A common frustration nowadays, I’m afraid. So you are not alone. It is a dynamic that is happening more and more frequently. And candidates are feeling helpless, frustrated and angry. So what exactly is going on?

Historically, companies hired outside legal recruiters to partner with HR and assist them with their legal hiring needs. If the company hired the right search firm, the process went smoothly and efficiently, the legal department was happy and a quality candidate was placed in the chair. Mission accomplished. The search firm would also manage other aspects of the process including the sourcing, filtering and screening of all applicants and communications with them. The company was absolved of that interface responsibility.

Enter social media.

More specifically, LinkedIn. The growing popularity of LinkedIn has created what some employers see as one big giant database. Filled with every type of “candidate” you can imagine. An experience kind of like entering Willy Wonka’s Chocolate Factory.

As employers took notice of this new tool and the potential opportunity to eliminate expensive recruiting fees, they moved some of their legal recruiting function in house and placed it within the human resources department. In this dynamic, HR is tasked with a hefty responsibility: researching, sourcing, screening, interviewing…… Lawyers. Sometimes hundreds of them – typically as the result of on-line advertising. And in addition to the sheer volume, many HR professionals find “legal” somewhat of a daunting area without much guidance to get up to speed.

HR also serves the gatekeeper. Keeping track of resumes coming in from a wide range of sources. It’s a process that can put stress on even the most experienced legal recruiter. So for HR, whose department has a plethora of other responsibilities and projects to handle for the company, the pressure of juggling it all can reach a fever pitch. With hundreds of resumes sailing in, at times it is not feasible to respond to every candidate. Particularly if the company is moving forward with a slate of potentially viable candidates. Consequently, and with increasing frequency, an on-line application may be met with silence.

So what can you do to escape The Black Hole?

Unfortunately, there is no magic bullet. But there is one important thing you can do to increase the possibility of a response or even an interview: Work. Your. Network. Contact any executive, board member, vc, outside counsel, internal lawyer, employee or friend you know at the company and let them know about your interest in the specific position. Provide them with your resume and a short blurb about yourself (they will be forwarding your email on to the powers that be) that highlights the high points about your impressive background. The higher up you go in the food chain, the more likely your resume will receive heightened attention. With that said, don’t be overzealous and have an army of people pushing your candidacy. That can backfire in a big way and you will come off as annoying.

If you don’t have any contacts, no doubt, it will be tougher. Getting your resume in early may help. You can also try and find a tangential connection in the company. And follow up. When following up, be friendly, polite and appreciative. Being nice can go a long way. Reattach your resume for easy access.

If everything you try fails, let it go and move on. Don’t take it personally and don’t let the frustration grip you. In the job search process, you will win some and you will lose some. But your ability to successfully navigate the ups and downs will hinge on your attitude. So be positive. Tomorrow is another day and another opportunity for you to make great things happen for your career.