Author: Katarzyna Olszowy – IT Recruitment Consultant in Katowice
4 min read
Author: Katarzyna Olszowy – IT Recruitment Consultant in Katowice
4 min read
Although we have a candidate market in the IT industry for several years, there are still many problems and understatements between the recruiter and candidate.
Each of the parties has a goal to accomplish during the recruitment process. Each has their own plans, needs and requirements. However, it is not always possible for both sides to convey this or ask the right questions to find out who needs what. It is the recruiter who is supposed to find a thread of understanding, a golden means that will connect the two. He must direct the conversation – even with a very closed and quiet person – so that both parties are satisfied. How to do it? How to create “a friendly recruitment”?
Below I will present a few golden rules that I, the recruiter, would not have been able to create without knowing the perspective of the other party.
There are usually several reasons for changing jobs, and many factors influence it. Most often it does not happen overnight but rather is the result of a longer process. And finally the time is right to take advantage of the opportunities offered by the IT market.
The desire to change something is probably one of the main reasons. Every person I talked to mentions this factor first, although of course it can be about changes of all kinds. People want to develop and gain new experiences. Sometimes they are looking for new opportunities, projects in other industries or other technologies, and sometimes they just want to change the environment. For others, the change will mean taking a senior position, for example as a team leader or an architect. It also happens that the desire for a change results from the fear of not lagging behind in the dynamically developing market.
Lack of prospects for changes in a given workplace also raises concerns that the person will fall into monotony.
For many people, the thought of “overstaying” is simply terrifying, because it means that the doors to attractive projects will be closed for a long time. And let’s be honest – financial issues are also important. Hardly anyone wants to earn less, or rather everyone would like to earn more.
How to examine the motivation of the candidates to understand their needs, then? There is no perfect recipe for this. There is no perfect set of questions to ask every candidate, just as there are no perfect answers. I can just say – listen, listen and listen once again. Listen with understanding, empathy and read between the lines. It is also very important to create the right atmosphere at the very beginning of the meeting. A question at the beginning about, for example, the journey to the interview, or some private thing that was previously discussed with the candidate over the phone can help him relax and create a pleasant atmosphere. It is also the first step to build the candidate’s trust. The direct question about what motivates the candidate to change jobs will be asked during the interview.
Is there a right time to ask such a question? It will be a little different in every conversation. A good way is to add it to the conversation about the current position. You can then ask what is missing in the current job and you can smoothly talk about what is expected of a new employer. Asking additional questions, so-called expanded questioning is also an aspect that should not be overlooked. If development is important for the candidate, then in what direction? If financial aspects are crucial – what are the expectations?
Asking the right questions at the right time is important, but the most important thing for the recruiter is to listen and process information properly. We usually have several minutes to learn the key aspects and determine if we are able to meet the expectations of the candidate and at the same time achieve our own goal – to hire a candidate in a position that will suit him.
As I mentioned, honest and open communication forms the basis of good recruitment. It happens that we have several projects to offer. And the most important thing is for the candidate to know for which project is he being considered for. It is also important to know what project he is interested in.
Questions: what technologies would he like to work with? What industry is he interested in? What type of applications would he like to develop? these are perfect to find out the preferences of the interlocutor. Suggesting him for in a project that we know he will definitely not be interested in is not a good idea. It will only show that the recruiter did not listen carefully or did not initiate the conversation on this topic. Sending his application out, for various projects within one company or several external clients – is not professional, and unfortunately there are recruiters who still do so. From my perspective, it shows a lack of respect for the candidate. If I would not want to be treated this way, why should I treat others like that? It is not about knowing everything that is happening in the project. That’s what a meeting with a team or client is for. But if he goes to the client’s meeting not knowing anything about it, something is probably wrong. Appropriate presentation of the project will also encourage the candidate to participate in the recruitment process. A greater amount of information also means that the interlocutor will take the matter more seriously. Because it is important that this other person also cares. However, if we already know at the initial stage that the candidate has no chance of getting the position, it should also be said right away. Giving the candidate unnecessary hopes does not lead to anything good, and quite simply – he will have bad memories.
I often hear from recruiters that this is a difficult topic and they are afraid to ask directly about financial expectations. This is another very important point that must not be overlooked.
If the question is asked with lightness and certainty later in the conversation, and not at the very beginning, then this topic will become something natural. And that’s what this is about. Honesty in this matter is important on both sides.
The budget for employing a candidate may vary and certainly depends on his skills and experience, which is worth highlighting during the interview. But if we know from the beginning that we are not able to meet the financial expectations of the candidate, and he is not willing to negotiate, then it is not worth wasting both sides’ time.
Respect for the other person is also key here. If the candidate does not know something, or is unaware, you do not make fun of him, but he should be dealt with professionalism. None of us possess one hundred percent knowledge in every field, everybody started at some point. It is not necessary for us to agree with the interlocutor. It’s important to remember the rule “let’s be humane to humans”. Us, recruiters can also find ourselves on the other side at any time.
Recruiters often hear from candidates: “you say you will call, but you don’t call!” And for a job seeker who has devoted his time to a meeting, all information, even negative, matters. I know companies that provide perfect feedback, in detail, they describe in detail why a person is not suitable for a given position and what they should learn to be able to apply again after some time. However, we often encounter no response. And how much does it cost us to make a short phone call or write an email? For candidates it is extremely important because they know whether to wait or not. And do they have anything to wait for. Most often, our company is not the only one to whom the person had sent the application or which invited him to an interview. It could happen that we are the dream job for this candidate and he is able to disregard other interesting offers waiting for our answer. If he receives a positive response from someone else, he may decline that offer because he is still waiting for our reply. And finally he might lose the chance for something interesting. I think nobody would want to be in such a situation.
When asked about when a recruiter should contact the candidate, I usually received the answer that it is when there is any new information. And of course also when the recruiter makes an appointment to contact the candidate. But really, providing any information about the process, whether from the client or from the manager will be an added value for the candidate. No new information is also information. It is known to everyone that recruitment may take time, but it is crucial to keep the information flow. Regular contact builds relationships. And even if we don’t eventually hire a candidate, when he will be looking for a job again, we have a good chance that we will be the first company he is going to contact.
A perfect recruitment interview does not exist. We are not able manage to lead it so that both sides are satisfied every single time. However, if we try to be prepared for each conversation, our chances for a successful final increase. The most important thing is to have a humane approach to other people. And listen, listen and listen once again! Even if this does not solve all the problems, it will definitely make both parties leave the conversation with the thought that they have not wasted time and did their job solidly or simply experienced an interesting recruitment interview. “Let’s be humane for humans” and it we will profit from it in the future.
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