Application Feedback - both sides of the argument

During the two and a half years that oZZle has been operational the biggest complaint we get from Job Hunters is the lack of feedback on their applications.

I recently received this email from a Job Hunter:

"One problem is that whilst I have now applied for many jobs from oZZle it is often the case that we get no feedback at all so no idea if our applications are being progressed or fail to get to the companies concerned because of not meeting some criteria that was not in the ad or could not be there for legal reasons such as the age discrimination aspect that we all know exists even if they deny it.
If we are contacted it is usually that there were more suitable candidates or failure to meet some undisclosed criteria. I feel that we at least deserve a more informed feedback as to exactly where we fail so that we can learn from mistakes and do not waste time on similar applications. Of course the agencies are so busy as they see so many applications, but I come from a time when is was common courtesy to have a response."

You can feel this persons frustration and exasperation, and as it only takes a minute to give feedback, I believe they have a very valid point.

There are Recruiters who are really good at responding, so I don't want to make any sweeping statements, but I do feel some sympathy with the job seekers who receive no feedback from the Recruiters.

We have tried to make it as easy as possible for the advertisers to utilise our standard response templates and if I can improve them in any way, please let me know.

I feel the need to comment on the other side of the argument, many Job Hunters do not take the time and effort to formulate a concise covering letter explaining in a few sentences why they are right for the role. This shows a lack of real interest in the job and should not be surprised that they receive no feedback from the advertiser.

On occasions Job Seekers apply without uploading a CV, naturally it is very unlikely that you will be contacted as the Recruiters cannot assess your match for the job.

So in summary, to encourage a response:

1. Ensure you have the relevant skills and experience for the specific vacancy.
2. Write a compelling covering letter.
3. Make sure your CV is relevant to the particular role and uploaded in your account for the Recruiter to review.

I am thinking about formulating a job hunter score card so they can evaluate the employers and recruiters in our industry. This would be good for all parties as the job hunters are able to rank their preferred recruiter and the recruiters receive excellent feedback.