I liked Ian’s additional advice, too. And, Ljuba’s least line (in the ***) certainly hit a chord.
Most of my clients below six figures tell me they don’t even bother with recruiters. Many who tried before report that they have a strong sense the jobs they are targeting are not high enough to be worthy of most recruiters’ time.

Candidate care is very quickly becoming the next evolution of recruitment, in particular as it relates to RPOs or Corporate Recruitment. With strong candidate care practices, companies are able to sustain relationships with candidates building their talent network and allowing them to recruit more efficiently in the future. While tools and automations have helped recruiters quickly assess candidates and provide them with almost instant feedback, they have actually dehumanized the recruitment process. As companies continue to be challenged by finding top shelf candidates for their organizations, recruiters will have to evolve to become engaging and actively interact with the candidate communities they work within.

*** If this sounds like a horror story for 6 figure candidates, imagine what it is like for those who are below the 6 figure bracket***

Ljuba

As the director of a recruitment company which also offers CV services in the UK, the key point you make here is in these two points:
# They have other candidates who seem to be more qualified than you.
# Something in your resume, conversation, or background turned them off.

Whether it is recruiting for a £10k or £100k post, the same sifting process takes place: does the job applicant have the right combination of skills, qualifications and experiences to fulfil the basic functions of the job? Many of us use junior members of staff to check this, as it is a good point to learn the variation of skills on the market, and get a feel for what matches a clients needs. I always say simply, if you can’t find the skills directly on your CV/resume, then don’t apply. Often, I suggest to candidates that they use a highlighter pen to achieve this if in doubt.

The issue of turn-off is greatly closed out/managed by your set of points with regards to homework, research and networking. I often say to CV clients – yes, even as a recruiter – that they should apply to employer listed jobs over recruiter listed jobs. We always apply higher standards to job applicants, as when we put them forward they not only represent themselves, but also our future engagements with that employer client.

However, many £100k+ posts are advertised by recruiters/headhunters, as employers want their brand isolated/protected when hiring for such positions. I hence suggest to job applicants that they should act like a high class lady when reviewing such posts as a potential opportunity:
1. call first before applying, never over the internet
2. make it obvious you are interested but need persuading to apply: desperation = unemployment!
3. be as clear about what you want, as much as what they they need – have a check list
4. accept you won’t on first engagement get the name of the company, but check where the recruiter is engaged with the company: board or below, HR only? Where/when in the process would you meet the company?
5. Stipulate to meet the recruiter before your CV is forwarded to their client.

The problem many have who are returning to the job market at the moment, is the apparent riches offered by “Click to Apply.” But the same old rules of people employ people have never been more true, and hence need to be applied. Good Luck!

Best Regards, Ian R McAllister