September 14, 2010
If the job listing says 'no calls, please,' should I call anyway?
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NWjobs
Many candidates in my career search optimization seminar ask me, "Can I call a recruiter about an opening even when the job listing specifically says 'no phone calls please'?"
The answer is "Yes," and several of my clients have gotten interviews and landed opportunities by ignoring these messages. It's all about using the correct strategy and phone techniques that anyone can learn and master.
"Do not contact us" messages are gatekeepers to reduce the number of unqualified submissions. Most job seekers simply find the message intimidating. And strong qualified candidates don't contact the employer because they think their resume is good enough. They make poor assumptions that recruiters actually have the time to read several hundred submissions.
In my talks with HR, recruiters and hiring managers, they all say if the candidate isn't lucky enough to get their resume noticed through the employer's Applicant Tracking System (ATS), they are out of luck. The dilemma many face is that they want to follow the HR rules, yet they fear they might not hear back (which happens many times).
With the correct phone techniques, you can increase your probability of getting noticed positively by the corporate recruiter. Remember, at the end of the day, they want to fill the role and move on to other duties. While part of their job is screening candidates out, it also includes looking for top talent. If you're top talent, you have to make sure you're noticed, or you might miss out to someone who has better optimized their resume.
Before submitting your resume to a company, I suggest you look at your network and see who currently works there or might know someone who can get you introduced. In the perfect world, you would send an e-mail to your contact, they would do the employee referral and the next day you would have an interview at the company. Realistically speaking, introductions can take time, and if HR is serious about filling the role, you could miss out on a great opportunity.
Using the following technique as a blueprint, here is what I suggest you do:
- Call the main corporate number and ask who is working on the particular role for which you're interested in applying.
- If the receptionist doesn't know, go on LinkedIn and find a name of someone in recruiting. Call that person and see if he or she is the one in charge of the position.
- If not, ask who the correct contact is, write down the name and hang up the phone.
- Call the main receptionist back and ask to speak to the correct contact. The receptionist should be able to transfer you.
Note: If you sound like a nervous jobseeker, you will be caught by the gatekeeper and will have to try this technique another day. To make sure you succeed the first time, simply ask to speak to the contact name as if the person is a colleague or as if you have an appointment with him or her.
- Once you have the contact on the phone, say "I noticed this particular job description" (state the title or number), "and I have a couple of quick questions for you."
Note: The words "quick" and "couple" are the key to the recruiter remaining on the phone. If you don't sound urgent or take too much time trying to build rapport, you can lose their interest and they might reply with, "All qualified candidates must apply online. You'll be contacted if your background is a good match."
- Follow with, "Have you started interviewing for this role yet?" and "If so, what has been the hiring manager's feedback about the ideal candidate?"
You'd be surprised how much information these two questions will reveal. The first one will give you a sense of the recruiter's urgency and a glimpse into their hiring process, while the second question will give you a final opportunity to customize your resume to the exact needs of the hiring manager not found on the job description.
- End with, "I would love to apply for this opening, but if I'm not the perfect fit, I'll try to help you fill this role by sending referrals."
There are a couple powerful statements hidden in this sentence. First, you have offered your generosity in helping them fill the role, which compels them to look at your resume. This could be all you need to get the interview.
Second, by saying, "...if I'm not the perfect fit," you are employing what is called an "embedded suggestion." In psychology, we learn that our subconscious brain does not hear negatives. (Example: You tell your child, "don't go into my bedroom," and he hears "go into my bedroom.") In this case, the recruiter hears, "I'm the perfect fit."
While I've given you a high-level technique and encouragement to reach out to recruiters when pursuing a job opening, I'm hoping I've also given you enough details to get started right away. If you have questions on this technique, or have thoughts to share, put your comments below.
Paul Anderson of ProLango helps professionals in transition find their desired employment.
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As a hiring manager, I was appalled to read your advice to applicants about getting phone calls past a "no calls" request. All our jobs listings say "no calls" and here is what happens when someone calls anyway:
1. A big note gets added to their file making sure they will never get an interview.
2. I learn that either they don't think following instructions is necessary, or that they don't track details very well.
3. I learn that they are more concerned with taking care of themselves than with building a partnership with the company.
4. I learn they are willing to waste the time of various employees.
5. I learn that they don't understand that beginnings of relationships are fragile and important. This attitude will probably continue with any relationships they need to build while working here.
You need to be careful John. You are potentially in violation of several employment laws as applicants might not have access to technology. Your blacklisting of candidates is a liability.
If job seekers don't take the extra effort to gently make the employer aware of their qualifications they'll be sitting home for a very long time.
You can't build a relationship until you can make contact first. Thanks for blacklisting them because they're trying.
John sounds like someone nobody would be interested in working for anyway. Order takers don't make for great employees.
What is a company supposed to do, then, if they truly do not want phone calls from applicants? This article's advice to call anyway when an ad says "no calls, please" sounds like game playing, on both the applicant and company. I appreciated John Peekstok's comments, telling it like it is. And I wouldn't mind working for him!
Amongst the millions of unemployed, and the associated 100 applicants plus per job listing, there are several candidates who will closely match a positions needs. Amongst the recruiters, by in large, there are also several who might not get it. They may not be able to figure out how one persons skills and experiences are correlated. As one of those applicants, I have on several occasions made the recruiters job easier......I contacted them, and on occasion even went over their head to obtain a shot at a position. Hire for passion, innovation and then look at previous experience and skills/education. If you don't, you are likely looking at the wrong candidates.
"Order taking" does indeed help to make for a great employee, be they janitors or Execs! If I am paying you, you had better be ready to follow my instructions. I am sure there are some "local culture" things going on here, but I can tell you if you called my employer when her ad said "no calls please" she might actually take the time to grab your resume and shred it personally. There is NOTHING illegal about that whatsoever. All the "technology" you need to apply for jobs is access to the computers at the library, or a fax machine, and a phone. If you do not have at least that the blunt truth is you can't get a job in the 21st century.
HR is the worst investment a company makes. They don't do anything worth the money. I could put all candidates names in a bowl and randomly pick and still pick a better employee than any HR could. HR people are always making their job harder to make it seem important and always on the defensive. Instead of blowing money on advertising, screening, interview, test day etc etc, spend that money on training from the start. There is no such thing as ideal candidate!
In my place of employment, I was promoted from a phone agent to a global director of multiple sites and flown all around the world while making buku cash because I A) understood the reasoning behind the instructions then B) DID follow the instructions that helped to reach that goal and most importantly, C) DID NOT follow the instructions that were obstructing the goal, thereby resolving numerous issues that were preventing success of their global support program as a whole -- much like calling despite being told not to by text on a page. It does serve to weed out the vast majority who don't think outside the box, don't care enough about working with the company to make it happen, and have no problem solving initiative & skills; however, those who overlook it are probably fairly confident that they're a proper fit, and are going to take the initiative to do what they have to do to give the company a proper chance to utilize their skills.
Computers do most of the initial screening, usually at least 2 steps before any HR personnel actually get to screening someone. Working for the largest computer company in the world, originally in tech support, networking, and IT; I can say with some expertise that computers, while often merely doing what they're told by their human operators, are machines that don't have the ability to think for themselves -- they just process the data that they're provided in the manner that they're instructed.
This means that you're by default letting numerous extremely well-qualified candidates slip away without ever having their résumés seen by a human being who is actually qualified to make a decision. For example, I am terrible at cover letters and résumés, but I have been able to do what ~30 people who have tried in the past failed to do, thus saving the company over $30 Million per site per annum (across roughly a dozen sites). If it were up to a computer's résumé crunching algorithm, they would've simply passed me by.