🧠 In recruitment, it’s not just about what you know – but how you talk about it. Honesty, preparation, and empathy often make a bigger impression than a perfect list of skills.
In this edition of our “3 Questions for a Recruiter” series, we talk to Bianka Jaworska, who recruits for Alcor.
How does she respond to candidates who are honest about their gaps? What should you do after sending your CV? And why is it so hard to get proper feedback?
Find out below 👇
1. Do recruiters appreciate honesty when a candidate admits they don’t know something?
“Absolutely. Lying in recruitment gets exposed quickly – I’ve had to reject candidates who tried to manipulate or hide the truth. If you’re missing certain skills or experience, be honest about it – and pair that honesty with your other strengths. For example, if you’re not confident with MongoDB, just say it – but also mention your experience with other NoSQL databases that might be relevant. This kind of approach presents you as honest and competent.”
2. What should a candidate do after sending their CV to increase their chances?
“You’ll find plenty of tips online about what to do after sending your CV – but in my opinion, the real work should happen before you hit send. Preparation is key. Sending the same file to hundreds of job ads rarely works. Focus on writing a strong, well-tailored CV that fits the specific role.
After sending your CV, watch closely how employers respond. If the feedback is weak or nonexistent, go back to the drawing board and work on improving it. There are also recruiters out there who are happy to give you personalized advice or even help write your CV from scratch.”
3. Why do companies so rarely give feedback after rejecting a candidate?
“The lack of feedback after rejection is a frustrating issue – and a complex one. At the CV stage, giving personalized feedback is nearly impossible because of the sheer volume of applications – often hundreds or even thousands. As the process goes on and the candidate pool narrows, in theory, feedback should become more manageable.
Unfortunately, many recruiters avoid giving constructive criticism – often due to a lack of communication skills, fear of upsetting candidates, or concern over being challenged on rejection decisions. There’s also the reality of time pressure: recruiters are often focused on finding the next candidate. On top of that, the recruiter isn’t always the final decision-maker and might not have full access to feedback from hiring managers, which makes it harder to pass along anything useful.”
💡 The takeaway? Truth works. A well-written, tailored CV and a bit of patience can significantly boost your chances.
Feedback? You might not always get it – but that doesn’t mean you did anything wrong.
Huge thanks to Bianka Jaworska for her honesty, clarity, and for sharing her experience with us!
