33There are so many professionals who are involved in the recruitment function of HR. I have few questions to them and expect them to help me understand it better.
- When you send so many unwanted / unexpected (by the candidate) emails of job offers, and when the candidate responds to you attaching his CV. Don’t you have a responsibility to update him. Here are some responses;
- Candidate gets a standard reply – We will see if your profile suits the position. Else we will keep your details in our data bank.
- A one line acknowledgement – We got your CV and we will get back to you in 7 days (Which never happens)
- There will be no reply to the candidate at all, not even an acknowledgement
When a call comes from a recruiter to a candidate, it is full of energy, respect and affection. The best quality of voice modulation and tone is selected to speak to that candidate. (Because this is your interest…..you are on a hunt).
After seeing no response, when the candidate calls you to take a follow up, you the same voice and person are a total stranger this moment. Trying your best to recognize the candidate and the instance when did you speak to this person, totally engrossed in recalling the episode forgetting that the caller is waiting for you to recognize and acknowledge the contact you made him. Giving him nothing but an embarrassing moment
Why is this change of Behavior? Your search or hunt for a suitable candidate is of so much prime importance that you tend to forget that you work under one of the functions of HRM which is meant for the people development.
Any inputs ?
Sajid Rasheed
From United Arab Emirates, Dubai
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Hi Sajid,
My input to this post is based on experience only! I have encountered every single thing that you have mentioned here. I was a HR professional with sufficient experience, good potential, and willingness to learn and grow - but the responses to my application were shocking! It made me question what was wrong with my CV.
There was absolutely no response, a half-hearted mechanical response, or the standard response of 'we will get back to you/your CV is in our database.' This was the first time I experienced such a disconnect with recruiters.
When discussing this with friends, I found out that this is the norm here. But why? I am still puzzled.
The irony is that once in a company, I find that most of us are treated and respected well for our experience, exposure, and competency.
Geetha
From India, Coimbatore
My input to this post is based on experience only! I have encountered every single thing that you have mentioned here. I was a HR professional with sufficient experience, good potential, and willingness to learn and grow - but the responses to my application were shocking! It made me question what was wrong with my CV.
There was absolutely no response, a half-hearted mechanical response, or the standard response of 'we will get back to you/your CV is in our database.' This was the first time I experienced such a disconnect with recruiters.
When discussing this with friends, I found out that this is the norm here. But why? I am still puzzled.
The irony is that once in a company, I find that most of us are treated and respected well for our experience, exposure, and competency.
Geetha
From India, Coimbatore
I could not have agreed with you more, Geetha. I also speak from my experience of job hunting in this region.
On one side, everyone wants to hire the best. On the other hand, once a candidate sends a resume, that's it! End of the process!! Follow-ups do not work, and repeated calls would be answered with "We will get back to you."
I also thought that there was something missing in my resume that may be inviting a cold response.
When considering why recruiters behave this way, I noticed a peculiar trend in this region. Employers all seek the best candidates who have experience in a wide range of areas, but they are not fully willing to pay for that experience. This indecisiveness stems more from the business side, which is more concerned about the bottom line and the year-end balance sheet numbers. As a result, HR teams appear to be more laid back and unconcerned about the applications they receive.
Another reason that seemed fitting is that, since the development of this region, the focus has primarily been on the oil and gas sector. Back then, labor was available at cheap rates and in abundance. Only now, with the economy opening up and the influx of big multinational corporations, the so-called talent pool has alarmingly depleted. In a rush to meet recruitment targets, recruiters seem to be neglecting the human element. Moreover, the competition in the recruitment industry must have significantly increased with numerous players in the market.
All these factors likely contribute to recruiters losing touch with the human aspect of their work.
Regards,
Shaila
From United Arab Emirates, Dubai
On one side, everyone wants to hire the best. On the other hand, once a candidate sends a resume, that's it! End of the process!! Follow-ups do not work, and repeated calls would be answered with "We will get back to you."
I also thought that there was something missing in my resume that may be inviting a cold response.
When considering why recruiters behave this way, I noticed a peculiar trend in this region. Employers all seek the best candidates who have experience in a wide range of areas, but they are not fully willing to pay for that experience. This indecisiveness stems more from the business side, which is more concerned about the bottom line and the year-end balance sheet numbers. As a result, HR teams appear to be more laid back and unconcerned about the applications they receive.
Another reason that seemed fitting is that, since the development of this region, the focus has primarily been on the oil and gas sector. Back then, labor was available at cheap rates and in abundance. Only now, with the economy opening up and the influx of big multinational corporations, the so-called talent pool has alarmingly depleted. In a rush to meet recruitment targets, recruiters seem to be neglecting the human element. Moreover, the competition in the recruitment industry must have significantly increased with numerous players in the market.
All these factors likely contribute to recruiters losing touch with the human aspect of their work.
Regards,
Shaila
From United Arab Emirates, Dubai
It's beyond me why there would be a change in behavior when the first call was polite and nice. However, to address why emails, cold calls, follow-ups aren't properly addressed, I would point out the following:
1) Volumes of phone calls, emails, and faxes received for candidates. I personally get no less than a dozen calls a day from candidates inquiring about the position, nothing less than 50 to 60 emails per position per day (mostly resumes that aren't even close to understanding the position), and several faxed resume copies, which I more often than not ignore (Rude, I know).
2) Tight deadlines to fill positions - a new person must join before the expiry of the current employee's notice period.
3) Competition not just from other companies but also from within your team, where your performance is rated based on how your team member has done.
Having been in the same situation myself when looking for a job, I had made a vow never to be rude or impolite, belittle aspiring candidates, etc. I am trying very hard not to break that promise. Would I be blowing my horn if I were to say that I've actually been commended for my patience... :-)
From United Arab Emirates, Dubai
1) Volumes of phone calls, emails, and faxes received for candidates. I personally get no less than a dozen calls a day from candidates inquiring about the position, nothing less than 50 to 60 emails per position per day (mostly resumes that aren't even close to understanding the position), and several faxed resume copies, which I more often than not ignore (Rude, I know).
2) Tight deadlines to fill positions - a new person must join before the expiry of the current employee's notice period.
3) Competition not just from other companies but also from within your team, where your performance is rated based on how your team member has done.
Having been in the same situation myself when looking for a job, I had made a vow never to be rude or impolite, belittle aspiring candidates, etc. I am trying very hard not to break that promise. Would I be blowing my horn if I were to say that I've actually been commended for my patience... :-)
From United Arab Emirates, Dubai
Dear Abl (Sorry. refering you with your ID) Thanks for your inputs. This is what we want. Real recruiters to have some retrospection in the processes involved. Cheers Sajid
From United Arab Emirates, Dubai
From United Arab Emirates, Dubai
Hi Anymore recruiters opinions ?????...............I can uderstand they must be busy headhunting to complete the monthly headcount !! CHeers Sajid
From United Arab Emirates, Dubai
From United Arab Emirates, Dubai
Hi Sajid,
I accept the above message; most recruiters use a standard reply. We will get back once shortlisted, or within 7 days, or provide no response.
As a recruiter, I try to communicate with candidates who meet my criteria. For example, if I am recruiting for an MBA position but receive emails from 12th-grade students, it is not suitable to contact such individuals.
When I call a candidate for a job and they interview with the client but are unsuccessful, if I do not have a similar job opening to place the candidate, I still update them about potential job openings by leveraging my network. I take a personal interest in helping candidates like these and have found success in this approach.
Regards,
saravananec@gmail.com / 09884211661
From India, Madras
I accept the above message; most recruiters use a standard reply. We will get back once shortlisted, or within 7 days, or provide no response.
As a recruiter, I try to communicate with candidates who meet my criteria. For example, if I am recruiting for an MBA position but receive emails from 12th-grade students, it is not suitable to contact such individuals.
When I call a candidate for a job and they interview with the client but are unsuccessful, if I do not have a similar job opening to place the candidate, I still update them about potential job openings by leveraging my network. I take a personal interest in helping candidates like these and have found success in this approach.
Regards,
saravananec@gmail.com / 09884211661
From India, Madras
Dear Sravanan,
Thanks for your reply to this post. I really appreciate that you take so much effort to keep the applicants posted on the developments, whether they are positive or negative outcomes. You do make sure to update them, which is commendable. Bravo! That's great, I should say, and I am sure many readers on this forum will appreciate this habit of yours. This will take you far in your profession.
As for a 12th-grade student applying for an MBA position, common, we cannot take such examples as a yardstick to deal with all situations. This can happen once in a while and not always. Isn't it unrealistic, don't you think so?
But anyways, I am glad you understood the importance of keeping candidates posted on the developments, at least for the deserving ones.
Cheers,
Sajid
From United Arab Emirates, Dubai
Thanks for your reply to this post. I really appreciate that you take so much effort to keep the applicants posted on the developments, whether they are positive or negative outcomes. You do make sure to update them, which is commendable. Bravo! That's great, I should say, and I am sure many readers on this forum will appreciate this habit of yours. This will take you far in your profession.
As for a 12th-grade student applying for an MBA position, common, we cannot take such examples as a yardstick to deal with all situations. This can happen once in a while and not always. Isn't it unrealistic, don't you think so?
But anyways, I am glad you understood the importance of keeping candidates posted on the developments, at least for the deserving ones.
Cheers,
Sajid
From United Arab Emirates, Dubai
Sajid,
The inputs from the members were great.
From my personal experience in the region, I attribute this trend to the following reasons:
1. Most of the companies that recruit directly or through small recruitment agencies do not possess ample resources at their disposal to act in a professional way. It is often seen that an HR Department comprises only an HR Manager and an HR Generalist who is burdened with all aspects of HR and not just recruitment. In such situations, 'professional HR behavior' takes a back seat, and preference is given to 'getting the work done' rather than 'how it is done.' However, companies that have dedicated recruitment departments or personnel handling recruitment functions do provide the right and required feedback to all the applicants. A prime example among recruitment companies in the UAE is Clarendon Parker, who give timely and relevant feedback to all the applicants.
2. HR Departments in the majority of the companies in the Middle East, especially in the UAE, are headed by people who are more 'Administration' professionals rather than 'HR Professionals.' They are at the helm of affairs by virtue of their seniority, having been in the company for 20 or 30 years, and they lack knowledge of such professional HR behavior in real terms. When presented with such ideas, they consider it as mere 'time wasters' and force the junior pros not to practice such things.
In my earlier days here in the Middle East, when I was working in a much junior position in HR, I had been personally instructed by one of my superiors not to waste time on giving feedback to candidates but rather to pick the right ones and not entertain any inquiries from other candidates.
I personally feel that as dedicated HR professionals, no one would want to lose the 'Human touch' but are compelled by circumstances to act in a totally indifferent mode.
Last but not least, to add to Shaila's views, Recruitment and Retention in the Middle East has never been as challenging as it is now.
Thanks and Regards,
Narayanan Kutty
From United Arab Emirates, Dubai
The inputs from the members were great.
From my personal experience in the region, I attribute this trend to the following reasons:
1. Most of the companies that recruit directly or through small recruitment agencies do not possess ample resources at their disposal to act in a professional way. It is often seen that an HR Department comprises only an HR Manager and an HR Generalist who is burdened with all aspects of HR and not just recruitment. In such situations, 'professional HR behavior' takes a back seat, and preference is given to 'getting the work done' rather than 'how it is done.' However, companies that have dedicated recruitment departments or personnel handling recruitment functions do provide the right and required feedback to all the applicants. A prime example among recruitment companies in the UAE is Clarendon Parker, who give timely and relevant feedback to all the applicants.
2. HR Departments in the majority of the companies in the Middle East, especially in the UAE, are headed by people who are more 'Administration' professionals rather than 'HR Professionals.' They are at the helm of affairs by virtue of their seniority, having been in the company for 20 or 30 years, and they lack knowledge of such professional HR behavior in real terms. When presented with such ideas, they consider it as mere 'time wasters' and force the junior pros not to practice such things.
In my earlier days here in the Middle East, when I was working in a much junior position in HR, I had been personally instructed by one of my superiors not to waste time on giving feedback to candidates but rather to pick the right ones and not entertain any inquiries from other candidates.
I personally feel that as dedicated HR professionals, no one would want to lose the 'Human touch' but are compelled by circumstances to act in a totally indifferent mode.
Last but not least, to add to Shaila's views, Recruitment and Retention in the Middle East has never been as challenging as it is now.
Thanks and Regards,
Narayanan Kutty
From United Arab Emirates, Dubai
Hi Sajid,
I am sorry you have taken the example as wrong. I said 12, the standard student is also applying for the same job, which has been posted for an MBA graduate. So obviously, we can update him, right? That's the message I am conveying to you here. Thanks for your reply.
Regards,
Saravanan
From India, Madras
I am sorry you have taken the example as wrong. I said 12, the standard student is also applying for the same job, which has been posted for an MBA graduate. So obviously, we can update him, right? That's the message I am conveying to you here. Thanks for your reply.
Regards,
Saravanan
From India, Madras
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