Blog: Recruiting 101 – What you need to know

Recruitment

Recruiting 101 – What you need to know

A few tips on basic courtesies that would make the recruiting process more humane and productive at the same time
Recruiting 101 – What you need to know

Given the war for talent and the scarcity of good quality resources, it is a matter of shock and surprise that companies disregard basic practices, which would form part of any Recruiting 101 course. Very few companies realize or truly believe that recruiting is a two-way process. While companies are assessing profiles, today, potential candidates have a choice and are in turn assessing the organization that they are considering for a role.

Often times, recruiters forget that changing jobs is an emotional decision and any misstep could turn the candidate away ultimately leading to an unfilled position making the search that much more lengthy and inefficient. Following basic courtesies would make the recruiting process way more humane and productive at the same time.

Here are a few basic things that would enhance the efficiency of the recruiting process. These become more critical when you are looking to fill a key position with a candidate who may not necessarily be attracted to your organization.

Respect time: Numerous times clients keep candidates waiting without any sense of apology or remorse. We have had candidates reach a venue only to realize that the interviewer is missing and no one has a clue as to where he is or when he would arrive. Once an interview has been scheduled, whether in person or over a telecom/VC/skype, make sure you are on time. In India we tend to disregard the time of individuals in business meetings, which gets even more exacerbated in a recruiting situation because of a false sense of superiority on part of the recruiters.

Be professional: Don’t reschedule interviews at the last moment. Umpteen times clients cancel or reschedule meetings/calls at the last moment without any concern for the other person’s schedule. Do stand by what you share or promise during the interviews. Many a time, hiring managers offer certain things around role, compensation or location during the interview only for the candidate to find a totally different scenario at the offer stage.

Best foot forward: Put your best foot forward. With an undecided candidate, you only get one shot to convince him. Make sure the first interview is with an interviewer who is appropriate. Don’t have a junior recruiter screen a senior candidate. Not only is it inappropriate, it puts off the candidate and you lose whatever chance you might have had to attract an undecided candidate. Have the hiring manager do the first interaction.

Provide feedback and communicate proactively: Do provide feedback even if the candidate has not been shortlisted. If any individual has taken the time to interview the least he deserves is feedback. Do communicate proactively throughout the process. Organizations go to radio silence mode for weeks together. Basic courtesy demands that we communicate throughout the process and critically so when the times comes to provide feedback after any interview.

Empathize and be nice: Changing jobs is an emotional journey. For recruiters, it may be just another transaction, but not so for the candidates. There is a whole family that gets impacted by the decision. Put yourself in the candidates’ shoes and see it from his point of view. It will help the recruiter formulate their responses better. And finally be nice! It never hurt anyone to be nice!

Disclaimer: This is a contributed post. The statements, opinions and data contained are solely those of the individual authors and contributors and not of People Matters and the editor(s).

 

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Topics: Recruitment, Strategic HR

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