why do recruiters ghost

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everybody thank you again for tuning into guidance counselor to point out very excited to have you. So today we're gonna talk about why recruiters goes people. So this is a topic that I get a lot. This is a topic that is very sensitive to the job seeker. I think the biggest issue that most people have with recruiters is as we go as people. So before we dive in, I want to give a shout out to a few people. One, obviously my team, Alex Poole designed as all my graphics. We got Summer Letting10 who's redoing TaylorDess and dot com. If you need a website help she's incredible from an information architecture perspective.

The question she has asked me has been pretty unreal. Drew Skeleton who does my video editing brand in R of A, Brandon's coming down this weekend. We're doing some pretty cool filming this weekend. I can't wait to share that. So he's with Brandon 78. If you're wanting to get your brand up and running, he's a good resource for you. And Lexington. Also if you're a hiring manager and you need help hiring anything from to admin assistant position to senior engineers to whatever. I love the work with you in 2021. One of my goals that I set for myself for this live show is to work with five new clients.

So again, if you have or having hiring issues or need help hiring or just hate your recruiting partners in one and audit on them, I would love to do that for free. So I love to hop on the phone with you and just see how your recruiters are doing things and I can maybe give you some tips and tricks on how to deal with recruiters from that end. So again, let's go and dive in. Why recruiters goes? So I first want to give a little behind the scenes of how recruiters operate. I think a lot of people think we just sit around, answer some phone calls, answer some emails and then we hang it up for the day.

That's very, very not true. So one thing that I wanted to first give you an idea about is the amount of people that I have to meet on a weekly monthly yearly basis. So typically, typically when it comes to typical metrics, our at VACO, you have to meet around 15 people a week, 12 to 15 people a week. All right. So I've been doing this now for nine years here in Nashville for six. And so that being said, if you do that math, a typical human being meets 520 people a year. Right. I'm really bad at math. There's 52 weeks in a year. Let's just say 10.

You average 10. So it's 520 people that we have to meet any year. Right. If you do 15, I'm going to do math real quick. I actually came from a phone. Oh, my phone's up there. That's why. I think it's like 15 times 52. I think it's like 700 something. Right. So that is a ton of people that we were meeting. Not to mention we have to, when we meet somebody, there's a lot of administrative stuff that we have to do. Right. We have to get your information. We have to put it into our system. If we have a techy value, we send you the techy value.

We ask for references. We do all those things before we even submit you to one job, let alone if we have five or six jobs that fit you. And so then that takes time because then we got to work with our sales people and all that. There's a lot going on. So if you're compiling this, I have met now in my career over 4,000 engineers, 4,000 software engineers. Right. That that just adds up. Right. So again, 520 people year after year, not to, and you have to maintain those relationships. And then you have to submit them. You have to close the deals. You have to make sure that your consultants are happy.

Right. I have about 25, 30 people working for me across Nashville, actually across the US now because we're pretty much fully remote. So that just adds up on itself. So I'll tell you this. If a recruiter goes to, they may be busy. Now are they busy? That's another situation. Right. A lot of recruiters aren't good at what they do. That's why recruiters in a nutshell. That's why what we do, we have a bad name. Right. Recruiters in general have a very bad name. What we do, annoys the ever living daylights out of people. And so what I want to tell you is I would check in.

Right. One of the biggest issues that I have with job seekers is they complain about recruiters. They complain about recruiters. And I asked them. I go, Hey, job seekers, when was the last time you checked in with recruiter? When's the last time you texted that recruiter? And they go, I haven't. It's on them. It's on them. No, it's not. No, it's not. It is a two way street. Literally the relationship between the job seeker and the recruiter is a symbiotic relationship. That's a really big word for me. Right. But it's both ends. You have to follow up with the recruiter. I love multiple check ins.

Right. Hey, do you have anything for me? Hey, is this a good out text you back? I'll text you back. Absolutely. I'll text you back. I also want to throw a few people pause real quick. Andrew, thanks for tuning in, man. John, as always with the tie. I appreciate you Austin. What's going on? Here's one question I got. Our job applicants consider the customer or hiring managers. So here's one of the common things. A lot of job seekers say, Hey, listen, listen, when it comes to, uh, so job seekers get frustrated recruiters because we don't do it enough for them. But at the end of the day, you are not paying us a fee.

Like the company is paying us a fee. So they answer your question. The company is the client. Right. That's one of the biggest misconceptions is I know it's frustrating, but job seekers, you're not paying us. You're not paying us. The companies are paying us. So we are at the discretion. We are at the mercy of the companies. And so again, the job seeker is not the customer. Right. Think the client is. I'm sure what's going on. Paul, you're too kind, man. I appreciate your time. Hope you're doing well. Um, yes, my mom is tuning in. There we go. Karen Deson tuning in 700 people a year, doing 6,700 people in nine years.

My mom did math. Karen, I appreciate that. Um, yeah, so 6,750 people in nine years. That is the amount of individuals I met in nine years. Right. And I'm, and I'm not, and I'm not saying that this is an excuse. Right. Cause I think a lot of times I could easily throw this out there. Be like, Hey, this is an excuse. I'm sorry. I just meet too many people. This is an excuse. But this is why I have so many offerings now. Right. I have the email newsletter, I have the text messaging community. I have, obviously my LinkedIn community, I've been able to build through this.

Right. I have multiple other offerings. I have meetups. I have all this stuff. Michelle. Good morning. I have all of these things because it's my way to obviously cover a lot of ground at scale. Right. I do the videos. You know, I do the critiques that the of your LinkedIn's of your resumes online, because I want to give back because there's so much, there's so much from a scaling perspective that recruiters have to manage. Right. I tell people this like we are like project managers to the end of degree. And like we manage multiple people at one time. Like right now, I'm probably balancing five, six people right now that are probably close or getting offers right now.

Not to mention, not to mention I have to balance meeting more people and not to mention I manage a team of nine people. So again, when it comes, why do recruiters ghost job seekers is a lot of times they get bogged down in the process. Now again, I want to reiterate, oh, there's a lot of recruiters out there who are not good at what they do in a really bad communication. But then my question to you is when's the last time you touched base with us? Because it is very important for the individual for the job seekers to constantly check in. Because I will tell you there have been times where I've completely forgotten about somebody.

They've checked in with me. I've submitted them to a job and they got an offer. So one of the questions I get a lot, it's like, well, all right, how often do I do it? How often do I check in with a job seeker? Right? Or with a recruiter. I would say when you meet somebody, when you meet a recruiter, I would check in at least once or twice a week for the first few weeks. Because typically, typically when recruiters call you, they either have a job or they're close to getting a job. So if that's the case, you need to have that check in a lot.

Right. And I just like a text, shoot me a text, shoot me an email, right? Don't call me. Don't call me. Do not call me. Right? I have so many calls a day. I don't have time. I'm on zooms all day. So if you try to call me, I'm not going to answer. Right? My family can attest to this. Right? So again, check in text, email the recruiter, especially after you meet that person because it's huge because they are in the frenzy of we I'm meeting this person because I have something for them. After a month, maybe back off a little bit or just let the recruiter tell you back off.

So another reason why we ghost people is just like somebody said, and you manage your current consultants. Right? So again, recruiters are trying to balance all this at one time. So I'll tell you this. And I'm going to leave you with this. And also by the way, I love the comments. Kathy, what's going on? Stewart, Andrew, yacking it up in the chat. I love it. I love that community. I love that community. So I want to leave you with this. And again, if anybody has any more questions about why recruiters do the way they do things, please let me know as I wrap up here.

But what I want to leave for you is recruiters are overwhelmed. Recruiters are even more overwhelmed right now because we were recruiting across the nation. Right? But pre COVID, my job was to only meet software engineers. Right? A very small amount of software engineers in Nashville. That's it. Now with COVID and now with companies going to a complete remote culture, I am recruiting software engineers across the country. I have placed individuals from Oregon all the way. I was going to say, man, I haven't placed anybody from Maine yet. But like from DC to Oregon, like I am covering so much territory. Recruiters are covering so much territory right now that show a little grace, show a little empathy.

But I will also say if you have checked in with that recruitable times and they've goes to you, you should be mad. Right? You should be frustrated. But don't just harbor that. Move on. There's a ton of other recruiters out there and find ones that work for you. And I will tell you it is going to help you down the road for sure. So again, thank you for tuning in. I appreciate it a ton. If you have any questions as I wrap up here, please, please ask them. I know this is a very sensitive topic to people. So I want to be here as a resource for you.

But again, thank you for tuning in today. Jimmy goes, do recruits international software engineers. I wish I wish that would be pretty tight. But that would also spread me even more than so no, we do not do international. Sorry about that. But thank you for tuning in. I appreciate it. I'm any more questions on why recruiters, ghost people. Again, at the end of the day, to recap what I talked about, checking with recruiters, we are spread very thin right now. And don't harbor resentment. Move on. Find new recruiters that help you. Recruiters are doing the best they can right now. I promise you COVID is just thrown a wrench into how we recruit.

And the amount of people we have to talk to now has essentially double triple quadruple. So again, thank you all for tuning in today to guys. Council 2.0. I really appreciate it. I hope you guys learned something. My DMs are always up for sure. Shoot me DM. I may be a little delay getting to you. But obviously, we would love to hear you. If you have any topics you want for the show, please DM me. And again, thank you all so much for tuning in. I appreciate it. I will see y'all tomorrow morning.