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Job-Seeking Frustrations

How Recruiters Can Succeed By Addressing Candidate Frustrations

Recent research from CV-Library has identified the main frustrations candidates face when job hunting.

At first glance, the results don’t make pleasant reading for recruiters. Not only was a ‘lack of response from recruiters’ named the number 1 frustration by job hunters, chosen by 57% of respondents, but ‘vague updates from the recruiter’ also made the top five.

The good news is that because recruiters can play a role in tackling many candidate frustrations, your agency has the power to significantly improve the job-seeking experience and become a candidates first port of call as a result.


Here are the main job-seeking frustrations for contractors – and how recruiters can tackle them:


  1. Lack of response from recruiters (57%)

Whether candidates are not hearing from recruiters because they’re unsuitable for the role they are applying for, or they’re simply not being updated frequently during a role they’ve interviewed for, your agency can tackle the most frustrating aspect of the job hunt.

For those candidates who aren’t a good fit for roles, an explanation of why – and perhaps a few pointers on how to develop the skills that will help them become more suitable – can go a long way.

While this might be more time consuming, this research suggests such an approach is rare and would therefore likely be remembered, which could enhance your reputation and win you future business.



  1. Long application processes (49%)

Perhaps linked to a ‘lack of response’ is a ‘long application process’. The feeling that the job hunt is dragging on with no end in sight can be tackled – to some extent – by regular communication.

Recruiters can explain the expected timeline to candidates upfront and provide frequent updates to address this.

If, however, your client’s hiring methods involve what would be considered a long process by any reasonable measure, recruiters can play a role here too.

Speak to your clients about the frustrations candidates face, explain the dangers of losing strong candidates who could potentially accept offers elsewhere during a long hiring process, and explore with them how they can speed up their decision making.

For temps, this is less likely to be an issue, because roles often need to be filled immediately, and there’s also less commitment on the part of the hirer. Even so, recruiters specialising in contract roles can play a role here when necessary.


  1. Tailoring their CV and cover letter for different roles (30%)

As a recruiter, you develop a strong understanding of your clients, including the sorts of people and skills they’re looking for, and you provide a tailored explanation of why a specific candidate is suitable for a particular contract.

It makes sense to share this information with the temps you’re working with.

It’s likely they will appreciate the fact that you’re doing a lot of the hard work when it comes to tailoring their application for them.


When you’re doing all of the above, addressing the three main frustrations candidates face, you will significantly improve your reputation and candidate relationships.

And you can expect to generate a significant amount of word-of-mouth business when you’re offering a frustration-free job hunt.


As well as offering an excellent job-seeking experience, recruiters can also promote vacancies to thousands of contractors by joining our service for free