Reaching out to recruiters can be one of the smartest moves a job seeker makes in the hiring process, but how you do it matters. A quick, vague message like “When can we talk?” may feel like you’re showing initiative, but in reality, it can do more harm than good. Recruiters are busy, and without context, they’re less likely to respond.
Recently, there was a viral post on social media from a recruiter. They were complaining that after posting a position calling for applications, candidates instead reached out with their “when can we talk?” messages…not helpful, and not respecting the process outline by the recruiter in the first place. Tune in to this episode of ClearedCast about respecting the process and the do’s / dont’s of reaching out to recruiters.
Here’s why you should avoid sending cold, context-free messages to recruiters—and what to do instead.
1. It Puts the Burden on the Recruiter
Recruiters manage dozens of open positions and interact with hundreds of candidates. A message that simply says, “When can we talk?” forces them to figure out who you are, guess what job you’re interested in, or spend extra time replying just to clarify.
The result? Your message may get skipped over in favor of candidates who make it easier for the recruiter to understand their goals. If they posted about calling for applicants for the job, just apply.
2. It Looks Unprepared and Impersonal
A recruiter doesn’t know if you’re looking for career advice, applying for a specific role, or just sending a mass message to every recruiter you find on LinkedIn. Without context, your outreach can feel impersonal, and even unprofessional.
3. You Miss the Chance to Stand Out
Your first message is your chance to showcase who you are and why you’re reaching out. A vague note misses the opportunity to highlight the specific role you’re interested in, that you can actually follow directions and apply, your relevant skills or background, and why you want to connect with that recruiter or company.
Clear, targeted communication immediately sets you apart from other candidates.
4. What Recruiters Want to See Instead
If they posted about a job asking for qualified candidates to apply, they want you to apply. And recruiters expect outreach that is concise, professional, and specific. Instead of asking “When can we talk?” try this approach:
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Mention the job title (or requisition number, if available).
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Highlight a relevant skill or experience in one line.
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End with a polite, actionable request.
“Hi [Recruiter’s Name], I saw the [Job Title] role at [Company] and wanted to reach out. With my background in [X skill/experience], I think I’d be a strong fit. I already applied for the listing via your website but am attaching my resume here as well. Would you have 15 minutes this week to discuss the position and next steps?”
This shows the recruiter you’ve done your homework, know what you’re asking for, and value their time.
Recruiters want to hear from motivated candidates, but cold, vague messages often get ignored. If you’re reaching out, make it easy for the recruiter to connect the dots: who you are, what you’re interested in, and why you’re worth talking to.
In a competitive job market, context isn’t just helpful, it’s the key to getting a recruiter’s attention.
