small__9046508025Today when candidates apply for a job, they’ve been led to believe that they should expect a whole gamut of things. They want a personalized email confirming that the application was receive, a timely follow up email letting them where the process is, if they didn’t get the job, they basically want career coaching and then a tweet thanking them for applying. These insights might help to balance out expectations.

Leave out the Headers

What does your resume look like? Is your name, address and cell centered right underneath your name in bold? Well this could cause problems with an applicant tracking system. They’re all different, and many of these ATSs skip the header and the footer, meaning your resume will come in with none of the pertinent information, causing the ATS to then dismiss it. Don’t get bitter, get ATS optimized.

It Might Not be You!

Quite often corporate recruiters will be expected to list jobs that they will not fill. Sounds crazy right? In a lot of instances, hiring managers will know exactly who they want to fill internally, or have their own external hire in mind. Sometimes, either for legal reasons or to hide nepotism, hiring managers will have recruiters go through the motions only to hire their own pick.

Referrals Matter

If you’re wondering whether or not it matters if a current worker turns in your resume on behalf of you, it down right does. Going back to the ATS, some will assign value or priority based on where or who they come from. This is a great tool for corporate recruiters because they can keep track of those who send in quality referrals. They can also offer a tailored candidate experience based on priority that they may not have caught without the help of the ATS.

Black Holes Exist

Corporate recruiting is no joke. In this industry, recruiters can expect to encounter more resumes, screenings, applications and interviews than they could ever possibly handle. The truth of the matter is many resumes will go unseen due to the sheer volume of applicants. Recruiters are getting great at casting that wider net with social, marketing and branding, but they’re still playing catch up on the processes.

Sometimes They Just Need to Fill the Seat

Again with the numbers issue, it can sometimes come down to just getting someone hired. This can potentially mean choosing at random from an initial screening, or never even seeing a majority of the candidates’ applications. “Just pick one!” does happen.

There is a secret No Fly Zone in Corporate Recruiting

It’s a secret because it’s illegal. Some corporations have agreements in which they will not hire employees from one another. They do this to safeguard their human capital from poachers. They also agree to this to guard the intellectual property that could potentially come with them.

It’s Not All Lies

Corporate recruiters have to deal with a lot of issues that are out of their hands, policies that don’t makes sense to them and tools that are not ideal. When they tell you they have your resume on file, they do! When they thank you for coming in, they mean it!

The main thing to remember when working with a corporate recruiter (regardless of the fluff) is that they aren’t there to coach unqualified candidates on what they could have done better throughout the process. They aren’t there to find candidates a job. While an aim is to always be as helpful and informative as possible, a corporate recruiter’s real job is to find the right candidate for the organization.