100+ Job Applications and No Call-Backs?
This might be why.
Nothing is more frustrating or demeaning in a job search than calculating your application-to-response success rate and discovering that the hours and hours you have poured into your job applications have been near fruitless. Why aren’t you receiving any call-backs? In most cases, it isn’t likely that they aren’t calling you because you submitted a 2-page resume instead of a 1-page resume. The truth is that there are several reasons why a recruiter may not call you back; some are within your control to change, and unfortunately, some are not.
THINGS THAT ARE NOT WITHIN YOUR CONTROL:
1. The company’s hiring process is “broken.”
Many small and medium-sized companies do not have an HR department governing their selection processes. They may not have the in-house expertise in using recruitment technologies or carrying out equitable selection processes. In companies like this, hiring managers often have a handful of referrals in their back pocket and don’t necessarily follow recruitment best practices, meaning external candidates are never contacted.
2. There are internal candidates in the running.
Sometimes employers have an existing employee they are considering or planning to move into the position, but they post the job publicly to gauge external talent and ensure a fair and equitable selection process. In this scenario, the number of candidates an employer contacts is significantly smaller than if they are only considering external candidates, and your chances of receiving a call-back are reduced.
3. The position has been put on hold or cancelled.
Companies are constantly re-evaluating their workforce needs. It is not uncommon for a recruiter to approve and post a position only for the hiring manager to ask them to put it on hold a week or a month later. Then it’s often a matter of waiting for discussions to happen and decisions to be made at higher levels in the organization, which can sometimes take months. When they happen, these conversations may determine that the position is unnecessary and should be cancelled altogether. If significant time has passed and candidate communication is not an organizational priority, applicants are unlikely to receive any follow-up to their submission.
4. There has been a priority or staffing change within the selection committee.
Unfortunately, internal changes can result in candidates falling off the radar. After posting a position, another more urgent opening may arise, requiring the recruiter to shift priorities. Perhaps a recruiter or hiring manager resigned or got promoted, leaving open positions in limbo. If the company hires a new department head or executive, some of the initial onboarding and decision-making will be around their current workforce and open positions. A new perspective can change things when it comes to personnel requirements, and it can be difficult for new and covering employees to take on an open position and pick up candidate communication from where it was left.
THINGS THAT ARE WITHIN YOUR CONTROL:
1. There’s a typo in your contact information, or your voicemail is full or isn’t set up to receive messages.
Start with the basics; make it easy for potential employers to contact you. Provide one phone number and one email address, and quadruple-check that you have typed them correctly. It is an easy enough mistake to make and, luckily, even easier to catch and fix. Make sure your potential employer has everything they need to be able to contact you and make sure you have the means to receive and reciprocate their attempts.
2. Your resume doesn’t speak to the job description.
While this is particularly common for individuals undertaking a career change, it also applies to applicants with experience in their target industry. Do not submit a resume highlighting your responsibilities and accomplishments as an electrician for a customer service position. Keep in mind that every company has their own internal terminology and jargon. You have access to their language through the job description—use it in your resume. For example, one company may call it the recruiting department; another may call it talent acquisition. Using the potential employer’s language gives them the impression that you are already an insider.
3. Your resume has too much irrelevant information.
Keep it work-related and relevant to the position. You only need to include extracurricular activities, volunteer experience, and affiliations if they are directly related to the value you bring to the role. Providing details about organizations, associations, and political and social causes on your resume can result in you being eliminated early in the selection process for no good reason.
4. Your resume portrays a jack-of-all-trades.
When you’re in the throes of a job search and feeling desperate to find work, it’s easy to fall into the “I’ll do anything” trap and list every skill, ability, odd job, and responsibility you’ve ever held. The problem with this is that the recruiting company has a specific need, and they can’t picture you fulfilling that need if you don’t narrow in on the specifics. You might need a few versions of your resume to combat this phenomenon and cover your various skillsets. For example, if you are an administrative professional, you could have one resume showcasing your skills as an administrative assistant, one as an executive assistant, and another as an office manager.
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