Why an Outstanding Resume is Not Enough to Get an Interview: Reason 6
Why an Outstanding Resume is Not Enough to Get an Interview: Reason 6
At the risk of alienating colleagues, as a rule, most recruitment consultants do what their clients tell them, do it efficiently and don’t deviate from the brief. It’s safer that way. Many do not influence the brief. They just accept what their client tells them they should look for. Many recruitment consultants do not see it as their place to advise employers about the type of person who would be best and rarely suggest people who do not fit the typical mould. This is because it isn’t their role. It’s not what they get paid for. It’s much easier to earn a commission by suggesting candidates who meet precisely the requirements and specifications set out by their clients.
Theirs is not to reason why, but to do or not get paid. It’s riskier recommending candidates from outside the square. In addition, recruitment consultants generally haven’t got much of a clue about analysing an organisation’s human resource needs to the level of sophistication required to make meaningful recommendations about the type of person best suited to the role. It’s not what they get paid to do and most don’t have the expertise or experience to do it. In many cases, recruitment consultants don’t have much management experience, are often not qualified in human resources and are usually not lateral thinkers. They are typically linear thinkers who prefer logic and are happiest when they can fit a candidate neatly into a box. If you don’t fit what they interpret as their client’s specifications you don’t get into the box. You can argue till you are blue in the face, but it’s what typically happens. There are many recruitment consultants who have come unstuck because they recommended candidates from outside the square. Whatever, their limitations, recruitment consultants are fast learners about what matters most to them – the size of their bank accounts. You therefore have to show them how to present you to their clients in a way that will make them look good.
Why an Outstanding Resume is Not Enough to Get an Interview Reason 6 - To learn more about this author, visit Tom Hannemann's Website.
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Recruitment consultants who lack imagination.
At the risk of alienating colleagues, as a rule, most recruitment consultants do what their clients tell them, do it efficiently and don’t deviate from the brief. It’s safer that way. Many do not influence the brief. They just accept what their client tells them they should look for. Many recruitment consultants do not see it as their place to advise employers about the type of person who would be best and rarely suggest people who do not fit the typical mould. This is because it isn’t their role. It’s not what they get paid for. It’s much easier to earn a commission by suggesting candidates who meet precisely the requirements and specifications set out by their clients.
Theirs is not to reason why, but to do or not get paid. It’s riskier recommending candidates from outside the square. In addition, recruitment consultants generally haven’t got much of a clue about analysing an organisation’s human resource needs to the level of sophistication required to make meaningful recommendations about the type of person best suited to the role. It’s not what they get paid to do and most don’t have the expertise or experience to do it. In many cases, recruitment consultants don’t have much management experience, are often not qualified in human resources and are usually not lateral thinkers. They are typically linear thinkers who prefer logic and are happiest when they can fit a candidate neatly into a box. If you don’t fit what they interpret as their client’s specifications you don’t get into the box. You can argue till you are blue in the face, but it’s what typically happens. There are many recruitment consultants who have come unstuck because they recommended candidates from outside the square. Whatever, their limitations, recruitment consultants are fast learners about what matters most to them – the size of their bank accounts. You therefore have to show them how to present you to their clients in a way that will make them look good.
Why an Outstanding Resume is Not Enough to Get an Interview Reason 6 - To learn more about this author, visit Tom Hannemann's Website.
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