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How to be on the top of Recruiter & Hiring Manager BLACKLIST

Lot of candidates put themselves at high risk of being identified as 'Blacklisted'. Some of those are even not aware that recruiter could be that serious about some behavior and will direct him/her to the blacklisted or ‘not to hire’ category! 

Below I will be highlighting some of the common cases that I've been facing throughout my experience which enable me not to consider a specific candidate application for any job vacancy in the future, therefore to add him/her to my blacklist.

1- Apply to each job post you come across: While the average time for a recruiter to look at a CV is 6 to 9 seconds…those won’t make it even to the second one until the recruiter hits the ‘X’ button.
Send your CV to every open position in a company and this will definitely lead you to be extremely noticeable… but in the bad way. You will even miss the opportunity of being considered for the role where you might fit.

2- No show after confirmation of interview: Did you know that 90% of grandmothers die a day before a candidate’s interview? And 89% of flat tires happen on your way the interview? The list of common excuses of a no-show candidate is so long (I can list funnier examples here too)

 This is a total “Turn Off” for recruiters and Hiring Managers and it will take a decade before forgetting this- if you don’t have a very very bad ‘proven’ cause.

3- Showing up unprepared: Please don’t! I swear I have interviewed candidates which don’t even know the position they are being interviewed for, even worse- the company sector they have applied for. I’m not referring here to the ‘Surprises Fan Recruiters’ who love to invite people for mysterious interviews where they call and invite you to an in-person interview while telling you that further information will be discussed during the meeting.

Always make sure to double confirm the company name and the position title and definitely do your job before hitting the place. (more scenarios and tips on how to be prepared for an interview will be shared in a separate article)

4-  Falsification of information: Why would we hire someone who started this process by misleading-  and I’m not referring to the irrelevant jobs while pursuing your education that you haven’t included in your CV but to those where you have never been (an internship in a company that you never even visited, a position title that you ‘wished’ you have occupied, responsibilities and authority you only had in your ‘dreams’!

5-  Attitude: Now this is by far the most important one. A recruiter/hiring manager would never forget someone showing up with and/or revealing an ‘attitude’ during any of the process phase: Impoliteness, Lack of interest in the company profile or position, over confidence or absence of confidence, rudeness shown upon candidate’s application rejection, extremely strong emotions revealed during the process… Remember to maintain a professional communication at all the time.

6- Suddenly turning down an offer after commitment: Maintaining a very transparent and honest process with your recruiter is a key in this relationship. Remember a good recruiter will maintain an equal distance between the candidate (future employee) and the employer therefore make sure to keep your recruiter in the loop in case you are considering some other opportunities too. Otherwise you will be a definite NO for future opportunities. Why would we want to waste our time working with indecisive people and those who are not accountable for their commitment!

7-  Reputation and Credibility: We live in an extremely small and interconnected world… and guess what the recruiters in a given sector are most likely to be roving across big companies and their competition. Make sure you maintain a honest and transparent process with your recruiter because you don’t know when your CV might land into his/her property again.

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