Skip to main content

How to behave with a young recruiter

You have been preparing for an interview for a long time, you can use for this resume examples https://finditcareer.com/resume-examples, carefully thought out how best to present yourself in the resume and at the meeting, set yourself in a serious mood and look forward to an interesting dialogue with a recruiter. But, contrary to expectations, you are met not by an experienced personnel officer, but by a young girl. “Is she able to appreciate me as a specialist ?!” - you are indignant.

Why is the first interview with the candidate conducted by the personnel manager, and not the immediate supervisor?
It would seem that the boss knows better who will cope better with his duties. This is true, but even a super-professional candidate is usually not the only one. An employer can receive dozens, and sometimes hundreds of responses to one vacancy announcement posted on a recruiting website, and it’s not easy at all to choose the most suitable person from so many, half of whom are firmly convinced of their genius.

A significant part of applicants is screened out by a recruiter at the stage of viewing resumes and cover letters. There are many reasons: lack of experience, a clear discrepancy with the requirements of the vacancy, lack of knowledge of foreign languages ​​and so on. Not all candidates carefully read the requirements for a vacancy before responding to it.

The following is the stage of conducting interviews with those whose knowledge and experience may be useful to the company. And such people can also be many. The head of the department in which there is a vacancy cannot study the resume day and night and look at the candidates, because he has a lot of other duties, so the recruiter is taken up. And - yes: the recruiter often turns out to be just a young girl, which outrages some of the candidates.

What to do with it? Stop thinking with stereotypes!
Who is a recruiter? If the interview is conducted by a girl, does it mean that she is “inexperienced and green” and “does not understand anything” in the profession of a candidate? Some applicants, seeing a young woman in front of them, do not hesitate to demonstrate their superiority, stressing in every way that as a specialist she and her little finger are not worth it. And in vain: even a recruiter with two years of experience has a lot of interviews with a variety of specialists. And this is a serious experience: she already knows what to look for and what to ask so as not to waste time on obviously unsuitable job seekers.

Therefore, when coming for an interview, do not forget that the personnel manager is the official representative of the company. And, no matter how green the girl may seem to you, show maximum respect for her. You came to get a job, and not to assert oneself at the expense of a recruiter? Moreover, a true professional is always also a polite person.

Why company HR?
Contrary to popular belief, the task of the recruiter at the first stage does not include a deep assessment of professional skills. As a rule, this is done by the potential leader during the second meeting with the candidate. The goal of the hiring specialist is to compile a general psychological portrait of the applicant, to understand what motivates him when choosing a job, what his temperament is, his character, how well he can fit into the team, and how quickly he will get on track. With the help of observations and questions, the recruiter eliminates clearly unsuitable candidates and decides which candidates to recommend for a meeting with the leader.

Asking questions, the recruitment manager also finds out how much the information stated in the resume is true. It happens that by “stable relations with top managers of specialized companies” a candidate implies his ability to send them greeting cards, “a lot of managerial experience” can turn into a two-week duties as the head of the department, who went on vacation, and “fluent English” is at the graduate level high school.

The recruiter pays special attention to the behavior of the applicant. If in the section “Personal Qualities” the specialist presents himself as “responsible and executive”, but is late for an interview and does not complete the test task on time, the recruiter may have doubts in other points. It is also important for the HR manager how a person speaks (not only tone is important here, but also speech literacy) and in what form he comes for an interview.

Make a recruiter your friend!
You will find a job much faster if you understand that the selection specialist acts not only in the interests of the employer, but also in the interests of the applicant, determining the obviously inconsistency of the company's requirements with the competencies of the candidate, and vice versa. Only a recruiter knows why, for a particular employer, it is preferable, for example, to be a middle-aged accountant with a calm character and without big career ambitions, rather than an ambitious financial genius with two higher educations. At the interview, the recruiter does not in vain ask questions about the career plans and interests of the candidate. Thus, he saves time and nerves of a specialist who came to him. Understand: the actions of the recruiter are not dictated by the desire to refuse to work for you under any pretext, but by the desire to determine whether you can fully realize your skills and experience in a vacant position.

If you feel that the conversation is not sticking, take the initiative in your own hands! Ask a few clarifying questions about the proposed vacancy or offer to talk about your experience and skills. As soon as you see your friend and not the enemy in the recruiter, the employment process will become much more productive!

Comments

Popular posts from this blog

How to get through a stressful interview

Interviews are different. Somewhere you are kindly asked about achievements in previous places of work, somewhere you are offered to complete a test task, and in some places they may supposedly accidentally knock over a glass of water on your new suit ... The last option is nothing more than a stressful interview. What is it and how to get through it? The main thing is to know the rules of the game In a new business suit, armed with recommendations from former bosses and tuned in for a constructive conversation, you go for an interview. Vigorous and positive, you arrive at the office five minutes before the meeting, however the HR manager for some reason suggests you wait a bit, and not in the meeting room, but in the corridor, where there’s nowhere to sit down. After five minutes of waiting, your positive attitude is replaced by a slight impatience, after ten - by a completely understandable irritation. Finally - in less than half an hour - a recruiter appears. In the negotiating

What questions do employers expect at the interview?

Questions at the interview are asked not only by recruiters, but also by applicants. It is no secret that on such issues an opinion is formed about applicants for vacant posts. What questions, in the opinion of recruitment managers, should applicants ask so that the interview is held for them with maximum success? According to the HR managers interviewed by the Research Center for the recruitment portal Superjob.ru, the most anticipated and relevant questions are ... About Functionality About a quarter of recruiters (26%) believe that, first of all, a jobseeker who is genuinely interested in finding a job should ask about his job responsibilities at his future job. “He is always attracted to a candidate when he asks clarifying questions on the functionality that he has to fulfill”; “Such questions indicate the applicant’s interest in the work and allow him to emphasize the availability of special knowledge,” they comment. About company According to 12% of the personnel, a pote