Recruiter relationships – what should they look like?

Getting an “in” with a recruiter at the company you want to work for is often the first step to landing a job. Candidates on the job market are no strangers to interviewing and hiring horror stories. Bad candidate experience leaves jobseekers sour, and with the urge to respond to recruiters similarly to the notes that Jane Ashen writes in her article, “Dear Recruiter: Everything You’ve Wanted to Say But Couldn’t.” One bad experience with a recruiter builds a bad reputation for recruiting, but it’s important to remember that recruiters are meant to act as your friendly company contact – there to make the task of transitioning to a new job smooth and less stressful.

A great recruiter is like a shepherd into the work place; they’re there to help guide job-seekers on the path to a fruitful career. In many cases, a recruiter is the first person candidates get the chance to speak with at a company. Whether you apply to a job directly, or if you’re lucky enough to have a recruiter contact you personally, you’ll want to make sure that your first encounter is memorable. Leave the recruiter curious about your background and enticed to learn more. The recruiter will likely have the initial chance to sell your story to the hiring manager before you get the chance to do so yourself, so you will want to clearly state the skills you possess that will make you successful in the role. Also make sure to give a good dose of your personality, because cultural fit is just as important as the hard skills. The recruiter has likely already looked over your resume by the time you get to speak with them, so the initial conversation is your chance to add some color to the black and white sheet of text that is your CV.

A recruiter should be dedicated to candidate experience, and will be just as invested in finding the right hire as the teams who make the ultimate decisions. The candidate acts as the customer in this transaction, and the recruiter is there to provide a service, which is a positive interview experience, whether you end up being the right fit for the team or not.

People(HR) and Recruiting team in Boulder, CO

The euphoria of receiving a job offer for the role you just interviewed for is undeniable, and getting rejected is quite the opposite sensation. While rejection almost always hurts, candidates often comment that the one thing that can really add salt to the rejection wound is never receiving any feedback from the team. Feedback takes time for a recruiter to collect, especially if the team is interviewing multiple candidates. However, a candidate should not be expected to wait long for some sort of correspondence from the recruiter or interview team. Recruiters should contact the candidate shortly after an interview to get an idea of how the candidate thought the interview went, then the recruiter should meet with the team to determine finalists and ultimately reach a hiring agreement. After an interview, it’s easy to feel that the recruiter is asking you to “hurry up and wait,” but if you’re not receiving feedback, be persistent and let the recruiter know that you’re open to any type of feedback whether it’s positive or constructive criticism. You likely won’t get feedback the next day, but if it’s been a week or two, a follow-up is completely appropriate. If the company decides to ghost you after an interview, just keep in mind that the interview practice you received will make you that much more prepared for the interview that will land you the role that’s perfect for you.

Without a doubt, interviewing is a sensitive process, and the recruiter is an important cog in the wheel, so make the connection with them like you would a budding friendship, and they will have your back. If you’re interested in advice on questions to ask during an interview and the ones you should avoid then check out this article from Built in Colorado that features two recruiters from CA Technologies.

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Jesse Santa Cruz

Marketing Specialist, Talent Acquisition

Connect with me on LinkedIn 

Why I Love Recruiting At CA Technologies

If you look at my career, most of it has been spent as an HR Business Partner, supporting leaders with a wide range of business challenges, and helping them get the most from their people.  I hate to be bored, and for the longest time I shied away from an HR specialism thinking it wouldn’t offer me the same variety as a generalist path. Having been thrust into an in-house recruitment leadership role 4 years ago, here are some of the things I love about talent acquisition, and why I’m very happy to wave the recruitment banner:

Recruitment is sophisticated match-making

If you’ve connected friends and watched their relationship blossom, you will understand the satisfaction of matching someone to a job that makes their heart sing.  Helping someone walk away from an opportunity that’s not right can be just as rewarding even if the person can’t see it at the time.

Recruitment allows you to build deep knowledge of your company

If you want to get close to the business and get a wide perspective on everything from acquisitions, product portfolio, internal structure and how everything comes together to make the business a success, there’s no better way than working in the recruiting team.  We have a very unique access to every part of the business and we have to understand every facet so we can engage prospects.

Recruitment is all about pace and timing which makes it scary but exciting

One of my team once told me, “I’ve been after this candidate for nearly 2 years” and that speaks volumes about the importance of timing.  That amazing candidate might not be ready for a move so you need to be fast and furious when it matters, but also know when to back off.  If the pace and timing are wrong, you won’t ever be able to call on a candidate again and you’ll lose trust with the hiring manager.  There can be immense pressure, but it’s incredibly fulfilling to have someone great move through interviews at the right pace, accept a fantastic job with you and then flourish on the job.

Recruitment is communication

Taking everything you know about your company and translating that for potential candidates requires great communications skills as the hires we make today are often the hiring managers we work with in the future.  Engaging a multitude of different stakeholders inside the company requires the same expertise and skill.  Good communication and good recruitment go hand in hand.  Every interaction is an opportunity to learn more about someone and develop a relationship that can withstand the highs and lows.

Recruitment is fast-paced, people-focused, unpredictable and exciting.  If you’re interested in making a positive impact on someone’s career, then HR-Recruiting could be the career for you.  I know for me, it’s one of the most rewarding moves I ever made.  If you want to know more connect with me socially – we have graduate openings on my team for multi-lingual speakers right now.  It could just be the change you’re looking for!


Resume Tips and Linkedin Profile Optimization

Candidate Toolkit Resume Tips

Resume tips and LinkedIn tricks from Craig Fisher, personal brand pro

Do you ever find that submitting your resume to an online application is like dropping it into a black hole?  Maybe your resume isn’t getting the attention it should.

Your odds of getting an interview go way up when a recruiter or hiring manager can find your resume easily online.  Especially if they can find what they are looking for in it quickly and easily.

Skill keywords are crucial for getting your resume noticed.  Where they are placed is equally important.  You must explain properly what you have done and for whom.

At the top of your resume in the summary area, you should list the required skills for the job for which you are applying.  Next to each of these, you should list the number of years experience you have with that skill.  If you have no experience with that skill, just say so, or say “knowledge of” or “training in.”  Also list any core skill that you possess that may be relevant to that job with the years experience next to it. Ditch the generic summary at the top of your resume.

Make sure each skill that you have listed at the top is also shown in the body of the resume in each job where you used that skill so that the reader can see where and how you used each of these skills.  Under each job description, have a summary of skills used.  List the skills again, along with any other skills that were used during that job.

After the title and company name for each job description in the body of your resume, write a short paragraph with details about what the company is and does, and what your main job duty was there.  Although you may think it’s obvious, not every reader of your resume will understand what that company is and what your role was unless you spell it out specifically.

Don’t make the reader do any extra work (like having to click a link to find out more about a company you worked for) to understand exactly what you did and for whom.
In your bullet points under that short paragraph do not just list what you were responsible for.  List accomplishments.  Use numbers and descriptive words to show what your impact was.  “Increased sales” is not enough.  “Increased sales by 15% over 6 months” is better.

Repeat everything you have now done on your resume in your LinkedIn profile.  Use the information that you might include in a cover letter in the top summary portion of your LinkedIn profile.  Include your keywords there, too.  Start the “skills used” section under each job description with your name, like this:

Craig Fisher: Talent Acquisition Manager, Talent Attraction Strategist, Recruiting/Sales Manager, Sales, Business Development, Recruiter, Headhunter, Executive Search, Staff Augmentation, Information Technology Consulting Services; Contract, Temp-to-Perm / Contract-to-Hire, & Full-Time Staffing Recruiting; Executive Search. CIO, CFO, CEO, ERP, Oracle, SAP, Peoplesoft, .Net Application Developers, Project Managers, Business Analysts, DBAs, Software Package Installation/Configuration, Social Media Recruiting/Branding/Twitter Strategy Training

You need keywords that will be specific to what you do in order to help separate your resume from the thousands of resumes that are less specific.  A good recruiter will narrow their search with less generic keywords.  Having these listed multiple times in your resume will help it come up at the top of the search results in Google, Linkedin, Job Boards, and company databases.

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Craig FisherAuthor: Craig Fisher
Connect with me on LinkedIn here