Tuesday, 22 July 2014

What Great Job Candidates Don’t Tell You

As an professional mentor I’ve interacted with passive and active job hunters as they navigated corporate and business interview processes . Over time I’ve noticed elements that impact a candidate’s choices but only get explained to family and friends . It’s quite a shame that this feedback never gets back in recruiters because it provides an excellent window into just how candidate values are shifting and just how that impacts the way we hire . 

Here’s exactly what your applicants are really claiming . 

1 . I’m not enthusiastic about being promoted 

Each and every hiring manager really wants to bring on talented employees who are destined to be long term organizational leaders . A big part of the interview procedure exists to determine whether the applicant has the ability and also desire to build a long , prosperous career within the organization . Usually this indicates we are looking for dedicated people who are passionate to climb the corporate ladder all of the way to hallowed halls of the C-Suite . 

Increasingly more I find that my experienced Type-A customers are less interested in being marketed . Some of them have had a hard time with work-life balance long enough to be wary of the additional sacrifices necessary by increased responsibility . Others have worked near by senior leadership and are unwilling to participate in the political warfare that usually comes with larger roles . Regardless of the factors , these highly competent candidates will be devoted and impactful participants to your organization even if they never change pay grades .

What Can Be Done : Speak with applicants about the breadth and also variety of experiences and positive aspects that employees can receive from the organization , not just career paths . 

2 . Your own standard holiday vacation policy is insulting 

I am afraid that this perception is not going to win me a lot of friends in the Human resource space . No one can dispute the importance of very clear and consistent employment policies , vacation time integrated . However , many companies possess policies that haven’t been brought up to date since the Stone Age . A regular two-week vacation policy is a quaint remnant of one time before smart phones killed the 40-hour workweek . 

These days a professional hire is usually coming in with much more vacation time from her last job . When you may see vacation as an easy point to work out , your own applicant feels insulted . The organization expects her to overcome challenging projects , be willing to work long hours , deliver on aggressive objectives and countless other tasks , yet she doesn’t benefits more than the standard vacation allotment ? Even though a successful negotiation , you leave her worried that the company tried to take advantage of her . That’s not a powerful way to begin a new relationship . 

What Can Be Done : While it may be trendy for certain high-tech companies , most institutions are not ready to implement limitless vacation time . Think about moving to a Paid-Time-Off ( PTO ) allotment that pools sick , vacation and personalized days into a sizeable bucket . Otherwise , confirm existing holiday days at the same time as existing salary so that offer letters reveal more realistic conditions . 

3 . Your dedication to diversity is analyzed beginning with the interview 

Check out any company’s recruiting page and you will probably see an announcement about their commitment to diversity and addition . Candidates hope this is more than just lip support . Different candidates and even people who would historically be identified as non-diverse are looking for conditions that support them bringing their whole selves to work . 

Applicants for whom diversity factors into their occupational decisions look beyond a company’s website or list of employee resource groups . They speak about the entire interview expertise . They focus on your receptionists and security guards in the lobby . Because they are escorted to their meeting rooms , they notice the people that they cross in the hallways . And it goes without saying that the members of your own recruiting and interview teams are scrutinized . If you wait until after the offer to start introducing the candidate to diversity programs , you are currently too late to make a first impression . 

What Can Be Done : When you walk into work the next day , try to put yourself in a candidate’s shoes . Exactly what assumptions would you make regarding the organization just by observing the individuals around you ? Does that image match up the culture that the talent acquisition team wants candidates to have ? Also , you might consider rethinking how recruiting teams and interview schedules are chosen to give candidates a better sense of the organization .

4 . Interviewer behaviour is employed to validate exactly what candidates have been told about tradition 

Today the best applicants have access to an exceptional amount of information about your business . Between online career forums , social media as well as your organization’s efforts to develop an employer brand , every interviewee walks in with preconceived notions as to what it’s like to be an employee . 

But some people are skeptical of what they hear before walking in the building , both good and bad . Even the responses to normal questions that applicants ask to assess culture are taken with a grain of salt . They’re aware that interviewers are reluctant to share the ugly truths . A far greater gauge is the way that your interviewers behave all through the interview process . 

Records about the importance of conjunction are overshadowed by confrontational interview types . Strong adherence to behavioral interview inquiries ( “Tell me about a time whenever you …” ) may show that the organization is too focused on track record to be as innovative as it claims . The way that interviewers and also colleagues interact since the candidate is moved between conferences will test the rumor that you have an amicable or fun environment . While your reputation conflicts with the candidate’s expertise during the interview , assume that his conception is your reality . 

What You Could Do : Remember that job interviews are also part of employer personalization . Even eliminated candidates walk away as strong advisers for the company when the job interview experience is well-designed . Render recruiting teams and interviewers conscious of the impact of their behaviors and supply them with resources to effectively represent the tradition . 

You’re probably overwhelmed with open positions and a stack of resumes . You hardly have enough time to sleep not to mention make changes to your interview process . But mentors get to notice the unfiltered responses when a company gets the expertise right . These are the things which can convince a comfortable passive candidate to truthfully consider making a move . And importantly , these are the methods that set you apart from the other companies that are wooing your most desirable applicants . It is worth the effort . A little purchase in redesign may noticeably improve your ROI in the end . 

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