TECH CULTURE ALIGNED WITH THE HUMAN INPUT
The modern recruiter is highly savvy in using technology tools while considering a candidate such job boards, video interviews etc, automation of the recruitment process , but never underestimate the importance of having deep conversations with their candidates over the phone, F2F or using an internet tool. Let’s not forget about human intuition and if the recruiter has people skills and experience they would certainly have a well developed intuition about their candidates. Technology could be manipulated, but the gut feeling of the headhunter – never.
HIRING FOR SOFT SKILLS
Let’s not forget that all industries we hire for are consistently related to human activities and interactions and regardless the technology advancement, bots, artificial intelligence there are some particular cases where soft skills are required and in high consideration. The candidate could be well skilled and professionally evolved, but if they do not have this soft sense of approachability and kind interaction with the others this could lead to devaluation of the sold products or services.
AN EMPLOYER BRAND THAT STANDS OUT
Most companies try to be brand savvy regardless the budget they invest in to achieve that goal, apparently companies that are on the market with the intention to stay in the long-run. Nowadays is absolutely unforgivable if your brand tools do not meet the usual expectations . And still – there are – I noticed recruitment companies with a huge following on social media with poor brand strategy . I hope that what I saw belongs only to certain areas in Europe where people are so desperately to leave their country and find job elsewhere that do not notice how the brand awarenesses of these companies performs (extremely low standard). But, apparently, here I am not talking about these special tools that help to market a company, but more about the process, the attitude and rules the company embodies to select, hire, interview and feedback candidates. I have seen thousand times candidates’ rejections with no information. If the company has invited for an interview and took the time to speak to them and found 0ut that the candidate is not what they are after is it not ethical to inform them ? Keeping a candidate misinformed stands for lack of professionalism and disrespect. What does this speak about this company’s brand attitude?https://rcm-na.amazon-adsystem.com/e/cm?o=1&p=48&l=ur1&category=software&banner=0NMYBMYXNKHTH892SY02&f=ifr&linkID=412c81356681d9c5dddf0bf6d3483079&t=bo0dd-20&tracking_id=bo0dd-20
I recently interviewed someone and their language skills didn’t meet the criteria we had set in our job description. I knew this from the very start but since I usually do not believe certificates and diplomas I thought the candidate might show better skills in practice. I am always for testing skills better than talking hours . To get an impression of how person would likely perform I need to ask just couple of question and the evaluate skills. And since the candidate didn’t meet the criteria I told them straight after, since keeping them on hold is the worst scenario they could imagine . Release from expectations and help them move forward.
Thinking about the needs of the company ruins the opinion about the brand.
SKILLED & EXPERIENCED APPLICANT IS THE ONE TO CHOOSE AND NOT TO BE CHOSEN
Applicants/candidates weight equals with the one of the employer’s company. The recruiter is not figuratively speaking a connector between customer and business (C2B) , but business to business (B2B). Employer offers services to be looked after and the applicant (the second business) decides should they accept the offer under certain rules and circumstances.https://rcm-na.amazon-adsystem.com/e/cm?o=1&p=48&l=ur1&category=software&banner=0NMYBMYXNKHTH892SY02&f=ifr&linkID=412c81356681d9c5dddf0bf6d3483079&t=bo0dd-20&tracking_id=bo0dd-20
It is not already enough to follow all recruitment, hiring and labour code rules , but also to be aware that you are dealing with someone that could at any moment turn your offer down if a better comes in. So additional respect and nurturing of the candidates have a high value .
HEADHUNTING ON THE RISE
Proactive manner , decisive actions and making the things to happen are what any business values and keeps moving forward. Job boards can bring some candidates , but intentionally looking for the one against the job spec requirement, putting the energy and effort, negotiation and convincing is the best action for quality recruitment and filtering the best market opportunities. Sitting and relaxing while someone is applying for the job won’t bring success. Success should be found, fought for and looked for.
Recruiter should be flexible in their approach and embody the right knowledge, language according to the role and the age, experience and position of the candidate. A really tailored and specific approach and manner should be taken within a deep variety of circumstances .
Recruitment evolves in 2020 and the leading tendency is to balance technology and human touch, practical and soft skills, candidate and employer. And the role of the recruiter is to find this balance.
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