My first blog : Rules to be followed by Recruiter.
The purpose of my blog is to highlight some ignored aspect of interview process by the recruiter which unnecessary creates distress and negative impact in the minds of candidates. This article will also highlight some ways to resolve the same. This article is based on my personal experience as I am Recruiter for more than 7 years.
So, in very simple words, if we look from a recruiter point of view, he/ she requires perfect candidate who fits exactly in the role, within salary budget, lesser notice period and adaptable to their company culture. And if we look from candidates point of you, he/she requires roles and responsibilities which suits his career goal, gives him authority to take and owe decisions, handsome salary, flexible working hrs, friendly culture and salary hikes at proper time. So if we look from both the sides, the ultimate process is recruitment and selection which can fulfill goal of a recruiter and candidate but most of the times this recruitment process turns out to be mess for a recruiter and candidate.
This article will analyze on the aspects to be taken care by recruiter and not the candidate. Though all recruiters knows about the same, but some intentionally and some unintentionally ignore it.
1. Proper Information to the candidate : Recruiters become successful to invite candidates by their fluent communication skills and attractive voices but do they really spend time to seek correct information about the candidate before they call them for interview or provide them basic information about company and role so that the candidate prepares well and his chances of rejection becomes less and his and companies time gets saved ?.Answer is no. As we just wants candidates to come and attend the interview and project our reporting authority on no.of candidates attending the interview, we forgot the basic purpose to invite them and that it filling the position by an apt. candidate. So out of 10 candidates whom we called, if 1 gets selected in 1st and 2nd round, we feel top of the world and hopes to close a position. If luck favors, the candidate gets selected, else we repeat the whole process again and again until we find right fitment, wasting around 30-40 candidates time, money and efforts and in fact waste panels most precious time as well. This could have been minimized in case recruiter first take out time to understand brief about the JD, mandatory skill sets, few questions to judge a candidate technically and candidate profile rather than just sorting profile based on key skill sets. Calling 3 candidates for face to face interview after proper evaluation of candidate is much better than calling 30 candidates without evaluation. In Fact most important part is that recruiter without fail should send JD well in advance to the candidate while sending venue and other details so that candidate can prepare accordingly. One proper mail giving information about company, job role, venue details with proper date and time and concerned person to meet should be suffice as a first basic responsibility of a recruiter. Still if candidate fails to read the information, its his fault.
2. Proper facility and time management : how many hours a candidate can wait cannot be a test of his patience?. It’s actually a mismanagement of a recruiter to make an interviewer to wait for more than half an hour. You should understand that everyone’s time is precious whether a fresher or experienced and it’s not only the business leader whose time should be given importance. A proper backup plan should be there for a new panel in case the regular panel becomes busy. Recruiter should not compromise on timings and should claearly make leaders aware about the reputation of company would be under sake if we make candidates wait for a longer hour. Also if we have planned multiple interviews on a single day and candidates is expected to stay more than an hr, atleast we should be bothered to ask candidates water and tea as basic adicates.
3. Proper interview coordination, limited no of interview rounds. We invite candidates for interview and leave to the receptionist to take care further if the candidate is a fresher or less experienced?? As a first face of our company, we should truly respect the candidature of fresher or experience candidate and properly ascort him to the desired cabin. Cabin should be prearranged so that interview process is just not delayed due to unavailability of cabins. We should also ensure to complete the interview process within 2-3 rounds of interview else candidates loose interest in the process and sometimes good shortlisted candidates rejects our offer.
4. Proper selection of panel members. This place a very important role in an recruiters job. A senior manager being met by a senior executive as first round panel member???? Pathetic. Most of the candidates loose interest and feel offended when they see a junior resource taking their formal interview. Seniority and experience level of the candidates should be given basic respect and based on it, interview panel members should be decided.Recruiter can’t say yes to every silly things management ask them to do.
5. Clear communication on the feedback of the interview. Imagine you attended interview, it went well and still you do not get information about your selection for more than 15 days. What decision as a candidate you will take if your interview in next company also went good and you got call to join?? Why recruiters should take time of more than a day to communicate atleast basic feedback on the interview. The candidate can be easily communicated that he is shortlisted or rejected? Rather them telling them we will update you after some days which are undefined? Proper communication on selection or rejection makes the process precise and even Recruiter time is saved as they don’t received calls from rejected candidates again and again to know the status.
6. Reference check and payslip collection only after final decision of selection. Once we ask the candidate to give reference details and payslips, candidate expects offer letter, hence these steps should he taken only once you get final approval from the management on his selection and approval to release offer letter.
From India, Hyderabad
The purpose of my blog is to highlight some ignored aspect of interview process by the recruiter which unnecessary creates distress and negative impact in the minds of candidates. This article will also highlight some ways to resolve the same. This article is based on my personal experience as I am Recruiter for more than 7 years.
So, in very simple words, if we look from a recruiter point of view, he/ she requires perfect candidate who fits exactly in the role, within salary budget, lesser notice period and adaptable to their company culture. And if we look from candidates point of you, he/she requires roles and responsibilities which suits his career goal, gives him authority to take and owe decisions, handsome salary, flexible working hrs, friendly culture and salary hikes at proper time. So if we look from both the sides, the ultimate process is recruitment and selection which can fulfill goal of a recruiter and candidate but most of the times this recruitment process turns out to be mess for a recruiter and candidate.
This article will analyze on the aspects to be taken care by recruiter and not the candidate. Though all recruiters knows about the same, but some intentionally and some unintentionally ignore it.
1. Proper Information to the candidate : Recruiters become successful to invite candidates by their fluent communication skills and attractive voices but do they really spend time to seek correct information about the candidate before they call them for interview or provide them basic information about company and role so that the candidate prepares well and his chances of rejection becomes less and his and companies time gets saved ?.Answer is no. As we just wants candidates to come and attend the interview and project our reporting authority on no.of candidates attending the interview, we forgot the basic purpose to invite them and that it filling the position by an apt. candidate. So out of 10 candidates whom we called, if 1 gets selected in 1st and 2nd round, we feel top of the world and hopes to close a position. If luck favors, the candidate gets selected, else we repeat the whole process again and again until we find right fitment, wasting around 30-40 candidates time, money and efforts and in fact waste panels most precious time as well. This could have been minimized in case recruiter first take out time to understand brief about the JD, mandatory skill sets, few questions to judge a candidate technically and candidate profile rather than just sorting profile based on key skill sets. Calling 3 candidates for face to face interview after proper evaluation of candidate is much better than calling 30 candidates without evaluation. In Fact most important part is that recruiter without fail should send JD well in advance to the candidate while sending venue and other details so that candidate can prepare accordingly. One proper mail giving information about company, job role, venue details with proper date and time and concerned person to meet should be suffice as a first basic responsibility of a recruiter. Still if candidate fails to read the information, its his fault.
2. Proper facility and time management : how many hours a candidate can wait cannot be a test of his patience?. It’s actually a mismanagement of a recruiter to make an interviewer to wait for more than half an hour. You should understand that everyone’s time is precious whether a fresher or experienced and it’s not only the business leader whose time should be given importance. A proper backup plan should be there for a new panel in case the regular panel becomes busy. Recruiter should not compromise on timings and should claearly make leaders aware about the reputation of company would be under sake if we make candidates wait for a longer hour. Also if we have planned multiple interviews on a single day and candidates is expected to stay more than an hr, atleast we should be bothered to ask candidates water and tea as basic adicates.
3. Proper interview coordination, limited no of interview rounds. We invite candidates for interview and leave to the receptionist to take care further if the candidate is a fresher or less experienced?? As a first face of our company, we should truly respect the candidature of fresher or experience candidate and properly ascort him to the desired cabin. Cabin should be prearranged so that interview process is just not delayed due to unavailability of cabins. We should also ensure to complete the interview process within 2-3 rounds of interview else candidates loose interest in the process and sometimes good shortlisted candidates rejects our offer.
4. Proper selection of panel members. This place a very important role in an recruiters job. A senior manager being met by a senior executive as first round panel member???? Pathetic. Most of the candidates loose interest and feel offended when they see a junior resource taking their formal interview. Seniority and experience level of the candidates should be given basic respect and based on it, interview panel members should be decided.Recruiter can’t say yes to every silly things management ask them to do.
5. Clear communication on the feedback of the interview. Imagine you attended interview, it went well and still you do not get information about your selection for more than 15 days. What decision as a candidate you will take if your interview in next company also went good and you got call to join?? Why recruiters should take time of more than a day to communicate atleast basic feedback on the interview. The candidate can be easily communicated that he is shortlisted or rejected? Rather them telling them we will update you after some days which are undefined? Proper communication on selection or rejection makes the process precise and even Recruiter time is saved as they don’t received calls from rejected candidates again and again to know the status.
6. Reference check and payslip collection only after final decision of selection. Once we ask the candidate to give reference details and payslips, candidate expects offer letter, hence these steps should he taken only once you get final approval from the management on his selection and approval to release offer letter.
From India, Hyderabad
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Mah Shop & Est (RECS) Rules 2018.pdf