There have been many articles, blogs, and ‘How To’ lists published about what recruiters have witnessed from candidates applying for positions. Recruiters enjoy passing around stories that highlight humor, frustrations and the ultimate eye-rolling “I-can’t-believe-they-did-that!” accounts.

There will be at least a few times in our lives when we are the candidate applying for a position and we will make a few of those mistakes and probably some new ones. That’s fine, we are human, plus it provides fresh fodder for the recruiter’s lists of stories!

However, what many candidates seem unaware of regarding the recruiter’s role is that they are the ultimate gate keeper to the position. I also think there will be a decrease in mistakes when candidates begin to understand the recruiter’s point of view. There appears to be an assumed goal that a candidate must ‘get past the recruiter’ to the real hiring manager in order to get the job. Similar to stories and movies of epic journeys, to get to the end (to the ring, the fortune, the true love) one must endure trials, tribulations and an occasional gate keeper or two.

Although the ring, fortune or true love do not document how you handled each obstacle on the journey, when you apply to a position and gain the attention of the recruiter or hiring manager how you handle each step in the hiring process is actually observed.

Consider when a recruiter posts a job description that they are asking that only qualified candidates send their resume and cover letter to a specific email address with a specific title in the subject line. The recruiter’s goal is to receive an abundance of quality resumes from qualified candidates who respect the recruiter’s time and can follow directions.

What often results is a 10% return from qualified candidates who send quality resumes and a cover letter to the specified email address and correct title in the subject line.

Then there is the 90% return from:

* Candidates who are not qualified.
* Candidates who send a resume but no cover letter.
* Candidates who send a resume and (sometimes) a cover letter directly to the recruiter and not through the requested email address.
* Candidates who do the same but use a different title in the subject line as requested.
* Or candidates who send only their LinkedIn profile link directly to the recruiter’s email with a cover letter that demands to “check me out” and their subject line is only their name.

Due to the multitude of incoming documents and emails, recruiters must have organized structures in place to manage information, document data and track the candidate’s progress. They are requesting that you read and adhere to their application requests to assist in maintaining their organizational structures and to also see if you can follow directions. Even if you are a stellar candidate, if you applied in such a way that creates more work for the recruiter, you are already in the lukewarm pile. If you are unable to follow directions at this level, how are you with a client, team or manager?

The former head of Shell's Strategic Planning Group, Arie de Gues, said it best, “Your ability to learn faster than your competition is your only sustainable competitive advantage.”

When a recruiter contacts you to schedule an interview or to ask specific questions about your resume or cover letter, answer each one of his or her questions, then check your spelling and grammar along with the tone of your email. Do not require that the recruiter email you back with a clarifying question or a reminder to answer a question they asked in a previous email. You are not the only candidate they are communicating with; in fact you are one of many of your competitors the recruiter is scheduling interviews with. The more you respect their time and efforts the better the relationship you are building with the recruiter. If you’re being inconsiderate of the recruiter’s time now, how will you be with the time of a client, a project, or your team members?

The social ecologist and father of modern management Peter F. Drucker said wisely that “There is nothing so useless as doing efficiently that which should not be done at all.”

In fact, how you conduct yourself throughout the interviewing process will have a direct impact on the relationship you are building with the recruiter, the business and yourself. (Hint: Your Personal Branding Campaign!)

All the words that are bolded in this article are questions that recruiters and hiring managers ask themselves when observing your actions throughout the interviewing process. Remember, they are the gate keeper to the position you want. It’s not about saying the right thing; it’s about who you are being. Are you an annoyance, a pest, or a time sink? Or are you showing up as a leader? Are you someone who is respectful of all the players in the “get a job” game? Can you demonstrate aptitude and leadership at the simplest level of applying for a position, scheduling an interview and answering questions? If this is the level of action you’ll take in your personal success, what does that say of the level of action you’ll take for the company’s?
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Copyright. Tuesday, June 9th, 2009.
www.careerrocketeer.com/2009/06/gatekeepers-password-isnt-word-after