How to squeeze feedback from recruiters

Last time we wrote something on extracting feedback from recruiters, we were inundated with over 100 comments.

That time, we argued that anyone expecting to automatically receive feedback from a recruitment firm was missing the point.

Given, however, that feedback is evidently a touchy subject, if you really, really want it, here's what you'll need to do.

1) Apply for jobs for which your CV closely matches the job description

Most recruiters are drowning under a mass of CVs. And most of those CVs are totally irrelevant.

"I got into work at 7.30am this morning, and I've received 160 CVs already," says one recruiter. "I've rejected 155 of them.

"Most of those candidates are so far away from what I want that it's mind blowing," he adds. "For example, I'm advertising a private equity role suitable for someone who's worked in a tier one investment bank in leveraged finance or M&A. Only 10 out of 100 applications are from candidates with any form of banking experience at all."

Other recruiters report similar issues. "Yesterday, I received 1,039 emails," says one. "If anyone has a skill set appropriate to the role I'm advertising, I will get in touch. However, I will not get in touch with someone who's applying for a quant role and only has a BA in marketing."

If recruiters reject your CV, they should send you a standard rejection email. In some cases, you may be lucky to get that. Definitely don't expect more.

2) Make it through to interview

If you want feedback that's any more detailed than this, you'll have to get further into the recruitment process.

"There are certain minimum levels of professionalism that are to be expected," says the head of one financial services recruitment firm. "If someone goes to an interview and doesn't get invited back to a second, you need to tell them why."

Matters are complicated when clients (ie. Banks/hedge funds/private equity funds/long only funds) fail to communicate feedback to recruiters after an interview has taken place.

Unfortunately, this is quite common.

"Often, a client will simply say someone wasn't a good fit," says one recruiter.

"In 2008 and 2009, a lot of clients were battling for their survival. The last thing on their mind was giving feedback," says another.

In this situation, the recruiter should step in and explain to the candidate that the client appears to have gone cold on the role. "You can't just leave a candidate hanging," says one.

3) Pick up the phone

You're more likely to get feedback if you can build up a rapport with a recruiter, or subtly force him/her to check out your CV.

"It's generally impossible for me to offer advice on CVs because I'm too busy," says one recruiter. "However, if someone phones me up and says they've just finished their PhD or Masters and can they send their CV through quickly, I will occasionally give advice over the phone."

4) Be understanding

Recruiters are not obliged to give you feedback. You are not paying them. Recruiters are paid by their clients to place candidates into positions. This means that they will prioritise those candidates who appear employable, and ignore the rest.

This is frustrating, but you will do yourself no favours if you're not nice and pleasant. Equally, accept that the lack of feedback may be down to the client, not the recruiter.

5) Appear to be someone who's going somewhere

Although recruiters don't have a vested interest in giving feedback to all candidates, they do have a vested interest in giving feedback to candidates who might become future clients.

"If you give a candidate the good, bad and the ugly after an interview, you're much more likely to build a good relationship with them," says the head of one recruitment firm. "That should pay off when they are in a position to recruit."

6) Don't shoot the messenger

In the event that you do get feedback, and it's unpleasant, don't blame the recruiter. Clients are occasionally rude about candidates. Recruiters sometimes need to be blunt.

"For a lot of people, my feedback would just be too harsh," says one recruiter. "ie. I'd say you haven't got a chance."

7) Interview at smaller houses

While big banks may not always give feedback after interviews, smaller boutiques are more likely to.

"The quality of feedback is usually dependent on the size of the organisation and the hiring volumes," says one recruiter. "A small organisation with targeted hires will have more time to put the effort in."

8) Pay for it

If none of this works, you could always pay for professional advice.

"People who expect recruiters to give them feedback are missing the point," says one senior recruiter. "These people are salesmen working in an industrialised recruitment process. For the most part, they are not capable of offering feedback, and nor do they have the time to."