Changing the outlook of recruitment by changing one’s
attitude [intentions]
The role that a recruiting or hiring
manager plays in any organization is most crucial. It can be a role essayed out
within the organization that hires people or the mediating role of an agent
that connects employers and employees. In the East, especially in India, the
host and guest concept during recruitment processes is totally camouflaged.
There is no hospitability, no warm greetings, no valuing human-individual, et
al. Whereas, in the West, a potential employee is treated fairly and with
dignity. With value as a human being. I was surprised when I came across an
article on LinkedIn pointing out this fact. It is not a cake walk to be a mediator
for job placement or to be a hiring agent! There needs to be an immense
training and preparation that one needs to give to oneself – understanding of
humans, social attitude, the courage to treat another - seemingly unemployed –
individual with dignity, respect and fairness. The need to understand
requirements, the sharpness to judge and to discern….treating others as
valuable beings needs lots of determination & practice. It doesn’t come
easily in one’s awareness, no matter how much we convince ourselves otherwise.
In the last few months, of all the places I
have been as a prospective employee, seeking jobs, or contracts etc. and also
having worked as an entrepreneur myself, my sharp observations have taught me a
lot! What is the correct way, what is not the correct way, etc. I have treated
my clients with the respect due to them – moreso because I value myself – than
looking at them as revenue builders for my enterprise. This is what makes the
difference – and also pays in the long run; like I said, the attitude to
respect comes with practice. Lots of.
Not everyone can be a recruiter or an
employer – one needs to develop many more skills than just coordination,
conversational and technical skills – a deeper understanding of people, where
they come from, what is the best that “I” can do for them, how can I play a
role in giving them clarity, how can I help organizations with their
requirements and assur them of quality of individuals for their organization
and much more.
Most of these hiring agents fail to review
CVs thoroughly and that’s the worst mistake they do. Another grave mistake [I
find this most annoying] is not knowing about the organization they are coordinating
for and confusing the candidates totally. When the person is in front of you,
prepared to discuss job function, you may end up annoying them or putting them
off by saying this oft repeated dialogue, “Ok. Tell me something about
yourself” – nothing can be more frustrating than repeating your own CV which
you have painstakingly drafted!
Several companies or commercial institutes
where I have been, fail to display a genuine simple courtesy or a cordial warm
interaction with the candidates.
Here are some pointers that could be
helpful for any individual working as or aspiring to work as a placement
consultant, working under a hiring agency, working as hiring manager for their
own firm or a career guide:
-
Good understanding of the
various career opportunities that are there
-
A thorough reading of the
candidate’s CV, Resume or Biodata or profile
-
Understand the candidate
perfectly by reviewing their profiles, CVs and also interaction with them
either in person or a telephonic call
-
Asking the right questions to
the cancidates by first reading their profile and marking out areas or jotting
down questions that you feel doubtful about
-
Conversing with politeness,
respect and humility
-
Showing genuine concern and
listening with interest, allowing them to finish what they are sharing – this
will help us understand them better
-
Hiring is all about giving yourself
the opportunity to understand an individual or an organization’s needs and
status in depth
-
Allowing the other person time
and opportunity to express themselves clearly and fearlessly
-
Not interrupting them when they
are speaking
-
Being prepared with the
profiles of both the parties to mediate better
-
Studying profiles and needs of
an organization better to have answer questions and concern raised by
individuals clearly and confidently
-
Soft skills like: courtesy,
valuing their time, humility, politeness, speaking in crisp clear language, not
speaking too fast or too slow, asking them if this is a good time to discuss
placement [they may be engaged in something more important than your phone
call], even if you do not have a job to offer to them that fits with their
profile, ask where would they be willing to work and note it down in their
profile.
-
A placement coordinator can
also help organizations to build up good profile, by understanding their nature
of business, work timings, employee strength, departments or sections, market
worth,
-
A placement coordinator can
help individuals by building up CVs, mention their activities, achievements
-
Once a candidate is in front of
you, make sure you have read their CV thoroughly beforehand and are prepared to
discuss the job that you are offering, share information about your company and
your business, discuss what are the interests of the candidate, what can you
offer them and how can they add value to your organization
-
If you are not hiring an
individual have the courage and the courtesy to inform them about the same –
with firm but polite tone. None of the Indian companies have the guts to do so.
This is the most annoying habit of Indians! Refusing to acknowledge a negative
feedback from either side and conveying it to the other!
-
Never cross question an
individual clearly showing your doubts on them, or offending them – develop
instead an attitude of showing appreciation of what they have done in their
life. And acknowledging that are as fit to be placed as you are – as a hiring
manager.
-
Don’t get too personal with
your questions and do not attempt to prod information from them if they are not
comfortable. Although you have the liberty to ask questions they have the
liberty to answer or not to answer
-
It doesn’t matter what salary
they are currently drawing or what is their bank balance. Discuss only what you
have to offer to them in terms of remuneration and let them take a call
-
Do not force opinions on them,
or corner them; let them feel free to express
-
Do not get into personal
conversations or casual gossip; take a formal approach and limit conversations
to crisp, précis, brief talks only – related to work
-
Keep your cell phones and other
distractions strictly away from you when interacting with the candidate [many
times I have rejected jobs for this reason. Remember, candidates are also
observing and even judging you]
-
As a hiring manager, you
represent the organization. Make sure to cast a good impression on a talented
skilled individual who has come to benefit your company
-
Don’t be under the wrong
assumption that making a candidate wait for too long is a way to test their
patience. It is not. It will only put off a potential employee but also cast
negative impression on their minds that will spread to their colleagues. You
reduce the chances of talent recruitment by ‘testing patience’ of candidates
-
Always learn to acknowledge,
respect an individual even if they do not carry quantitative work experience
with them. Remember that there is no such ‘hole’ where under-experienced
individuals walk through and come out experienced from. There has to be a
beginning and be glad to offer them their first opportunity
-
Be sensitive. Newbies and fresh
graduates are confused and under low confidence. Rather than pulling their leg
and down-casting them, help them build confidence by offering your guidance,
support and few words of motivation. They will remember your ‘gift of words’. Offer
them brief, descript stories of your personal experiences
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