Dear Software Project Coordinator,
How can you claim to have interviewed people at various levels and then admit to having no relevant experience in recruitment? With zero recruitment experience, it is highly likely that you will begin as a fresher, whether in the domestic or international sector. Your technical expertise is valuable, but it does not directly correlate to recruitment skills.
Hence, there is a possibility of facing rejection due to the lack of pertinent experience. It is crucial to reflect on your motivations for entering the field of recruitment, as it is a sales-based role vastly different from your current responsibilities.
Regarding compensation within this industry, I recommend reaching out to your connections in the field to gain a better understanding before committing to this path.
Wishing you all the best.
From India, Mumbai
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96How can you claim to have interviewed people at various levels and then admit to having no relevant experience in recruitment? With zero recruitment experience, it is highly likely that you will begin as a fresher, whether in the domestic or international sector. Your technical expertise is valuable, but it does not directly correlate to recruitment skills.
Hence, there is a possibility of facing rejection due to the lack of pertinent experience. It is crucial to reflect on your motivations for entering the field of recruitment, as it is a sales-based role vastly different from your current responsibilities.
Regarding compensation within this industry, I recommend reaching out to your connections in the field to gain a better understanding before committing to this path.
Wishing you all the best.
From India, Mumbai
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Respected member,
I appreciate you answer.
Actually I went for an interview in a company .
Regarding technical stuff I was much beyond the recruiters working there from past many years.They observed and told me.
HR said “you might have interviewed many people in IT at various levels but did you worked on End to End recruitment.”
MY ANSWER “I interviewed people for projects in my company and for clients of company”
HR said again “Did you worked on End to End recruitment.”
MY ANSWER “Actually I was asked to do so when company other employees find hard to assess technical know-how of candidate for a particular project. But sourcing and other stuff was done by somebody else in my company because I was busy in coordinating projects. Actually my job was to get requirement from the clients for software projects and get it done by team and delivery etc.”
HR said “So HR told me that they are looking for people who have worked on End to End recruitment.”
HR said “Your final submission”
MY ANSWER “My skills will be an advantage to source the right candidate and read CV full with software jargon something HR GENERALIST fails to understand indeed because they never worked real time on technologies. The clients for whom i have worked are more than happy with me because of my capabilities to understand their requirement in an efficient manner.”
So brother, HR was not convinced but iam stick to my belief that somehow I have worked on recruitment's directly or indirectly.
Actually after five years down the line iam planning to start my own software company with staffing services included. That is the main reason I want to work as a IT recruiter and gain some experience in this field which will help me further in my life.
From India, Bengaluru
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I appreciate you answer.
Actually I went for an interview in a company .
Regarding technical stuff I was much beyond the recruiters working there from past many years.They observed and told me.
HR said “you might have interviewed many people in IT at various levels but did you worked on End to End recruitment.”
MY ANSWER “I interviewed people for projects in my company and for clients of company”
HR said again “Did you worked on End to End recruitment.”
MY ANSWER “Actually I was asked to do so when company other employees find hard to assess technical know-how of candidate for a particular project. But sourcing and other stuff was done by somebody else in my company because I was busy in coordinating projects. Actually my job was to get requirement from the clients for software projects and get it done by team and delivery etc.”
HR said “So HR told me that they are looking for people who have worked on End to End recruitment.”
HR said “Your final submission”
MY ANSWER “My skills will be an advantage to source the right candidate and read CV full with software jargon something HR GENERALIST fails to understand indeed because they never worked real time on technologies. The clients for whom i have worked are more than happy with me because of my capabilities to understand their requirement in an efficient manner.”
So brother, HR was not convinced but iam stick to my belief that somehow I have worked on recruitment's directly or indirectly.
Actually after five years down the line iam planning to start my own software company with staffing services included. That is the main reason I want to work as a IT recruiter and gain some experience in this field which will help me further in my life.
From India, Bengaluru
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Dear Software Project Coordinator,
Greetings,
Thank you for your message. I understand what the HR interviewer meant. You can evaluate technical profiles only, due to your background. You have worked on only a small part, namely technical assessment, and therefore are unaware of the entire process of recruitment. This means that it would be difficult for you to evaluate the suitability of the candidate as a team worker or future manager/leader, identifying other behavioral attributes, conducting reference checks, or going back to the start and writing a job description, working on recruitment budgets, and so on.
I am attending a program called "Find the Right Fit" next month on the 28th of November in Mumbai. You would definitely find it useful to attend since it provides detailed information on the topics mentioned above. I look forward to seeing you there.
All the best.
Regards,
From India, Mumbai
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Greetings,
Thank you for your message. I understand what the HR interviewer meant. You can evaluate technical profiles only, due to your background. You have worked on only a small part, namely technical assessment, and therefore are unaware of the entire process of recruitment. This means that it would be difficult for you to evaluate the suitability of the candidate as a team worker or future manager/leader, identifying other behavioral attributes, conducting reference checks, or going back to the start and writing a job description, working on recruitment budgets, and so on.
I am attending a program called "Find the Right Fit" next month on the 28th of November in Mumbai. You would definitely find it useful to attend since it provides detailed information on the topics mentioned above. I look forward to seeing you there.
All the best.
Regards,
From India, Mumbai
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In case you are facing a challenge in conversions (want to improve the offer-to-joining ratio), check out the platform - www.iaccept.in. You can watch these videos:
https://www.youtube.com/playlist?lis...7FfOKejlb87yVA
From India, Bangalore
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https://www.youtube.com/playlist?lis...7FfOKejlb87yVA
From India, Bangalore
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2-RECRUITMENT PROCESS-2.doc