- Getting job solicitations that clearly don’t match the resume.
Most sites suggest posting your resume to job search websites. What they don’t tell you is that you should prepare to get a slew of job solicitations that have no relevance to your experience, skills or interests whatsoever. I’ve gotten job solicitations for technician roles, developer roles, and even maintenance worker. Initially, it annoyed me, now I just laugh.
- Getting phone calls from recruiters who assume I even remember the company, position or when I applied.
Look it’s hard out here. I understand that spamming your resume to any and everybody is a no-no but that doesn’t mean that in any given week don’t I submit applications for 5-10 open positions. My situation is unique. I am open to relocating; that opens my search to most of the United States. I can specialize specifically in social media or generalize as a digital marketing specialist; that means my job search runs the gamut of job titles. I currently work in the United States on an H-1b work visa; this means that there is a very small chance that an employer will hire me given the current immigration climate and hurdles such as cost, time and effort. As a result, my job search MUST cast the net fairly wide.
For all the reasons listed above, I’m always surprised when a recruiter doesn’t bother to restate the job title and company that they’re representing. Usually, they just introduce themselves and say that they’re calling regarding my application to [Company Name] or they say that they’re calling regarding my application for [Job Title]. Why would any recruiter in this current climate make the assumption that the person they’re calling can recall any information about a role they applied to three weeks ago? Do you even remember what you had for breakfast yesterday?
- Recruiters who ask about salary in the first conversation.
I’ve had enough roles turn out to be a bait and switch regarding titles, scope, and responsibilities. At this point, I reserve even discussing a salary until I’ve had a phone interview with the hiring manager. Typically, recruiters have no clue about the nitty-gritty details of a position and so they are unable to answer crucial questions that would add context to my ballpark salary figure. After a phone interview with the hiring manager, I can get answers to my detailed questions and get a better sense of intended scope and responsibilities for a position. I used to feel bad about this but I got over it quickly after being burned a few times.
- Company has a flat “No” policy to hiring H-1b workers.
If I counted the number of times in the past month, where the recruiter was excited to FINALLY have a good-fitting candidate but had to disregard me as a candidate because of my visa status, I’d run out of fingers. I understand why companies would be hesitant to go through the process of sponsoring an employee. It can be expensive, time-consuming and fraught with uncertainty. Yet, if the candidate rises to the top of the pool, why not continue on? Employers want the best candidate for a role right?
- Having extensive talent acquisition and application process.
Partially because of #4 above, it’s frustrating to go through pages upon pages of application forms, put in the effort to craft a customized cover letter and then to find out that the company doesn’t hire H-1b workers. I’ve come to appreciate job postings that straight up tell you, “We’re unable to sponsor H-1bs.”
This extensive process is additionally frustrating when it disappears into a black hole never to be seen or heard from again. Unfortunately, there’s no way to know if that’ll happen prior to submitting the application. You just kinda hope for the best. Whenever I come across a simple application I ecstatic. By simple I mean, a one-page application form asking basic demographic info and including the option to upload a resume and a cover letter. In my opinion, there’s no need to collect additional data at this stage if you’re not going to move forward with the candidate. You can get that information when the relationship gets serious, eh?
- Requiring a cover letter.
Because I am a perfectionist, I do what the experts of the Internet say: Always submit a cover letter. OK, maybe I do it half the time but I do do it. Just on the off chance that it sets my application apart. I’m starting to think that I shouldn’t bother. Based on questions I’ve gotten from recruiters and hiring managers, it’s clear that they simply don’t bother reading the cover letter. Sometimes it seems as though they didn’t even review the resume!