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. Getting a second set of eyes (such as a friend or a résumé review service) may help find the issue.

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.

If you found this post useful, you may find my ebook Job Tips For GEEKS: The Job Search even more helpful. Follow Job Tips For Geeks on FacebookTwitter, or Google+.


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

    Good tips, I have a recruiter that sucks 3 interviews and I was always bypassed she got a bad attitude I wasted my time, money and effort for what, so they can make fun of me. Hope that one day when the tables are turned they get what they deserve fired from their jobs

  3. Random

    What about circumstances where you are beginning a job search, you contact a recruiter inquiring as to the state of the market (or to say you’re interested in working with them to find work), and the recruiter simply doesn’t follow up? Let’s assume this is NOT due to an unqualified/inexperienced candidate – it’s a recruiter who has placed you before and you are seeking positions commensurate with your qualifications and experience.

    • fecak

      That could be a number of things. Are you sure the recruiter is still in business? Maybe the recruiter just doesn’t have anything for your background and doesn’t want to waste your time. Could be any number of things. Keep in mind that recruiters don’t make any money if they don’t get you a job – so any time they spend with a candidate will be a waste of their time (in the short-term anyway) if they don’t have a client that will hire you.

      • Random

        Recruiter is still in business for sure. The question that I asked was basically to find out if there was anything that fit my background – is there stuff out there for me at this time or not? I have had a similar conversation with other recruiters and they have all responded, whether affirmative or negative. I don’t really see the advantage of not responding to such an inquiry (especially given that they have placed me before).

      • fecak

        There is absolutely no advantage to not responding in this situation unless the recruiter is absolutely sure that you provide no value to him/her. No value could mean the ability to place you in the foreseeable future, in addition to not seeing you as a potential client in the future, as well as not being a potential source for valuable information or leads in the future. You’d probably have to be fairly troubled for someone to not see you as at least one of the above.

  4. Bhakti

    I have very odd problem.
    First this recruiter contacted me first for a job opportunity.

    After a short interview (via email), he promised that he will give me the brief of the first project in the next 4 days.
    But he didn’t, I reminded him and he answered that he will do.

    So, I’ve waited for 10 days without any email just like he promised.
    I sent him another email, but this time he didn’t answer at all.

    I don’t understand about this recruiter, his first email was very nice.
    We agreed about the salary for this job. But why he doesn’t call me back?

    • fecak

      This sounds like the recruiter changed his mind about talking to you. If you received an email about a job, that same email may have gone to hundreds of other candidates. Perhaps the recruiter received 10 replies. He then would decide which of those candidates was most qualified and likely to accept a position, and would focus on that group of candidates.

      Most recruiters don’t want to hurt your feelings, so instead of telling you “I am going with somebody else”, they feel that it’s nicer to tell you nothing. My opinion is to be honest and tell candidates when they are not a fit, but most recruiters would rather not give negative feedback.

  5. Barb

    I had a job interview on Wednesday and I was told that there’s another candidate that the company will be seeing on Thursday around 6pm… my assumption was that I will get a phone call either with “yes” or “no” on Friday as the person who was interviewing was going away on holidays on Monday. I have asked for a feedback whatever this will be (even if it’s brutal lol). I had feedback straight after the interview that I have pulled it off and the interviewer loved me and I had all the right answers (this is how I have got to know that there another candidate following day) … but now it’s too quiet … I don’t want to call the agency because I feel I would sound needy when in fact I am not – I do have an employment …but this role could be a new way to climb up a career ladder for me – should I worry about this or forget that I had an interview …

    • fecak

      So the interview was last Thursday with the other candidate and it is now Monday, and the manager is going away today. I think it may be a bit early to give up hope that you may be getting a job offer. Calling the agency isn’t going to change anything, but you obviously will want to know an answer. Maybe contact the agency tomorrow to see if there was a final answer provided yet.

      There is no sense in worrying – that won’t help anything. Stay positive and hopefully it will work out for you. Good luck.

      • Barb

        thank you for a quick reply – I guess you are right… I had a phone call last evening to say that it’s looking positive and the agency is waiting for a “big fish” to sign the approvals off, but there was no indication whether I am in or not … positive doesn’t really explain where I am with things … and I am still waiting for big news. This company would be a Christmas wish coming alive so fingers crossed for a miracle :)

  6. bikeman

    lets face it recruiters are just salesmen, if you’re not of value to their next sale they don’t give a $hit about you. Common decency is not in their vocabulary. Recruiters, estate agents, double glazing salesmen – they are all just $hits.

    • fecak

      Recruiters are salesmen, no argument here. We “sell” jobs to people, and we market people to jobs. But to think that salesman don’t care about the quality of their product is a bit of a stretch. Why can’t recruiters be both salesmen and also care about candidates? The truth of it is, recruiters that don’t treat their candidates well won’t be in business for very long – you can make a living with a bad reputation. The better you treat your candidates, the more money you are likely to make (in the long run). Find a recruiter who has been doing it for a while, and you’ll find recruiters that care about their clients and candidates.

  7. Basil

    I have read more than one article about recruiter don’t call you back or whatever. I start to believe that recruiter playing a psychologic game as the unemployed peoples become so sensitive and so vulnerable, easy to drive them frustrated.
    as you are unemployed you have been cursed, till someone remove this curse. you have to struggle.
    sometime recruiter ask you to do a task and you do it perfectly especially programming, you know you have done it and they tell you this is not strong enough.
    I have seen this year lost of curse. and I don’t know when this will be removed.
    Hire process it is a big unfair game.

    • fecak

      I would say that the reasons listed here apply equally to both employed and unemployed candidates. I would agree that a job search for unemployed candidates can be more difficult, but that is typically after long-term unemployment. Someone who has been unemployed for a short period of time that has a reasonable explanation for the period of unemployment is no less attractive to a recruiter than someone who is employed, and I could make a strong argument that a recently unemployed candidate (via layoff usually) who is immediately available for hire is even more attractive than someone who is already employed (no possibility for counteroffer, more likely to accept a job, etc.).

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