11/07/2024
Candidate vs Recruiters - Engagement in the Recruitment Process 🤓
🤨 One of the major challenges in the recruitment process is determining who is in fact responsible for it and once the recruitment process begins how should it progress?
Well, the answer is not as simple and straight-forward as it may seem! A lot of variables go into a recruitment process and those are not limited to just the recruiter or the candidate.
It's common to hear about recruiters ghosting candidates, but not as often, the reasons why (not to say that it is right ;) and also not as common to hear, is about candidates ghosting recruiters (which is just as wrong ;).
At the end of the day, just like with any collaboration, recruitment is a two-way street, where ultimately both parties have the same goal - to fill the position.
Alas, due to mis-steps, lack of communication, transparency and trust, the recruitment process can sometimes (to put it lightly :) be stressful, lengthy, overly complicated, and worst case scenario unsuccessful.
👇 Perspectives:
● When it comes to obtaining information from the client, external recruiters often find themselves in the dark. Most times it's because even though the right / all questions are asked, not all information is provided and other times it's because the client simply doesn't want to share all the details.
⇾ If that's the case, it's crucial to be communicative and maintain transparency from the first contact with the candidate to build trust.
● Reaching out to candidates after the initial screening can be challenging, whether by email or phone. This can be due to various reasons such as a busy schedule, multiple ongoing processes, work commitments, or just the general busyness of life.
⇾ Setting reminders can be a solution to attend to your recruiter/s updates and sharing of important information.
● Dealing with CVs can be a headache too. Whether it's an outdated CV, a super short one, or a novel-length one, it can make it tough for recruiters to make a good impression on the client.
⇾ A good recruiter should advise candidates on how to better present themselves in their CV.
● And then there's the issue of anonymity. Some clients want to keep things hush-hush until a certain point in the hiring process.
⇾ External recruiters are still highly sought after for, for a reason - WE help lighten the workload for internal departments.
● As for the number of interview rounds, recruiters are always crossing their fingers for a speedy process. But depending on the job, the level of the position, among other factors it can really drag on. And sometimes recruiters are left in the wind just like the candidates, waiting for feedback.
⇾ Being patient and trusting the process can lead to great results in the long run.
🤝Overall, being a good recruiter has its challenges, just like being a good candidate does. A collaboration based on transparent communication, can make all the difference!
Your WECO team,
