In the January 16, 2018 Ask The Headhunter Newsletter, a reader gets tired of recruiters and HR reps who want to do phone screens, then do nothing.
Several companies and recruiters in the past year have reached out to me on LinkedIn regarding job opportunities. They do phone screens, tell me how great my experience is, love my ideas … then radio silence.
I believe some HR reps and recruiters are using LinkedIn as part of their due diligence process. They already have a final candidate in mind, but they want to be able to tell their employer or client that they have chosen the person from a selection of prospects — and I’m one of their fibs.
It’s impossible to tell which of these recruiters are for real until I either get the interview or get dissed. How can I figure it out faster and avoid wasting time with phony phone screens?
Recruiters and HR reps don’t just do this as cover, to pretend they’ve got more candidates so they can fib to their bosses or clients. (But doesn’t that give the lie to claims that Linked and other online sources make it possible to interview more good candidates?)
LinkedIn also makes it instantly easy for recruiters and HR to check off Equal Opportunity boxes fraudulently. “Look, we recruited three women and three people of color!”
The technology is abused in more ways than we know. But I think your real question is, how can you instantly separate the tire-kickers from someone who might really have a job for you?
If an employer gushes and expresses the sentiment that you’re so great, why not test them on the spot?
How to Say It: Are you serious?
“If you’re serious, then schedule a face-to-face meeting and I’ll come in to talk.”
If they defer, then really test them. Take a more aggressive approach, since the odds now are that they’re tire-kickers:
How to Follow Up
“Thanks, I’m flattered, but please don’t waste my time if you’re not ready to act to fill the job.”
This sort of approach terrifies most people. What if the recruiter is offended and this costs you an opportunity? Well, what of it? If a recruiter or HR rep isn’t taking action, they’re being offensive. Leading someone on is not a skill. It’s a revelation of ineptitude that job seekers see almost every day. (See Job Spam: 6 tip-offs save you hundreds of hours!)
If the recruiter presses you for a phone screen, test them some more. Just say you don’t do phone screens.
How to Say It: No phone screens
“No offense, but if a recruiter doesn’t see a clear match, I don’t have time for phone screens. I would be glad, however, to invest as much time as a hiring manager needs to talk face-to-face about how I can do the job profitably.”
Any recruiter who won’t do that is not serious, and your experience (that’s why you wrote to me) already confirms you know that. Telling you how great you are and how much they love your ideas without taking the next step is frankly puerile. They should be fired for wasting valuable time blowing smoke. Their job is to schedule interviews so jobs can get filled. (Even if you advance from an HR phone screen to a phone screen with an actual hiring manager, you’ve at least moved the ball down the field. Use these tips to decide How and when to reject a job interview.)
I think we all know that most HR reps and recruiters lack confidence, judgement and skill. (To those who are better than that, stand up and be counted!) Pretending that a tire-kicker is going to give you a ride is not a reasonable way to spend your own time. The best thing you can do is test the recruiter so you can move on quickly — or get an interview if they’re legit.
Some insight from my book
Here’s a tip from the “Talking to Headhunters” section of How to Work With Headhunters… and how to make headhunters work for you, p. 66. When a recruiter or HR rep reaches out to you:
I think there’s nothing to lose in this approach but aggravation! And at least it puts you in control, which will make you a more potent (and serious) job seeker.
This is indeed an assertive approach — it’s not for everyone, so please use your judgement. Perhaps it will give you some courage and ideas of your own that you can try comfortably.
So here’s my question to you. Do you use a recruiter’s first contact to test them? How do you judge whether an “opportunity” is real? How do you say it? Let’s have some provocative suggestions and tips that might help others move the ball — and avoid wasting their time!