Are You Okay? Characteristics of People Who Don't Get Personal Attention from Recruitment Agents

Hello. I'm Ryo-chan, or Ryohei.

Born in the first year of the Heisei era. My vision is to create a "village" with many friends while continuing to take on challenges in both work and private life in this era of the 100-year lifespan, and to give courage and a spirit of challenge to many people.

On this account, I write about my own activities as a recruitment agent, my personal experiences, and from the perspective of professional placement, I provide information for those currently job hunting, as well as insights that can be applied to daily work and private life.

On another account, I am recording my activities as a French Fry Ambassador and taking on the challenge of conveying the appeal of French fries.

https://note.com/lovely_lotus315

Last time, I wrote on the theme of “Characteristics of People Who Don't Succeed in the Job Market and the Mindset to Be Aware Of,” as Cut Through by a Recruitment Agent I would be happy if you could take a look at that as well.

Now, you can imagine that if a recruitment agent supports you personally, it's easier to have a satisfying job change, right?
So, what about yourself?Have you become a job seeker that a recruitment agent wants to support enthusiastically? This time, I will introduce
“Characteristics of People Who Don't Get Personal Attention from Recruitment Agents” and touch upon the appearance and attitude that a job seeker should have.

1. No-showing for an interview causes a recruitment agent's evaluation to plummet

As a premise, job seekers need to make an effort to make the agent think, “I want to introduce this person to a company! I want to make an introduction that leads to a job offer!”.

If you are a person like this, a recruitment agent will want to support you, right?
Of course, the mission of a recruitment agent is to support job seekers and lead them to a job offer, but agents are human too.
Since people have emotions, it is easier for them to put passion into supporting job seekers they like.

And recruitment agents also care about the evaluation from the companies they introduce to.
In other words, because they have their reputation at stake, recruitment agents do not want to introduce talent that will lower their standing with companies.
For example, “no-showing for an interview” that was scheduled with a company causes trust from the company to plummet. In other words, the trust between the company and the agent is lost, and sometimes the business relationship is even terminated.
Even if you pass the interview, if you resign early due to your attitude or behavior after joining the company, the agent will have to refund the placement fee as a penalty.
Would an agent enthusiastically support a candidate with such a huge risk? Rather, they wouldn't want to support them, right?
If, due to poor health or other reasons, it is absolutely difficult to attend the interview, contact them as early as possible.
As a sense of scale, the same level of seriousness and tension as when you take time off from work at your company is important.How the recruitment agent thinks about you. You should be sensitive to this.

2. You should assume that talent that cannot be expected to generate profit is not needed

In conclusion, talent that is difficult to bring profit to will be abandoned by recruitment agents.
This is because the premise of a company's recruitment activity is that they are posting job openings with the goal of “wanting to make more profit than now” or “wanting to strengthen weaknesses.”
Naturally, troublemakers during the selection process or after joining the company are a problem. It is a minus for the recruitment agent, the company, and the job seeker.
Also, it is not just work skills that are being watched. Whether you can build smooth human relationships with colleagues, business partners, and customers at the company, and whether you can bring a plus is also very important.Whether your presence is a plus or not, this is everything.

Companies have clear recruitment policies and desired candidate profiles for the positions they are hiring for.
Can you align yourself with the points the company is looking for? To be able to express it in words immediately during an interview by aligning with the company, preparation to have a thought process in advance is important.

For example, what if you, who are good at route sales, apply to a place that is recruiting for an “IT product new business development sales position”?
The talent the company wants is talent strong in new business development. Even if you appeal your experience and achievements in route sales, it is difficult for them to feel it is attractive.
The points the company wants to reinforce—prepare to be able to explain with anecdotes included that you can fill, improve, or contribute to those points with persuasiveness.
Talent who works on these preparations enthusiastically, takes each company selection process seriously, and can make good use of feedback will be liked by recruitment agents and will be more likely to receive generous support.
I hope you all aim to be “talent that can bring profit” who is in high demand.

Next time, I will touch upon “Self-introductions you can use in new workplaces or places where you are meeting people for the first time, taught directly by a recruitment agent!” Look forward to it.