Here is an email exchange from this week. What do you think would help good candidates match up with good jobs?

Me to Recruiter I know and respect:

I hear that recruiting is picking up. Is that your experience? I sure hope so.

Here, like the national trend, the unemployment rate for professionals is quite low, around 2%, so my business is slow. I’m also hearing that organizations are preferring to work with recruiters, which is good for candidates and employers since candidates will be vetted for fit with particular roles and cultures. I sure hope this is your experience.

Recruiter I know and respect to me:

The recruiting firm I work with is getting SLAMMED with recruitment assignments, so it's no surprise to me to read your description.  It is extremely difficult to fill jobs these days -- few applicants; sending lots of passive candidate outreach IMs via LinkedIn to get less than 5% response rate with probably more than half of those saying "thanks, but no thanks"; more candidates no-showing for phone or video interviews, even when confirmed in writing and with calendar notices; loads of people who actually applied and never respond to multiple messages to discuss the position, etc.  I could go on and on.

And then there's the bizarre things happening in interviews.  When I asked someone why she left her job with a local county government after so many years, she said, "I was fired because the board was shady."  I got off the phone, googled her and found many articles about her arrest for embezzlement.  Then there's the HR person I interviewed for a manager position who was great but then was a no-show for the video interview with the company president -- after several days, she emailed me to say she had an arrest record and just didn't feel like talking about it.  And last week, I called a candidate for a pre-arranged phone screen -- my call went to voicemail, I heard BLASTING music and then a voice said, "This is Brittney Spears.  Leave Kelly a message and she'll hit you up one more time."  And then the Hit Me Baby One More Time music continuing to play.  I did not leave a message.  I could go on and on . . .  

 People truly need basic interview skills and how to professionally interact with those who have jobs. 

 Every day I'm stunned anew. 

Two sets of thoughts occur to me:

Employers, listen to your recruiters. You’re paying them for their knowledge, effort and resources. Sometimes a job title, for instance, makes a big difference in whom the recruiter can attract. Often posting the compensation helps a person commit to the selection process.

Candidates, be unfailingly polite and professional when a recruiter or employer calls. Even if you don’t want the job, answer their calls, cancel in plenty of time if you need to, and offer to help them find a more suitable candidate. It will be a lot easier for that recruiter to call you for another, more suitable role even a year or two later when you really want help. These are relationships that last your whole career.

And here are more thoughts from a recruiter’s experience:

• If you're actively looking for a job, make sure to check your email spam folder and the "blocked" settings on your cell phone for voicemail and texts. Is your voicemail set up? Will it accept new messages or is it full? And even if you're not a person who checks voicemails, maybe you should if you are looking for a job. Many calls/emails from people with jobs to offer never make it to you.

• If you applied for a job and find you've since changed your mind, it's a common courtesy to respond and say just that or to cancel an interview in advance. Think about it this way -- your no-show interview slot could have been filled by someone who really needed/wanted that job. It's also a small world and many recruiters add "no-show" discussion notes into on-line systems and you just never know when your paths might cross again.

• Once you decide to schedule an interview, look at the company's website and read on-line articles about them. Even 15 minutes can help you prepare and rise to the top of the candidate list.

• Prepare yourself: Write out your narratives for questions you know you'll be asked. And then practice the narratives on your family or friends. Narratives such as explaining a gap in your resume, why you quit your last job, why you're changing directions in your career, etc. Of course, you need to tell the truth but simply saying, "personal reasons" every time someone asks you why you quit makes hiring managers wonder.

What’s your experience? 

More importantly, what would help?