Join J.T. O'Donnell for an in-depth discussion in this video A recruiter's typical day, part of J.T. O'Donnell on Making Recruiters Come to You.
- You know, I work with a lot of job seekers, and one of their biggest complaints is about working with recruiters, and I've got to tell you, I was a recruiter for a lot of years. And their job is not that easy. In fact, if I do my job right right now, you're going to have a little bit more compassion for recruiters and what they're going through. I want to take you through a typical day of a recruiter, so you can understand, well, they're not trying to be mean to you, they're not trying to make your life difficult, they've got a lot going on. And if you can understand that, guess what? You can market to it. You can work with it.
So let me bring you inside and show you what I'm talking about. Recruiters get, on average, over 200 applications for one job posting. And let me tell you how quickly they get an application: within 200 seconds. That's it, and all of a sudden the floodgates open. Try going through 200 applications. There's a reason why recruiters skim applications. In fact, they spend about six seconds on them, deciding whether or not they should read the whole thing. Because if they sat and read every single person's application, top to bottom, they wouldn't get their job done.
Now, on top of that, imagine the fact that while they can be the person to say you don't fit the job, they can't be the person to give you the job. What a tough spot to be in. They're what we call a technical buyer, and so the way they get graded on their job and how well they're doing it, is by whether or not they give candidates who meet requirements. They will get in trouble if they pass somebody along who doesn't meet all of the key requirements given to them by the hiring manager. Guess what? Out of those 200 applicants, did you know that more that 50% of them don't fit the job? Every time you apply to a job where you don't meet the requirements, you're being removed.
That brings us down to 100 candidates. And then guess what happens? That's still too many for a recruiter to physically go through. So they have to use something called keyword searching within their applicant tracking system. And this is where they look for the most important skill sets and key words that they were told to look for in order to meet the requirements that they were given. And out of that, 80% of the applicants are removed. Now you're down to 20. From those 20, the recruiter still has to go through the application and try to find somebody that fits on personality, aptitude, and experience.
All from an application? By the time they're done, they're down to around four to six candidates. And they deliver those to the hiring manager. So you can see why the chances are pretty slim that you're going to get pulled from the pile and handed to a hiring manager. Now we're going to show you how to improve upon that. That's what this course is going to be all about. But in the meantime, I want you to think seriously about how hard the recruiter's job is, and how you can feel more compassion for that recruiter as part of your strategy. Think of it this way.
It's like they're going through a huge haystack looking for a needle, with the hiring manager over their shoulder, hemming and hawing and rolling their eyes, but not offering any help. And they're under the gun to do it in a matter of minutes. That's a day in the life of a recruiter. It's exhausting, it's stressful, and on some days, if feels pretty unrewarding. If you can keep that in mind as you build out your strategy, you can really attract the right recruiters. And now I'm going to show you how.
This course will help job seekers tap a valuable source by showing them how to connect more effectively with leading recruiters in their industries.