This week, I reached out to a LinkedIn, connected and then followed-up via email to discuss my background. I had identified a role that I was interested in, but had not officially applied for the role. I have been following an approach of speaking with the recruiter, where possible, before applying for the role to better understand the role/responsibilities and the recruiting process.
My first email contact to the recruiter went unanswered, since the recruiter was out of office (I got an out of office message). I then followed again this week (a week after the first email) to ask for some time 'over the next few days'. The response from recruiter was "frankly, i've just returned back and i'm trying to take stock of the current situation. Is there a role you've applied for, for which you're seeking feedback'. I responded by saying that I'd like to have an informational conversation to discuss the role (I included the role details), introduce myself and understand the recruiting process.
The recruiter then responded by saying, they've selected 2 final candidates and will be making a decision in the next few days. However, I can apply for the role and she will review my background and circulate my resume internally as needed. I responded back by offering to share my resume via email (as I was not keen on applying for a role, only to be rejected).
Question: Why would recruiters insist on applying for opportunities where they, highly likely, have no intention of considering another candidate (given they have already found someone they see as a good fit) only to send a rejection email, instead of choosing to review the candidacy in general. Is there something I should be doing differently to avoid unnecessary rejections (which I personally see as not good in a company's HR records)