How to respond to job ads: Stand out

25th September 2016

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See a role you like being advertised. Apply to the agency advertising. Never hear anything back.

It’s a common set of events every candidate goes through in their quest for a new role. It can be disheartening, disappointing, but it is likely down to a set of circumstances where it is literally nothing more than wrong timing.

In this article, iContract’s Eduardo Rastelli will try to explain a recruiters’ perspective of advertising roles, receiving applications and taking candidates through to placing them in a role.

A few points to make on recruiters as we head on our journey:

1) They are in their jobs to make money. Let that not be forgotten. It’s genuinely how they are judged and sometimes good behaviours are stepped over in their quest for “top biller” status.

2) You are not the only one. Recruiters make, on average, upward of 100+ calls a day (the good ones at least), reply to numerous emails and make their way round messages from various networks – this culminates in a pretty busy working week. Build in at least 15-20 candidate meetings and 5-10 coffees with hiring managers and they struggle to get lunch in.

I’m not making excuses, it’s the job, but sometimes the priority of explaining to a candidate that they were not successful in their first round interview, does take a back seat.

These issues are ones that we are aiming to solve with the use of iContract. By targeting a smaller group of candidates (just contractors) and providing the right tools on both sides, the recruitment cycle can become a clearer and more efficient process for everyone involved.

So, they advertise a job… What next? Bearing in mind for a number of recruitment companies, getting their hands on this job has taken a while. A lot of calling managers, networking, business developing, negotiating… It all takes time. Anyway, they’ve got it, and they’ve advertised it. The advertisement is reaching out to literally thousands of candidates, add on top the database on their company computers and the database in their heads, that’s a lot of people.

So how do you stand out?

Be clear and concise.

A recruiter wants to know what you do, what your experience is, what you’re best at and what you want to do next, as quickly as possible. Working on and refining your profile is very important during this stage. It will help you be shortlisted for roles you are perfect for, quickly, and in contract recruitment, typically speed is of the essence.

The trick here is to be clear without holding back. “A senior Regulatory Project Manager in Financial Services” gets to the point but doesn’t say the next bit: “A senior Regulatory Project Manager in FS with leadership experience of implementing MiFiD II and FATCA change” says everything a recruiter and hiring manager need to know in a clear and concise manner.

iContract will be able to help with this point by using the developed algorithm as part of the tool to help match roles with candidates based on basic descriptions. The perfect roles, and subsequently the perfect candidates (for the recruiter side) will be pushed to the top of the respective dashboards ensuring you do not miss out on that ideal role, or that ideal candidate.

Once you’re into the process, that’s thought of too. Despite the normal conversation handled outside of the tool, iContract requests to capture various parts of the recruitment process from application, through to shortlist/application and finally to placement – the profile being automatically updated on the acceptance of a new role.

So you are successful and you win a contract. Use iContracts strategic partnerships with Insurance, Tax and Accountancy firms to win the best deal for your company and to receive some highly rated advice.

Good luck with the search, we at the team look forward to hearing of the successes.

iContract launches soon.  Be sure to pre-register now for a front row seat to new opportunities.