There are two types of recruiters. Recruiters who give someone the benefit of the doubt and recruiters who want to see a candidate have all the qualifications before reaching out. If you err on the side of giving folks the benefit of the doubt we think you’ll resonate with this message.
Perhaps you're conducting a search for XY position for XY company. You know your client is looking for a specific technology that is an absolute dealbreaker. You come across a profile that has everything (leadership ability, career progression, a robust toolkit of tech) but they don’t have the specific tool, ability, certification, etc. your client needs. What do you do?
If you lean towards optimism: reach out to them! Perhaps the last time they updated their profile was several years ago and they have since learned the tool or skill set needed but have yet to document it. The only way to know is to call. It’s a calculated risk, but if you get on the phone and they don’t have what your client is looking for it's okay. Explain to them your rationale. Whether it was their background, career trajectory, or skill set that led you to reach out to them, make it clear what your intentions were and explain the gap between them and your clients needs. No harm done and it’s not wasted time; neither for you or them.
At Broadwing, we like to say we’re in the business of people. What that means, in this case, is being honest with the candidate early on by saying ‘no’ if they don’t fit. When we string a candidate along by giving them the all too familiar, “We’ll get back to you in 2-5 business days” nonsense it doesn’t make the rejection any easier for them. Being mindful in this process by communicating clearly will leave a positive impression and allow the candidate to move on without being stuck in limbo.
We can’t stress enough the importance of saying ‘no’ tactfully. If there’s a gap, end the call early, connect on Linkedin and continue your search in stride.