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What I’d Like To Tell The New Age Recruiters?

 What I’d Like To Tell The New Age Recruiters?
You can acquire all sorts of knowledge, but thoughts? Well, you’ve got to share them.

 

Over the past few weeks, I have been actively involved with hiring talent for our team. When I started off, it was scary. I didn’t know the norms and was worried that I might step the line somewhere. But over time I realized that the best way is to think of it from the point of view of the interviewee as well. Subsequently I had unwritten guidelines in my head. Pointing them out here because, why the hell not?

 

Times have changed. Agreed? Here are the things I would like to tell our new age recruiters: —

 

  • Value their time: Every person stepping into your office is investing time in your company. Whether they get hired or not, they are making your company a part of their schedule. Ensure that you tell them a due estimate of the hours/minutes it might take. If a HR personnel is connecting with them, give them clear idea of how the interview process is going to take place. That ways the interviewee wouldn’t be shooting in the dark, will be more prepared and possibly perform better.

  • Make them feel welcome: Taking interviews might not be in your days plan probably but there is an interviewee there who is interested in speaking to you, don’t let that trust go by being sullen or worked up. I personally have been in a interview where I thought that the interviewer is most definitely not interested in me, consequently making me less interested to work with them. Being warm goes a long way.

  • Introduce yourself well: The interviewee must know what you do and what your background is like. It acts as an ice breaker. It also helps them deliver answers well. So if I am not from a technical background but am interviewing someone for the post of Technical Content Writer, I wouldn’t be looking at your technical knowledge only. I would instead be interested in knowing how the person drafts his/her content and what is his/her research work like.

  • Give a proper feedback: This, for me, is the most important point in here. People deserve clarity. Whether they are selected, not selected, or hiring for the position is on hold; the applicants should know. We invest pretty well in our online reputation management and these aspirants are the most organic reputation managers that a company can have. I also firmly believe in letting people know exactly why they are not getting hired with a hope that they take it positively. They must know where they are lacking. I agree that the particular skill set required at the given job might not be the same as the next job they’ll be applying to, but what’s the harm in informing. To the applicants reading, please take this criticism well, it is meant to lift you up and not meant to demotivate you.

  • Let them know what they might be signing up for: Yes, the job description does half the job here. But, there is nothing better than letting them know what they are signing up for. Tell them the problems they will be addressing if they join the team and explain their key responsibility areas. It would be best if you first ask if they have questions and if they don’t ask about it, start talking. They need to know even if they don’t want to. Make a conversation out of it.

  • Ask them for feedback: Interview processes can be exhausting and you might have not cracked the code of designing the best process yet so take their feedback on the same. It would be better than getting to know about it from random sources later. Accept the feedback well and act on what changes sound genuine.

Since you are still reading, a little background is in order. I am a social media strategist and not a human resource personnel. All that I have mentioned here are lags that I felt personally. If you disagree, feel free to let me know. The blog inferences from my personal experience as an interviewee as well.

 

Profile: Kriti Sharma is a social media strategist. You can connect with the author on Twitter & LinkedIn

 

Publsihed With Permission.

Image Courtsey: Shutterstock