(This article is not related to LinkedIn) I recently read a blog post from a job seeker who was having a pretty tough time finding a new opportunity, the early optimism of their initial job search had faded away and they were now getting very frustrated and much of this frustration was being taken out on the recruiters they were dealing with.
As an ex-recruiter who worked through several tough markets in the past and as someone who lost their job and had to reinvent themselves, I have a genuine empathy with both parties.
I fully accept that there are poor recruiters and hugely unreasonable candidates out there, but if we cut away those extremes we are left with a group of decent, hard-working individuals who find themselves in a very challenging and stressful situation.
Recruitment companies are mostly sales orientated and target driven organisations. Performance is closely measured and individuals who do not deliver results know that they are unlikely to remain employed for very long! This may not be the right way to run a recruitment business but that is a different argument for another day. The reality is that the vast majority of Recruiters work under a daily pressure to generate revenue. They are rarely rewarded for giving good advice and spending time with unhappy job seekers who could really do with some help.
Irrespective of how they came to be looking for a job, the initial thought of finding something new is exciting and full of promise. They see plenty of opportunities advertised on the internet and start booking appointments to meet Recruiters. These Recruiters who seem impressed with their CV and are generally positive and upbeat about their chances.
The problem comes after one or two rejections. The positive mindset was always pretty fragile and was actually covering up some deeper insecurities that are usually in evidence during a job search. Morale dips surprisingly quickly and this has a knock on effect on any further applications and opportunities as well as having a negative effect on their relationship with Recruiters.
Their job search quickly becomes a depressingly difficult and stressful experience.
I can remember many occasions (as a recruiter) where a relationship with a candidate would go like this:
- Initial telephone conversation. Both parties upbeat & positive
- Interview - Usually a positive experience for both parties, requirements established and expectations are set.
- Discussion about one or two jobs and subsequent interviews arranged
- Feedback from interviews - rejection with little reason given by the client (despite asking for it). Candidate understandably disappointed, Recruiter often appears falsely optimistic in response to the candidate to cheer them up.
- Candidate hears nothing for a couple of weeks and wonders what the above positivity was referring to!
- Candidate calls the Recruiter several times, they are sympathetic but unable to offer any opportunities
- Its gone very quiet for the candidate who can think of nothing else to do but call the Recruiter again...morale is getting very low.
- Recruiter is under pressure to perform and is finding the calls with the candidate very distracting (and a little depressing)....considers not taking the next call.
.....and as you can imagine, it just gets worse from here.
In essence the candidate (and quite possibly the Recruiter) has ‘lost their Mojo’ and most people need a little help in finding it again - I certainly did 3 years ago. And this is why I was so taken recently with the MojoLife concept.
Recruitment with mojo
MojoLife is a philosophy and a mechanism for helping individuals (and businesses) find their purpose, re-ignite their spark and pull more opportunities to them. I have been fortunate to meet and spend time with its two founders Sara Knowles and Andrew Thorp - both are genuinely great people who are hugely passionate about what they do.
MojoLife delegates are encouraged to find their passion, refocus their objectives and build strong and sustainable networks to create new opportunities and promote themselves. The concept is not about helping someone get a job or start a business or ask for a promotion but it’s about allowing them the opportunity to re-evaluate themselves and empower them to make things happen for themselves, without relying on others. It’s really all about getting their ‘Mojo’ back.
So if you are a Recruiter and you are dealing with candidates who fit a similar description to the above, refer them to MojoLife. Don’t let your relationships deteriorate, do something positive and helpful. It will help your candidates to approach their job search from a new, more positive perspective, ultimately helping both you and them to ‘de-stress’ the job search process and achieve success.
If you are a candidate or a recruiter, get yourself along to a MojoLife Event. MojoLife offer a range of learning and networking events to help people seeking work. Recruiters and other business managers and leaders can also benefit as MojoLife supports a wide spectrum of professional development needs relating to career transition, communication skills and marketing.
More mojo, more opportunities, more business and career success!
Find out more here www.mojolife.org
Related blog post: A Response to Redundancy