must devote adequate time for preparing the job requirements and the interview team.  The hiring team needs to clearly know why anyone would want the job you have available.

Improve Recruiting Processes

“Remote work — the growth of technology and the willingness of managers to accept remote work options will dramatically expand recruiting for remote jobs. This shift will force recruiting to increase its capability to find and land a higher percentage of candidates from around the world.”

For example, the recruiter might have an Analyst opening for someone with supply chain experience in the beverage industry in Dallas.  The recruiter finds  the perfect candidate in Atlanta, who will not move, as his teenager is entering her senior year in high school.  Arranging for one week in Dallas and three weeks at home for a year would fill the opening immediately, rather than waiting to find someone in Dallas who might be less qualified. 

“Recruiting at industry events — as the economy approves, industry events will return to popularity. And once again recruiting at these events will become an essential and effective tool for recruiting top and diverse talent.”

Career fairs are brutal for both recruiters and candidates.  Recruiters sometimes have long lines of candidates, who may not be even vaguely qualified.  Personalized events, such as conferences, webinars, or localized special events with industry leaders may help.  A company career event “by invitation only” can provide immediate hires, if done correctly.  Innovative team efforts may yield unexpected results.

John Sullivan’s background clearly addresses why hiring must involve every step in this article.  You can’t just “post and pray.”  You can’t leave the planning in the hands of one person.  It’s a team effort.  You can use all the resources available, such as “selling the candidate” on the job and company, plus advertising and outside agencies.  The more stringent your requirements, the smaller the candidate pool.  Outside resources will be better than a “bad hire” or prolonged empty seat!

This article was first published on EBNonline on 4/26/13.  It has been slightly modified to appeal to all readers, not only Supply Chain professionals.  If you are a job seeker, you might want to forward this to your favorite hiring manager!

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