{"id":789817,"date":"2023-04-22T10:40:44","date_gmt":"2023-04-22T08:40:44","guid":{"rendered":"https:\/\/talenti.pl\/?post_type=materialy&p=789817"},"modified":"2025-09-16T17:22:31","modified_gmt":"2025-09-16T15:22:31","slug":"what-is-the-recruiter-doing-when-theyre-not-responding-to-you-all-about-recruitment-on-the-other-side","status":"publish","type":"materialy","link":"https:\/\/talenti.pl\/en\/materials\/what-is-the-recruiter-doing-when-theyre-not-responding-to-you-all-about-recruitment-on-the-other-side\/","title":{"rendered":"What is the recruiter doing when they’re not responding to you? All about recruitment on the other side."},"content":{"rendered":"\n

“Something is wrong with me. No recruiter is interested in me.” How many times have you thought this when after sending out multiple CVs, there was still silence on the other side?<\/h2>\n\n\n\n

We often associate the recruitment process with uncertainty, stress and fear of rejection. The lack of feedback, the longer and longer process, or withdrawing your application are exhausting. But what does it look like on the recruiter’s side?<\/p>\n\n\n\n

\"recruiter
The recruiter isn’t writing back – the other side of recruitment<\/figcaption><\/figure>\n\n\n\n

A job advert is published, you read it, send in your CV and… silence. While you’re waiting and wondering if there were criteria you didn’t meet<\/strong>, the recruiter is trying to manage multiple elements of the process at once. Let’s see what this might look like from their perspective.<\/p>\n\n\n\n

Strong interest in the advertisement<\/strong><\/p>\n\n\n\n

When there is a high volume of applications, it can take longer to screen and assess each candidate. Sometimes, in recruitment for a popular position, a few days after publication, the recruiter already has several hundred CVs to scan.<\/p>\n\n\n\n

Changes in the company or department<\/strong><\/p>\n\n\n\n

A recruiter may be facing ongoing changes in the company or department they are recruiting for. Changes in the structure of a team or department often force managers to decide to close or suspend recruitment until the situation stabilises.<\/p>\n\n\n\n

Inadequate expectations of managers<\/strong><\/p>\n\n\n\n

Sometimes, after a vacancy is announcedand and all the CVs come in, it becomes apparent that the predetermined requirements are impossible to meet.<\/p>\n\n\n\n

I don’t know who I am looking for<\/strong><\/p>\n\n\n\n

The recruiter is not always given precise guidelines for the position they are recruiting for. It may also happen that it is only after the first meetings that the manager sees that the candidate profile they have defined is not the one they are really looking for.<\/p>\n\n\n\n

These are just some of the reasons why recruitment processes are extended or suspended.<\/strong><\/strong><\/h2>\n\n\n\n

Because of that, we do not know how long it will take to find a job, or whether we will be able to find a position that matches our skills and interests at all. We fear competition in the job market – after all, with a large number of qualified candidates applying for the same positions, it can be difficult to stand out and make a positive impression on potential employers. How can we make sure we get noticed?<\/strong><\/p>\n\n\n\n

\"no
no response after sending CV<\/figcaption><\/figure>\n\n\n\n

Attention, the recruiter is watching<\/strong><\/h2>\n\n\n\n

<\/strong>Sometimes we don’t understand what led the recruiter to make a decision to accept or reject us. So what does the recruitment process look like from the recruiter’s side and how do they prepare to assess a CV?<\/p>\n\n\n\n

Interview with the manager<\/strong><\/strong><\/p>\n\n\n\n

Oftentimes, the first stage in which the recruiter learns more about the manager’s recruitment needs is the interview. During a detailed interview, the recruiter asks about key requirements for the position, without which the manager cannot imagine any cooperation. They also elaborate on secondary elements that will be a positive value add.<\/p>\n\n\n\n

Once the advert is published and first applications are received, the recruiter scans the CV, based on that interview. Returning to the manager with matching proposals shows that they listened and understood the manager’s need.<\/p>\n\n\n\n

When looking for a person for a niche position, they spend more time on each applicant when going over CVs. With a high volume of applications, the recruiter spends on average… 6 seconds per CV<\/strong>!<\/p>\n\n\n\n

How do we make life easier for the recruiter?<\/strong><\/p>\n\n\n\n

The 6 seconds to make a good impression mean you should think carefully about what the recruiter should see. We already know and we’re here to help 🙂 Make sure your CV:<\/p>\n\n\n\n

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  • is to the point – tailor the application to the ad,<\/li>\n\n\n\n
  • contains key words – the skills and tasks that were mentioned in the ad,<\/li>\n\n\n\n
  • shows that the application was not accidental – write why you are applying for the position,<\/li>\n\n\n\n
  • highlights your achievements and the tasks you performed,<\/li>\n\n\n\n
  • mentions items relevant in the context of the job – don’t write a full employment history if it will distract from the key things,<\/li>\n\n\n\n
  • talks about what makes you stand out – write in 4-5 sentences what makes you a unique candidate in this recruitment,<\/li>\n\n\n\n
  • is transparent – a clear message is more important than beautiful visuals.<\/li>\n<\/ul>\n\n\n\n

    Additionally, you can see to it that your CV is written on a light background. This will make it easier for recruiters to take notes during the meeting. If you have a blog, a portfolio, run social media channels – show off by including links.<\/p>\n\n\n\n

    \"CV
    CV – 6 seconds for the first impression<\/figcaption><\/figure>\n\n\n\n

    Two-way casting<\/strong><\/h2>\n\n\n\n

    Remember that in the recruitment process, the candidate and the recruiter are equal partners. The lack of an employee is the manager’s struggle that the candidate can resolve. It is not uncommon for female candidates to turn down offers from potential employers, and it is not just for financial reasons.<\/p>\n\n\n\n

    Red flags in the recruitment process<\/strong><\/p>\n\n\n\n

    We hold ourselves to a high standard when it comes to professionalism in recruitment, but we don’t always meet professionalism on the other side. It should be food for thought if a recruiter:<\/p>\n\n\n\n

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    • forgets about a candidate,<\/li>\n\n\n\n
    • does not respond and does not explain the reason for lack of contact after the meeting,<\/li>\n\n\n\n
    • makes the process unpleasant,<\/li>\n\n\n\n
    • comes in late,<\/li>\n\n\n\n
    • is not interested in us,<\/li>\n\n\n\n
    • is not prepared for the recruitment.<\/li>\n<\/ul>\n\n\n\n

      If you notice some of the above in the process, it may mean that the culture of this organisation is not for you. Expect high standards of recruitment and look after your interests. At the same time, remember that there is a human being on the other side, too, so be understanding of any slip-ups that can happen to all of us, after all.<\/p>\n\n\n\n

      A candidate at 100%<\/strong>
      We all know the popular theory that women apply for positions if they meet almost all the expectations. While men send applications even at 40-50% compatibility. Regardless of gender, it may be the case that we lower our value and underestimate our skills. Let’s try to change our thinking about the criteria set out in job offers….<\/strong><\/p>\n\n\n\n

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      • A list of requirements is often the manager’s wishlist – there is often no candidate on the market who will meet all expectations<\/li>\n\n\n\n
      • It’s better to write more than less – sometimes the hiring manager prefers to list more requirements, so that the best candidates possible apply, knowing that they may not find the perfect fit<\/li>\n\n\n\n
      • Rebranding – when a candidate applies for a position below their competence, the recruiter may fear rapid boredom or burnout (important: in your CV or cover letter, show that your application was no accident and justify why you are applying for a lower position<\/strong>)<\/li>\n<\/ul>\n\n\n\n

        Apply where you can grow, even meeting 50% of the requirements, to begin with. If you’re keen on the position, show that you want to learn at this particular company. This way, the recruiter, will not worry that the job may quickly bore you and will be happy to bring a person who enjoys new opportunities into the department. <\/p>\n\n\n\n

        \"high
        high recruitment standards<\/figcaption><\/figure>\n\n\n\n

        The article is based on the webinar “Everything you need to know about recruitment” (PL version only), prepared by talenti.pl – see the full material!<\/p>\n\n\n\n

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