I had a CV from a candidate around 6 weeks ago. We had a few initial emails and several diarised calls failed to happen. I do a weekly email round up of the latest opportunities that I am working on (let me know if you'd like to receive it!) so I thought, OK, I'll park it there, there's only so many times you keep on trying. Then last weekend, a message to apologise for the ghosting (honest at least!) and an explanation that they'd thought they were a shoo-in for a role that turned out not to be.
Over the years I've worked in recruitment, I've learned to play the long game. If I can't help someone now, I'll help them in the future, they'll recommend me to colleagues, they'll become a client - if I've done things the right way! So whilst I am very much a recruiter with a personal/relationship building model, my database is my absolute main tool which is why I am still around. There are plenty of recruiters around who don't actually have a database, they just live on LinkedIn. I can't actually avoid LinkedIn, I would be a fool if I did, however, it's a part of my toolbox, and actually quite a small part.
As usual, I digress. That certainly isn't the only 'ghosting' experience that I've had. It's quite funny that when I have lots of applications for roles, it's the candidates who actually match the role requirements who are often the hardest to get hold of! For the best (placeable) candidates, I'll always keep on trying with regular comms.
Also interesting are clients. Now, we're currently working in what I consider to be the worst market conditions I've ever experienced in recruitment. There are roles around but there area lot of challenges. Far fewer roles, far more candidates looking, far more candidates sitting tight and not prepared to take risks, roles being pulled at second stage interview, redundancies being made after 3 weeks of a new role starting - and that's just some of them! Understandably world events are creating a huge amount of uncertainty in the business community and clients will often brief me with an understanding that 'I'm waiting for something to land'. It's a shame that it's often at the last minute when things do fall through. I'm fine with all of that, I know conditions are tough for many agencies.
Occasionally though, a new client comes along with a brief. I commit to helping them, I provide CVs....and then....nothing. I chase, then I chase again. And the challenge here is keeping applicants in the loop. Giving feedback is a non-negotiable in recruitment and even if it's a 'no', I like to know that. In most cases, roles have been pulled, in some cases the HR Manager themselves have been made redundant. It's not feasible to provide daily feedback so I do try to manage expectations whilst keeping the applicants hopeful (often, this delay backfires when candidates feel that this is a red flag for them and the client isn't serious/professional/courteous).
What I do find though, is that as with candidates, I keep on communicating. Not too much, not too little, just keeping in touch. Being in the right place at the right time is a big part of being a recruiter. That, hard work, consistency, persistence and a little bit of luck.
It's very true the old adage. The harder I work, the luckier I get. Even when the market is tough and even fewer of the controllables are controllable!
Stay in touch!
Fiona, 28 June 2025.