The reason recruiters don’t get back

Why recruiters do not hire

Hiring professionals tell you what not to do – if you want to hear back from them.

You found the perfect job, sent your resume, and even had a great interview – but you never heard back from the recruiter again. You wonder what went wrong. The role looked tailor-made for you and the profile matched your skills and experience perfectly. You follow up, almost compulsively, but still do not get any response.

It’s time to hear from recruitment experts themselves on what you could have done better or shouldn’t have done at all. We connected with hiring professionals to find out what are the biggest turn-offs while deciding on a candidate – from grammatically incorrect resumes to being a bit too friendly during interviews. Here’s what they had to say.

Why recruiters do not get back…

Here’s how Rakhi Khanna, Vertical Head – Non IT, Trinau Talent Solutions Private Ltd, sees it:

rakhi1Hygiene factors in resumes: Inappropriate grammar and formatting of the CV should be taken care of, date of birth should always be mentioned, experience and job responsibilities should be crisp and clear, highlighting the achievements and promotions and experience gaps should be properly explained while a candidate sends in a resume to a recruiter.

Common mistakes during interviews: The most common mistakes candidates make are being unrealistic about salaries, bad- mouthing former employers and not knowing enough about the company they want to work for.

Biggest turn-off: Nowadays people are well-networked and before even calling a candidate for the interview, a background check is generally done. A lying candidate is a serious liability to the organisation. Depending on the severity of their breach of honesty, it could hurt the candidate’s future chances of employment or even their current employment can be threatened to grave levels.

Here’s how Priyanka Duklan, Team Lead – Pharma & Life Sciences, Trinau Talent Solutions, sees it:

Priyanka Duklan2Hygiene factors in resumes: Colourful resumes with big and weird fonts are a no-no. Plus, writing “Resume” or “Curriculum Vitae” on the top of the resume is a turn-off; same is “references available on request”. Elaborating a bit too much about each job or project should be avoided, focus should be on accomplishments. Also, precise employment dates and educational dates should be clearly mentioned on the profiles.

Common mistakes during interviews: The most common mistake that the candidates make leading to rejection is Not being sure of the kind of Job role they are actually looking and for and In the nerves talk too much which leads to not answering the question and not sticking to the point. Also, not being prepared with the company and job facts and for planned telephonic interviews, being at a noisy place or traffic, shows casual approach and could be the cause of immediate rejection.

Biggest turn-off: Being witty during the very first interaction might not go down too well with the recruiter since every person takes a joke in different manner and some could be sensitive to it as well. Humor sometimes might reflect a casual approach. Some light hearted, non-specific humor though, could be fine for roles that demand people-interaction.

Here’s how Prity Agrawal, BU Head – Technology,, sees it:

Prity1Hygiene factors in resumes: If the role being applied for is in line with the current profile and will that role help the candidate to grow in her career. If the role, salary and location are in sync with the candidate’s reason for change, then she needs to reframe her resume highlighting the skills required for the role.

Common mistakes during interviews: Not specifying the purpose of change or not aligning the recruiter with their profile completely. They tend to hurry up on the decision of job change.

Biggest turn-off: Candidates should be more transparent during the interview with the recruiter, this will help the recruiter to understand the candidate better while sharing their profile for any other opportunity. Be realistic on every aspect. Do not compare yourself with others in the system.

So now you are prepared with what recruitment consultants expect – and don’t expect – from you, go right ahead and apply!

Let’s talk careers. We’re keen to hear from you.

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8 thoughts on “The reason recruiters don’t get back

  1. thanks for sharing this Sir. May be, I stand incorrect but often your resume is short listed…. why ? Was the resume not seen then? Ok .. so there were many candidates.. agreed. then you are interviewed and updated by the HR that you are in the short list of the final.

    Then your details are asked.. and given.
    then suddenly there is a last final round… all is done and then asked to wait. After that one just keeps on waiting… WHY? for the MD or the ceo or the HR head is travelling and for the N no. of months they are always travelling??? Or have not made the decision yet…??? then what was the need to have the final round then? why waste the time of the candidates? Why raise their hopes? Shouldn’t some law be forced on these activities where at times one is asked to resign and latter told Sorry the opening is not more there due to Blah !!Blah !!Blah !! reasons ?

    I am not talking about small companies this is majorly for branded companies….. then it is found that the vacancy has been filled from inside itself …So what were all these rounds for ? this has happened to few very close to me :(( It so appears that in known companies also .. many HR departments themselves just want to show how competent they are by saving MONEY .. of the organization ….. and not hiring new but giving extra to existing and getting their backs patted.

    no intentions of hurting any one … but every coin has two sides :((

  2. hi pooja

    i agree you on this point as i have face this situation my self in one of the biggest cosulting firm.

    i would also like to share one thibg that the websites of companies should remove the career portion as the never call any body through that, than whats the usr of it

    1. @TT: You want to highlight your name in the title so the chances of a recruiter seeing it and remembering it go up. That the document is a Resume is apparent and will not add any value

  3. I belv 90% of HR staff in India works not more than a recruiteing agency,they themselves are not equally qualified as candidate but are ready to shortlist and take interviews of candidates more than their experience…….

    How a person underqualified/less experience can understand a high qualified candidate?????
    Meaning HR works on simple set guidelines and pass the candidate to other confused HR staff.Degree from D class institute or distance learning courses judge a person…isnt funny!!!

    This is the scenario of some biggest brand name in India….
    Above all the factor of known reference plays all…!

    1. @Abhishek: Most senior positions require a candidate to go through rounds of interviews and the process is carried out at 2-3 levels. This is done to cover different aspects of the hiring decision. So while functional expertise may be checked by the reporting head, HR will assess issues like cultural fit etc.

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