How many interviews have I conducted in my career: 1000, 3000, 5000? Believe me, it does not matter when you go to the dark side and you yourself begin to look for work.
Probably, job search for HR-a is a materialized purgatory, woven from complaints of offended candidates. Anticipating the remarks: “Why should they offend them? So he returned as a boomerang! ”- I cannot but recognize the problem of the eternal confrontation between the applicant and the HR. Each meeting could give both sides useful experience, a business acquaintance, and simply new information, but in practice everything happens very differently.
I’ll tell you in detail about the mistakes of my colleagues below, but for now I’ll say in their defense that the applicants also make mistakes.
For example:
Do not come to a pre-agreed meeting and do not warn about it;
provide untruthful information about yourself and your experience;
behave arrogantly and biased;
belittle your experience and loudly demand: “I want to go to the Director General right now, and not tell you about my experience!”;
offended by a polite smile (for an incomprehensible number of reasons, regarding it as a mockery);
throw sheets of paper with a test task in your face that you propose to pass.
Now I am on the other side of the barricades and am also looking for work.
Everyone who at least once in his life was looking for work, remembers that you need to use different methods: recommendations, recruitment agencies, job search sites, professional communities, social networks and more. I also used all the available variety.
It would seem simpler - post a resume and wait for feedback and invitations. But no ... This is only the beginning of a very thorny path, which, the longer you go along it, the more it resembles a quest.
Level 1. Summary should be followed up.
I send the resume to the company I like, a little before editing it, write a bright cover letter and wait ... a day, two, three. A week. Month. As a result, the vacancy is in the archive marked "not viewed." Companies investing money and labor resources in an HR brand, do you know how your HR department works?
But let’s omit the painful emotions of the candidate and his negative responses in his warm circle (and it happens that this circle is equal to 2500 professionals on Linkedin), as well as doubts about the professionalism of the selection manager, because I know from experience that many companies post vacancies that do not require a momentary response, because they are intended for a personnel reserve.
Perhaps 1000 responses fell on the vacancy (and there were at least 10 such vacancies at the eychar), he stopped at 299 and ... found his OWN candidate. But the rest of the applicants will remember ignoring from this company.
In order not to collect unsuitable responses - take the trouble to place a small test task with the tasks you need in the body of the vacancy. This will save you from 100,500 responses of those who categorically do not suit you, who lack competencies, who are engaged in fan mailing for all companies, etc. As a result, you have less work to rake hundreds of responses and much less well-deserved dissatisfaction of applicants.
Level 2. Bad negotiation tips
What can I say for a long time ... It really touches when the recruiter tries to quickly find my resume from a pile on the table in the meeting room, checking against the photograph. Finally, finding what he was looking for, he glanced over him quickly, while I, at her request, talk about myself, mutter: “Yes, yes, yes ...”. I shut up, trying to get a theatrical pause to attract attention, catch eye contact and see a misunderstanding in the eyes of the recruiter: “Well, continue!”.
I involuntarily recall how I was preparing for each interview, making notes in the resume, sketching questions and noting key skills. Is it worth talking about the unspoken rule: one meeting - one resume?
But there comes a time when the ball is in my hands, and I can start asking questions, which I have a lot: about the vacancy, the nuances of the company’s activities, corporate culture, established business processes and those work units that are yet to be built, but the recruiter is embarrassed to smile and says: "And you already check with the director if you go through all the steps" or makes big scared eyes and does not provide even the simplest information that can be gathered from the site of your own company.
“Stages?” I ask. “Well, yes!” Is a sprightly answer. “Interview, filling out a questionnaire, solving tests and tasks on time. Two weeks later, we call successful candidates. After all, we have a competition! ” Oh yes ... and an interview with the director, like a cherry on a cake. What about at least something to interest me?
Probably, job search for HR-a is a materialized purgatory, woven from complaints of offended candidates. Anticipating the remarks: “Why should they offend them? So he returned as a boomerang! ”- I cannot but recognize the problem of the eternal confrontation between the applicant and the HR. Each meeting could give both sides useful experience, a business acquaintance, and simply new information, but in practice everything happens very differently.
I’ll tell you in detail about the mistakes of my colleagues below, but for now I’ll say in their defense that the applicants also make mistakes.
For example:
Do not come to a pre-agreed meeting and do not warn about it;
provide untruthful information about yourself and your experience;
behave arrogantly and biased;
belittle your experience and loudly demand: “I want to go to the Director General right now, and not tell you about my experience!”;
offended by a polite smile (for an incomprehensible number of reasons, regarding it as a mockery);
throw sheets of paper with a test task in your face that you propose to pass.
Now I am on the other side of the barricades and am also looking for work.
Everyone who at least once in his life was looking for work, remembers that you need to use different methods: recommendations, recruitment agencies, job search sites, professional communities, social networks and more. I also used all the available variety.
It would seem simpler - post a resume and wait for feedback and invitations. But no ... This is only the beginning of a very thorny path, which, the longer you go along it, the more it resembles a quest.
Level 1. Summary should be followed up.
I send the resume to the company I like, a little before editing it, write a bright cover letter and wait ... a day, two, three. A week. Month. As a result, the vacancy is in the archive marked "not viewed." Companies investing money and labor resources in an HR brand, do you know how your HR department works?
But let’s omit the painful emotions of the candidate and his negative responses in his warm circle (and it happens that this circle is equal to 2500 professionals on Linkedin), as well as doubts about the professionalism of the selection manager, because I know from experience that many companies post vacancies that do not require a momentary response, because they are intended for a personnel reserve.
Perhaps 1000 responses fell on the vacancy (and there were at least 10 such vacancies at the eychar), he stopped at 299 and ... found his OWN candidate. But the rest of the applicants will remember ignoring from this company.
In order not to collect unsuitable responses - take the trouble to place a small test task with the tasks you need in the body of the vacancy. This will save you from 100,500 responses of those who categorically do not suit you, who lack competencies, who are engaged in fan mailing for all companies, etc. As a result, you have less work to rake hundreds of responses and much less well-deserved dissatisfaction of applicants.
Level 2. Bad negotiation tips
What can I say for a long time ... It really touches when the recruiter tries to quickly find my resume from a pile on the table in the meeting room, checking against the photograph. Finally, finding what he was looking for, he glanced over him quickly, while I, at her request, talk about myself, mutter: “Yes, yes, yes ...”. I shut up, trying to get a theatrical pause to attract attention, catch eye contact and see a misunderstanding in the eyes of the recruiter: “Well, continue!”.
I involuntarily recall how I was preparing for each interview, making notes in the resume, sketching questions and noting key skills. Is it worth talking about the unspoken rule: one meeting - one resume?
But there comes a time when the ball is in my hands, and I can start asking questions, which I have a lot: about the vacancy, the nuances of the company’s activities, corporate culture, established business processes and those work units that are yet to be built, but the recruiter is embarrassed to smile and says: "And you already check with the director if you go through all the steps" or makes big scared eyes and does not provide even the simplest information that can be gathered from the site of your own company.
“Stages?” I ask. “Well, yes!” Is a sprightly answer. “Interview, filling out a questionnaire, solving tests and tasks on time. Two weeks later, we call successful candidates. After all, we have a competition! ” Oh yes ... and an interview with the director, like a cherry on a cake. What about at least something to interest me?
Comments
Post a Comment