Why the Recruiter Didn’t Call You Back

Technology pros often express their venom for both the overly-aggressive spamming recruiter and the recruiter that doesn’t call back.  However, the group getting inundated with inquiries and the group not getting a response are probably mutually exclusive.  Recruiters provide both groups with a reason to hate the industry!

Whether it is a lack of response to an application to a job posting or the absence of feedback after an interview, job seekers regularly, publicly, and often rightfully voice their displeasure about being left in the dark.  It seems like a fairly minor expectation to assume that a recruiter will have both the decency and the 30 seconds required to at least send a quick email to let an applicant know that the resume doesn’t show the desired skills, or to inform an interviewee that he/she was not selected for hire.  Candidates who take the time to interview have a right to know if they were not chosen, and hopefully will be given at least some explanation.  Yet, based on the volume of complaints, it seems few recruiters extend this minimal courtesy.

After 15 years in the business, I have come to learn that most candidates are grateful to get some feedback on their approach, résumé content/format, or post-interview performance tips.  Delivering the bad news about a potentially life-changing job offer is not an enviable task, and I can understand why junior level recruiters might be less comfortable in those calls.  Once a recruiter makes several notifications, he/she should hopefully learn that it is best to try and extract at least one lesson for the candidate to take away for next time.  Being a recruiter can require equal parts salesman, psychologist, and career coach on any given day.

Keep in mind that the only true benefit a recruiter receives by making these notifications is goodwill and reputation points with candidates, and there is a slight ‘cost’ with taking the time to make notifications (the opportunity cost of the time spent on a notification vs calling the next potential candidate).  I have found that the goodwill earned is well worth the small time investment, and providing honest feedback will differentiate how candidates will rate their recruiter experience.

So why are recruiters not responding to your applications or resume, and why do they not provide feedback after interviews?

No response for an application or resume submission

Your approach made you seem like an arrogant jerk - Most applicants are professional and mention their qualifications or skills with some level of humility and maturity.  Confidence is a rare asset in the software business, but recruiters are much less apt to respond to egomaniacs and candidates who are disrespectful.  There will be other candidates that are easier to work with, so recruiters won’t waste too much time with candidates that seem immature.

You were grossly unqualified - Sadly, a down overall economy produces an extraordinarily high number of applicants that do not even remotely resemble the required or desired qualifications.  Yes, recruiters get pummeled with unwanted email sometimes too.  I doubt that a significant percentage of the recruiting industry’s harshest critics fall into this unqualified category, but there must be a few.  Although I always try to contact all partially qualified applicants, anyone with no relevant professional or academic background will not get a reply.

You appeared qualified, but some detail makes your hire unlikely - Agency recruiting, and particularly contingency recruiting, is all about playing the odds.  If there are a number of candidates for a position, some will stand out as the most likely to be hired while other applications may contain strong indicators of a much lower hiring possibility.  Any perceived obstacles to hire or details that would make a hire less likely, such as unreasonable salary expectations, unclear work authorization or employment history, or a candidate’s mention of multiple current job offers could prevent a recruiter from responding.  Unfortunately, the most qualified candidate can also be the least likely hire based on these external forces.   I suspect many of those that criticize recruiters fall into this category, where the candidate can cite impressive credentials for the position but has some Achilles Heel in their candidacy that they do not see as an issue.

Location –   If the recruiter’s client is in the middle of nowhere and an applicant claims to be open to opportunities worldwide, the odds are not very good that he/she will choose middle of nowhere over somewhere a bit more interesting.  The recruiter is not only competing with many companies, but many more attractive locations.  A candidate’s professed willingness to move does not change this view, as the likelihood of a candidate’s move is typically low if any local employment options are available.  Likewise, if the candidate’s address indicates a long commute, recruiters may be less apt to respond.  Candidates are usually very willing to relocate for very unique once-in-a-lifetime opportunities, but most jobs don’t fall into that category.

The volume of applicants made notification impossible –  Internal corporate recruiters are probably more likely to get an overwhelming response than their agency counterparts, but a large applicant pool may result in some submissions not even being reviewed.  If no human even sees the application, it is unlikely you will get a personal response.

Your application contained a sloppy introduction or résumé - When an applicant cuts and pastes their introduction (today’s cover letter) and neglects to include the proper company name, it lets the recruiter know that this candidate is probably very active and at least slightly careless.  Multiple spelling and grammatical errors will make recruiters question why they should invest time with a candidate who invested so little time and effort in their application.

The job has been filled – One would hope a recruiter could quickly inform a job seeker that a position is no longer available, but if there are many applicants the process could become time consuming.

No response after an interview

The recruiter has no news to give you – Just as recruiters may feel they have little to gain by further contact with rejected candidates, hiring managers may decide their time is better spent on tasks other than explaining to recruiters why a candidate was not chosen.  It is also not uncommon for recruiters to get radio silence from the companies they represent in specific situations.  Managers and execs may be stumped on how (or if) to inform a recruiter about a potential hiring freeze, a funding issue, or management shakeups that could negatively impact their ability to get new hires on board.  If the post-interview decision is a definite ‘no’, recruiters should find out quickly and be willing to share that news with candidates, but based on anecdotes it seems many recruiters completely ignore requests for feedback from rejected candidates.

The recruiter is waiting for the right moment (that may never come) - If an agency recruiter has multiple candidates interviewing for one position, it is in the recruiter’s best interest to keep the client’s top choices ‘warm’ for as long as possible, or at least until an offer is accepted.  A recruiter will not want to tell you “Hey, you are actually my client’s third choice for the role, but our first choice is dragging her feet on accepting the offer, so just hang tight.”  Hopefully your recruiter will provide at least some degree of transparency and insight, but don’t expect that from most.

Your poor interview performance damaged the recruiter’s relationship with the client company - This is thankfully quite rare, but unprofessional behavior in an interview will hurt the recruiter’s reputation and make a call from the recruiter unlikely (and probably unnecessary).

You didn’t follow-up or ask for feedback – Do not expect that a recruiter will contact you independently and unsolicited with interview feedback.  Recruiters with a booming business may be relying on either your request for feedback or the incoming call/email from the client as a  workflow prompt to notify you (I rely on this prompt often), so be sure to contact the recruiter after the interview to assess how you did and to express interest in learning results.  It looks professional and shows both initiative and interest when candidates contact recruiters after an interview to debrief, so make that a habit anyway.

If you are not hearing back from recruiters, take a look at your submissions to see if you may fall into one or more of these categories.  Continue to ask for feedback after interviews, as you are entitled to a timely answer.

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46 comments

  1. Pingback: Geek Reading May 8, 2013 | Regular Geek
  2. newt3k

    Sounds like a high volume of bullshit excuses. This whole article could be avoided by an email form letter. Little to no effort on anybody’s part, and the declined party will still be notified.

    • fecak

      Thanks for the comment. Do you really consider an email form letter to be satisfactory as a notification? If you went through say 2-3 interviews with a company and received a “Sorry, but you were not selected” form letter, I would imagine you would only be slightly more satisfied than getting some form of personal response (which I think candidates that interview absolutely deserve).

      • fecak

        If it beats no answer, only slightly at best, and only emotionally. Unless you need to know for the purposes of other job searches (waiting to hear a ‘no’ before accepting another offer), a plain ‘no’ answer does offer anything other than some emotional closure perhaps. I guess that has some value, and I would provide a simple ‘no’ if I were unable to get more detailed feedback, but the value of a flat ‘no’ answer is minimal.

    • Disappointed

      I agree it sounds like a long list of excuses for unprofessional behavior on the recuiter’s part. The amount of effort applicants have to go through today to get an interview or a job is outrageous. Applicants are expected to send fill out LONG applications (so the employer can have an applicant tracking database), send cover letters, follow-up letters etc…and a recruiter that can’t send a form letter to let someone who has interviewed know they did not get the job…..totally unprofessional.

      • fecak

        Again, I’m not advocating for leaving applicants out in the dark. I admit I don’t reply to every single applicant, but 99% of the applicants I don’t reply to have absolutely no experience in the industry. I recruit software engineers, and you’d be amazed at how many applicants I get that have never done any professional or academic work in the field. If the applicant doesn’t even read the requirements and fails to meet even one single requirement, a response shouldn’t be expected.

        I’m also not putting applicants through a drawn out application process – you can simply send a resume or even a few sentences and no resume to get the ball rolling for my purposes. It is unprofessional to not send letters to candidates who have put in time and interviewed, but I don’t think sending a form letter to a completely unqualified applicant (who surely knows it) is an expectation. If I apply to be the CEO of Microsoft or an airline pilot, I don’t expect them to send me any regrets because I’m obviously completely unqualified and I wasted their time by sending my application.

  3. Barry Cranford

    Thanks for this post Dave. I am quite passionate about the feedback problem in tech recruitment.

    I run a recruitment company called RecWorks, we offer recruitment services in London for Java Developers and like you we strive to keep candidates updated from every application in which they have been unsuccessful. I have to admit that it is not always the first thing done, obviously we are paid by clients so our first priority is to ensure active applications are resolved, then tend to those that were unsuccessful. Back in the day when I was recruiting myself, my personal system was to send a quick semi-standard email to someone as soon as I knew the application was unsuccessful (so that a candidate could consider their other options immediately), then get in touch later to explain the exact details. I was initially concerned that people would be offended by the initial quick email, but I didn’t ever received a complaint about it.

    One thing I wanted to comment on this subject though is that often as recruiters, WE don’t get to hear the specific feedback as to the reasons people weren’t taken on. Of course it’s easier when working with decision makers directly, but often in cases where we have to work with internal recruiters we do not get a full description as to why a candidate was rejected and things they could have improved on. Many clients will offer a one liner such as ‘not right fit’. We always try to push employers to give details as to where candidates went wrong specifically and what they could do to improve either their skills or their interview technique. I think this is a problem with recruitment in general, not just tech recruitment. Trying to articulate the reasons why someone is not the right fit is not always easy, but often trying to articulate what more they could have done is a little easier. We had this happen with one particular client so many times once that it got to a point where potential candidates would refuse to apply for jobs because several their friends had interviewed and been rejected with no feedback. So for any direct employer reading I would always recommend passing as much constructive feedback to the recruiter as possible. At this point in time everyone is worried about tech PR and attracting the right talent, this is certainly something that can affect that.

    I too agree with your point that often the recruiter has no news to give you, I remember a particular example in which I chased an internal recruiter for feedback, daily, for 2-3 weeks. We received no feedback, and no real reasons why, at the same time the candidate was enquiring daily as to what was happening, so we had to keep the candidate as warm as possible to avoid them losing interest in the company. After 3 weeks everyone started giving up and the role went cold… 3 more weeks and the offer came through out of the blue.

    One final point and recommendation I’d like to make is for candidates reading and echoes your final point Dave. “You didn’t follow-up or ask for feedback” As I’ve written earlier, as a company we will always try to keep candidates updated with progress once we have something to tell, but recruiters work in different ways and are often incredibly busy, working 10-12 hour days. If you adopt the mindset that it is YOUR job to chase the recruiter, not the recruiters job to chase you, then you will never be disappointed. Again, I’m not condoning the lack of feedback but offering advice from personal experience…

    Once I had worked in recruitment for a while, I understood how the game worked so I went looking for a new job and dealt with a rec-to-rec (a consultant that handles recruitment for other recruiters). I saw an advert, it looked perfect so I sent my CV with a personal note and then called the recruiter within a few hours. We discussed the role and it sounded perfect, I asked if he was happy to send my CV and he said he would do so later that day. I called back the next day and asked if he had sent the CV, he hadn’t as he was waiting to speak to the client, so I asked him when he was going to, again he said later that day. I called the following day and received a similar excuse. This happened 3 consecutive days, perhaps the client was busy, or maybe the recruiter didn’t like me as much as he said, but in the end I got bored of the excuses and called the company directly, discussed my CV and background and was offered an interview on the spot.

    Whilst I’m not necessarily advocating calling the company yourself, if I had sat back and not kept in regular contact with the recruiter I would not have discovered the truth. As I say this isn’t condoning a recruiter not getting back to you, but purely my advice – if I were you I would stay on top of the recruiters you work with, if they’re not coming back to you then follow up with them and ask whether they have sent your CV and when they expect feedback, then follow up again.

    • fecak

      Barry – Thanks for reading and for the comments. I agree that we don’t always get the amount of feedback or the level of detail that we would like, and the variation in the quality of feedback is relative to the access to decision makers and the willingness of the company’s representatives to share genuine information. If I get limited feedback that I don’t think is helpful, I will debrief the candidate and try to determine where things may have gone wrong in the interview. Simply telling a candidate that you don’t have any news can be helpful.

      Regarding candidates chasing recruiters for feedback, I encourage my candidates to contact me if they feel that I haven’t been in touch for a bit.

      My clients are small and I have access to decision makers with most, so I don’t run into the same problems that other recruiters do. I have worked with larger firms in the past and understand the challenges there. It’s a balance of being an advocate for your candidate but not coming across as too aggressive with your client. I like to set that expectation with my clients from the start, and I let them know that I will want interview feedback within a couple days at worst. I essentially ‘train’ my clients that I’ll be asking for feedback if you don’t provide it in a timely fashion, and soon enough they will be sending your the info quickly.

  4. John Smith

    The reasons given are just pathetic excuses for rudeness from lazy recruiters/employers who don’t know what a hard day’s work is (I’d like to see them in the Army or emergency services, it’d be a nice wake up call)

    • fecak

      John – Thanks for sharing your opinion. Regarding your comments on a hard day’s work, it might be a bit shortsighted to think the recruiting industry is full of people who don’t know a hard day’s work. If you want to see recruiters in the Army, I’m sure you will find plenty – a quick search for “Army recruiter” will yield plenty of results (it looks like there are more than 8,000 Army recruiters). Many of those Army recruiters may go on to recruiting jobs in the industry.

  5. Robert

    Is it appropriate to constantly ask the recruiter the status of a job. I had 3 interviews over a 3 week period. My final panel interview was 2 Mondays ago. I was told by hiring manager a decision will be made within a week before leaving. I checked with recruiter that Friday and he said he should hear Monday or Tuesday due to holiday. I didn’t hear back Tuesday so checked in with recruiter and said by Friday. Didn’t hear back by Friday at 3pm so emailed again and he said by Monday or Tuesday. I specifically asked if he can see if I am still a candidate and replied yes, definitely a candidate. It is now Tuesday, 2.5 weeks after interview. Am I given the run around? If I am not being considered I would like to know so I can move forward and not stress over this. What should my next step be with the recruiter. Would love to contact hiring manager directly but don’t think it is appropriate.

    • fecak

      Sorry to hear. So you are working with an agency recruiter? It sounds like you have been written off and perhaps you didn’t perform.

      • Aisha

        Even after a long wait, they don’t seem to be bothered at all. E-mails fell on deaf ears and even no courage to inform the candidate that “sorry you are not the person we are looking for”.

  6. Robert

    I applied on a job board and the recruiting firm called me and set me up with the 3 interviews. The reason why I asked the recruiter to find out if I am still being considered is so I can stop asking about the position if I am not. This is the first time I have used a recruiter so I am not familiar with their tactics. But I do want to reach out to him again tomorrow. Any suggestions on what I should say? Can I essentially ask him to call the company for a definitive answer one way or the other?

    • fecak

      I think the best tactic here is to resign yourself to the fact that you probably didn’t get the job, move along, and if they come back to you with an offer then even better. If they were very interested, you would have heard some feedback by now. Either they are interviewing several other candidates, maybe waiting for budget to be approved, or many other reasons for a delay. Move along, and if they come back to you then you will have a decision to make. If you really want the job, let the recruiter know and perhaps the recruiter can try to be more aggressive.

      If you don’t care much about the recruiter relationship and you really want the job, I’d say go ahead and call/email the interviewer and tell them that. Might work, and you have little to lose. Good luck.

      • Aisha

        Move on, there are thousands of companies who are hiring, always remember that they need you and you don’t need them (sort of optimism)

    • MN

      Don’t say anything to the recruiter that jilted you. That’d only be like water off of a duck’s back. People either get why it’s inappropriate to behave this way, or they don’t. Or they don’t care.

      My advice, FWIW, is to accept that you didn’t get this particular position this time around. If you want some revenge on the rude recruiter, just pass on the details of the role to a recruiter that you trust more, including the name of the hiring manager, their contact number, the job spec, and any useful information that may help other candidates. Just tell them to leave your name out of any approach they may make to the hiring manager.

      Nothing says “fcuk you, rude recruiter” like ruining their chance at commission by introducing the hiring manager to a more ethical recruiter that’s less likely to damage their employer brand by treating candidates badly. And you’ll be creating good karma for yourself with the recruiter that you do a favour for. The only person that loses is the first recruiter that didn’t have the courtesy to let you know either way. Given that they could have saved their professional reputation and commission by sending a simple “thanks but not” email, you shouldn’t feel too badly for them.

  7. RP

    FWIW, I’m not interested in feedback. I’ve been doing what I do for a very long time, and consequently I know that even if I’m not the right fit for one prospective employer I will be for many others.

    What I am interested in, though, is knowing whether I’m dealing with an ethical recruiter or not. I always know when I am, because they always let me know whether I’ve been selected or not in good time. I don’t expect feedback from every single application I make (that’s too much to ask) but if you don’t get back to me when I’ve taken the time to interview, even if it’s just to say that you’ve had no word from the hiring manager yourself, then I’ll never attend another interview for you. I’ll call you about any roles you advertise and that I’m interested in, and I’ll get details of the prospective employer you’re representing, but I’ll make some excuse and get one of the other recruiters I trust more to present my CV to any future prospects.

    Manners cost nothing. A lack of manners can cost you a great deal when you’re dealing with someone that’s been around as long as I have.

    • fecak

      Well put, and I agree with almost everything you say. I’d only disagree with not being interested in feedback, as that seems to be wasteful of an opportunity to learn something valuable. Otherwise, good points.

      • RP

        Assuming you have plenty of other options, feedback from a prospective employer about exactly why they didn’t want to hire you is about as relevant as feedback from a blind date as to why they didn’t fancy you. Embarrassing and awkward for them to have to justify that type of subjective opinion, and needy and presumptuous of the candidate to ask. Fair enough, if you’re getting rejected by absolutely everyone, find out what your problem is and strive to fix it. But if one person doesn’t get what you’re about, just move on and don’t let it phase you. There is no one key to success, but the key to guaranteed failure is trying to please everybody, including people that will never get what you’re about.

  8. Harry potter

    I simply don’t care about the opinion of recruiters to my skills/CV, if they think I’m a good resource for the company, good, give my a call or send me an email. If not, don’t worry, I will not cry, there are other opportunities…When I look for a job I do something like 10 applications each day how can they expect me to remember the name of their company lol

    • fecak

      There is someone out there for everyone, so you are correct that you shouldn’t worry if one recruiter or company isn’t interested – someone else will be. But it is often useful to know why they weren’t interested, in order to anticipate what others might think about you in the future and to develop a strategy to proactively overcome their objections.

      Ten applications a day is quite a bit. That probably takes quite a bit of time if you’re doing it right.

      Good luck.

  9. Michael

    I have been working with a recruiter and have gone through the whole interview process. The hiring manager really liked me. The last time I got any solid information from my recruiter was a month ago. She asked me about my availability and said the hiring manager wants to move forward with me.

    But now each time I ask for an update (it has been a total of two times over the course of this painstaking month) it feels like she’s blowing smoke up my ass with the “there are some internal transitions taking place…some delays…etc etc” Looks like she might be using the “warm” technique.

    My question at this point is: Would it be a bad idea for me to contact the hiring manager directly with a letter reminding him of our meeting and if he has any updates to let my recruiter know about my status on the position?

    I don’t intend on putting any of my personal contact information in the letter. If they haven’t made a decision yet I figured it’d be a good way to keep me fresh in their heads.

    What do you think fecak? Should I ask the recruiter to send this letter on my behalf or should I just drop it in the mailbox tomorrow without notifying her?

    Thanks for the input.

    • fecak

      If you contact the hiring manager directly you probably burn the bridge with the recruiter while doing yourself little good. I assume this is an agency recruiter (and not an internal recruiter for the company)?

      • Michael

        That’s correct she is an agency recruiter. The thing is I’m afraid that if I ask the recruiter to send it she might not do it…considering the lack of substance in her last two emails about my status. I don’t want the recruiter to feel like I’m stepping on her toes by going straight to the hiring manager but at the same time I don’t want the hiring manager to forget about me! Nearly a month passed and no response from the company after such promising news just seems odd to me.

      • fecak

        But here is the deal – if she is working on contingency with this company, she wants to maximize her chances of filling the job. She definitely wants to keep you warm if you are a legitimate candidate. She probably has no reason to favor another candidate over you, unless there is a significant salary difference.

        What I’m saying is, if you are hearing little after a month, perhaps she doesn’t know how to let you down. Is she new to the biz?

        After this long, you probably have little to lose by going over her head (other than the relationship with the recruiter) – I’m not sure how much you have to actually gain at this point, but the only confirmed loss is that recruiter relationship. The only other potential loss is if the company feels that your action of knowingly bypassing the recruiter was some ethical violation.

  10. Michael

    Well from what I gathered in our conversations she has been working with this company for quite a long time and the biz in general…so I can’t imagine she’s having trouble letting me down. Do you think that if I clearly stated in the letter to forward any information about my status to my recruiter – (and I don’t include any of my personal information phone #, email) it may ease the blow between me and the recruiter and look more acceptable/ethical? I want to show the hiring manager that I am still genuinely interested in the position and not just trying to undercut the recruiter somehow by sending him a letter directly.

    • fecak

      I’m not sure how you could request your status be sent without identifying yourself? How would the manager know who your letter referred to? If your recruiter has been in the business for a long time, she should know what she is doing.

      Do you think she has info that she isn’t giving you? Do you think she is not being aggressive enough in pursuing feedback? I’m guessing this is a big company based on the length of time it has taken – small shops tend to move much quicker.

      For your sake, it’s probably time to move on emotionally and accept that you probably didn’t get the job. You still could obviously. Perhaps tell the recruiter that you are very interested but are going to pursue other opportunities because they have not shown interest – if she thinks you have a shot, she will discourage this; if she knows you have a very slim chance, she may encourage it.

      The bottom line is that she gets paid if one of her candidates gets the job. You are one of her candidates, so her financial incentive is to get you the job here, and if not to get you a job somewhere else.

      • Michael

        Some good news! I sent a letter to the hiring manager last week and my recruiter let me know that I was given an offer. However I’m a bit concerned about another issue now…

        I have 2 DUI’s on my record – the most recent being in late 2010. After I was given the offer, I let my recruiter know that I have been convicted of DUI in the past. She was upset that I didn’t bring it to her attention earlier. I explained that I didn’t want the company to define me based on that information which is why I didn’t bring it to their attention earlier.

        This is a healthcare company – however I would be working in the IT department at the corporate office. There will not be any interaction with patients or medical staff.

        Do you have any idea on how lenient/strict these types of companies are about hiring people with DUIs? Thanks a bunch.

      • fecak

        I know this isn’t probably what you want to hear, but if it’s a large company and they run a background check I imagine the criminal record could eliminate the offer. If it’s a smaller company, they may not even do a criminal check. It really depends on the company.

        As for the recruiter, if she didn’t ask then shame on her. You may have wasted her time and yours potentially, but it is her responsibility to ask about any potential snags that may come up.

        I hope it works out for you.

  11. Aisha

    I have been into job interviews from the last 2 months and every application I reached the second Interview all with CEO and COO of the company. But whenever they hear my salary expectation, it looks like they want to faint or they cannot digest at all. I have 10 years of solid experience so I have the right to ask for a better remuneration. I worked in HR and I even manages Talent Acquisition and I know the pain of being an applicant and a good candidate for a certain post. As an HR or recruiter, it will not take much of my time to inform the candidate if they are selected, short-listed or rejected. I know the feeling of being dumped in the middle of nowhere.

    These companies I had interviews with, even after sending e-mails of Thank You note and follow up for my application, they did not even bother to reply. I just checked by phone if the person was around or on leave because of no reply to e-mail, and amazingly they are in the office. It means they read my e-mail but tried to be numbed and ignorant. I am so totally upset how these so called professional treated their applicants. I believe that it is applicant’s right to know her status specially if she reached the 3rd or final interview. I know they are busy with other office stuff but sending a message that ” sorry we regret to inform you that the position is already taken”. Is it hard to do that? So now, the lessons I learned, it does not matter how prestigious the company is or how big it is, but I don’t go every call for interview. I am checking how the interviewer or the callers talked, if he/she cannot give my expected salary, better not to waste both our times and effort.

    • fecak

      If every person is reacting the same negative way to your salary expectation, the problem would appear to be with your number. Regardless of how well you feel you can justify your value, if every company you talk to thinks that you are overpriced, then I’d have to assume you are indeed overpriced.

      One of the reasons they might not be replying is that perhaps they felt you have wasted their time. If I were going to hire a recruiter and I decided to bring someone in for an interview, and after the interview that person said “I’ll take the job if you pay me $800,000″, I would not return the person’s phone calls or emails.

      I’m not suggesting your salary request was as outlandish as this example, but from the sounds of your anecdote it appears that you could be well above what is market rate for your job.

  12. Antonio Stevens

    Here is my question. I recently finished my third interview just last week with a company. As I was leaving the Director and HR manager went on a long bit about how I would hear something this Friday regardless of me receiving the position or not. They did this completely on their own as I didn’t even bring it up. Well here it is Monday, no calls, no emails, and no contact at all. I’m a bit on edge and frustrated because at my current job, I was put off for two weeks with no feedback and until I went to the HR manager regarding an internal position that I was submitted too at the time. , I had no idea what was going on. So what should I do? Wait or attempt to make contact? Keep in mind, this is a direct hire opportunity, no third party recruiter. It is sheer frustration why people do this nonsense.

    • fecak

      They told you Friday. Today is Monday (where I live anyway). Not even a full business day has passed. Things happen, people get sick or take days off (particularly Fridays in the summer months, and it is also summer where I live anyway).

      Let’s at least give them a day or two before knocking on their door asking for an answer.

  13. Ha

    Dear Fecak,
    I’m currently looking for a decent job with no less than $30000 a year, I apply to 5-8 different jobs a day mainly on the major job websites, Sometimes I get one phone call from the company asking me some questions and they say they will call me back for more details but they never do! or I apply for some retail or none retail management positions(of course based on my experience) they never call me or when they do they offer me a low position to start! having over 3 years experience of working as a sales manager but I’m offered a customer service rep position for $10 an hour it’s ridiculous! what am I doing wrong? I feel like I’ve been humiliated!

  14. Jessica

    I just finished my 7th interview (I repeat…SEVENTH INTERVIEW) with a company. My recruiter told me 2 days ago that they would tell me the next steps within’ 24-48 hours. I e-mailed them earlier today…no reply yet. The interview process has been going on for 2 months now…I literally pray that it will end soon, and that they will give me an answer either way.

    • fecak

      Either you really want the job or have quite a bit of free time. Either way, good luck. If it takes them 7 interviews to figure out whether or not they should hire you, chances are they need to reevaluate their hiring process. I don’t know many people who would be willing to invest that much time in the interview process.

      • Jessica

        They are dragging their feet a lot because they all keep going out of the state or country for “business purposes”. It quite annoying. I’ve interviewed once every week for the 2 past months, and they just keep pushing me off to different departments. I don’t even know what to think anymore, Fecak! =(

      • fecak

        Seven interviews, and delays due to national and international travel. Hmm. Are you interviewing for a position on the President’s cabinet?

      • Jessica

        I can’t even desricbe to you how much this whole process is burning me out. I have interviewed once a week for the past 2 months with this comany. They keep passing me to different departments because people I need to be interviewing with keep “going out of the country for business purposes”. I don’t even know what to do or think at this point, Fecak. It’s such a mess. I just want it to end, because I can’t deal with how much stress this is anymore =(

  15. Daphne

    I have applied directly to a company, however after 2 days the director sent me an invitation to Linkedin and it is now 4 weeks and response. I would ideally like to send an email asking for feedback and why I was not selected for an interview, but do not want to seem desperate. The role is perfect, I have the credentials, experience and qualifications yet no response.

    • fecak

      It’s a bit odd that the director would connect on LinkedIn but not want to interview you, unless perhaps the director had someone tasked with linking to all applicants (which would be odd). Just because it’s been 4 weeks doesn’t mean you weren’t selected, but it may be unlikely you will hear from them at this point. You could message the director on LinkedIn, thank him/her for the connection, and see if that position is still available or if any others have opened up since that could be a fit for your background and qualifications.

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