Why contacting your recruiter isn't always easy
Last week, in part I of this two-part candidate-advice series, we gave you some insights about why recruiters don't provide personalised replies to every candidate (if you haven't read this article, click here).
Today we give you recruiters' answers to another big gripe for job-seekers: "my consultant is supposed to be working for me, so why can't I contact her whenever I want"?
Candidates complain that contacting recruiters can be difficult - they are always away from their desks, never return calls etc etc. To help avoid these problems, take the time to agree the right level and best means of communication from the outset of the relationship.
"If a consultant is able to outline realistic expectations in terms of feedback, candidates tend to respect that some recruitment processes can take time," says Andre Waitsman, a recruiter at Dean & Ling.
A communication agreement is particularly important when you sign up with a new firm. "If a candidate has just registered with an agency (but not for any particular role), it's not always easy to update the candidate, so a regular update period should be agreed in advance," says Holly Young, consultant, Reed Banking & Finance.
Deluging your consultant with calls and emails isn't a good idea, but do chase if the recruiter hasn't contacted you at the arranged time. Hopefully this shouldn't happen too often.
"A good consultant shouldn't need to be pestered for information. An agreement should be established regarding the volume of contact, when contact will be made and who will contact who," advises Graeme Bradley, NSW manager, WH Marks Sattin.
And if you keep you communication within reasonable limits, the recruiter will be happy when you ring. "Candidate calls or emails are a great source of information and it allows me to build mutual working relationships and gain industry and market information," says Blaise Habgood, manager of Randstad's banking & financial services division.
It's always worth asking recruiters to see you face-to-face, but beware that they will only say yes to strong job seekers. "I would generally meet with candidates who demonstrate experience appropriate for the role they applied for, or potentially take the opportunity to meet with them for future roles," says Waitsman.
Do ask for feedback after an interview (don't ask for it directly)
The communication game is just as important once you've been interviewed. "After an interview, a courtesy follow-up call to the recruiter is always helpful. It helps gauge the interest of the candidate one way or another, and in contracting there is often some urgency to the process," adds Waitsman.
All candidates should expect feedback from the recruitment consultant following an interview, comments Bradley. "Constructive feedback is the basis of improvement for future interviews. In the absence of feedback being received, candidates are well within their rights to continue requesting it via the agency."
But whatever you do post-interview, don't approach the bank directly. "It's important to understand that the financial institution engaged the consultant to handle the recruitment process for a reason. They don't expect to be communicating direct with candidates until the final one has been chosen. Going direct to a client and leaving out your consultant is always a deal killer, both in the short term and long term," says Habgood.
