No matter how corny it sounds, but you can’t make the first impression twice, especially if acquaintance is significant for your career. Both the recruiter and the applicant are people and, perhaps, not without a flaw. Therefore, each side must take into account all the possible stop factors that act like a red rag even on the most cool-blooded English lord.
Carelessness
A recruiter’s time is always money, moreover, the money of the company he represents. His working day is scheduled every minute, and there are not one, or two candidates in his schedule. If someone invited to an interview shows blatant non-punctuality without appearing at the meeting at the appointed time, and even without warning - that's all, hello to the black list! Carelessness at such a crucial moment, as a job, is interpreted as optionality in general and in principle. It is not enough for the recruiter to find out what exactly happened if the candidate did not bother to call himself and clearly explain the reason. The key to success of a recruiter is cool specialists, and not irresponsible and optional individuals.
Invalid job applicant information
The recruiter pays close attention to the recommendations of the candidate. Good recommendations are always a plus, but you should not hope that any eulogy will be taken on faith. Companies trust the headhunter to select personnel, which means that the quality of selection is guaranteed by the business reputation of a recruiter. And taking risks in recruiting agencies is not accepted: any recommendations will be surely checked. Moreover, in most cases, praise is, to put it mildly, untrue information. A “fake” recommendation is a huge minus for the applicant, because cool specialists do not use prohibited methods and do not need cheap advertising.
Sloppiness
In the USA and in Europe, in industrial Japan, people from childhood get used to the idea that they are “greeted by clothes”: corporate culture involves a certain dress code. In our latitudes, there has long been a well-known proverb on this subject, but for some reason few remember it. If a person applying for a serious position, involving close communication with the company's customers, comes to the interview for sloppy clothes, he can say goodbye to the idea of filling the desired vacancy. A creative approach to the wardrobe is welcome if it comes to creative work, and then not always - this is determined by the policy of the company. Sneakers, caps and T-shirts are best left at home, and if a good suit and tie spoils your mood for the rest of the day, it is better to think about whether you want to work in the office at all. A classy specialist will not underestimate the importance of a professional dress code.
Unwillingness to speak essentially
The main task of the recruiter is in the course of communication to find out how the candidate corresponds to the proposed vacancy and whether he is a professional in his field. For this, the headhunters have their own methods of conducting an interview, the main purpose of which is the desire to talk the applicant about his real professional achievements, work experience and other things. A recruiter is able to distinguish a wonderful skill of self-presentation from the candidate’s true business merits, therefore reluctance to talk about specific facts of a track record with a reference to a resume will be regarded not in favor of the applicant. A class specialist appreciates his work and is able to talk about his real professional achievements and skills in essence.
Arrogance and liberty in communication
Allowing himself to cross the line between dry politeness and arrogance, the applicant shows himself in an obviously unfavorable light: no one is obliged to endure his shots, especially the person to whom he turned in search of a job. Recruiters have an unspoken rule: "Arrogance is justified only by high professionalism." But do not tease the geese: the chance of successfully filling a good vacancy for a person with a bad character is always quite low. Unless a recruiter has to deal with a genuine genius. On the other hand, excessive mockery and lightness, bordering on swagger, does not necessarily unnerve the recruiter, but at least prevents him from taking the candidate seriously. And this makes us think about whether a person is able to get together and whether he will not let go of his jokes during serious company negotiations. A classy specialist always knows his own worth, but respects the dignity of other people.
Carelessness
Unlike job seekers, recruiters are almost never late for a meeting. But in some recruiting agencies, the situation is quite typical when a candidate who comes for an interview is forced to wait fifteen, twenty, or even more minutes for his recruiter. If you have to wait in the corridor, this is slightly humiliating, and if in the meeting room it is doubly humiliating, because it means that the recruiter is not just not busy with another job seeker, but solves some extraneous issues, making the busy person wait. A professional recruiter understands the importance of not only his time, but also the time of his applicants.
Invalid job information
Everyone lies, and some recruiters, too. Sometimes unscrupulous employees of recruiting agencies slightly embellish the conditions offered by the company in order to simply lure a potential candidate for an interview. It is possible that such tactics work, but such an attitude towards applicants leaves an imprint on the business reputation of not only the recruiter, but also the company that he represents. Another option for cheating is that the applicant is offered the wrong position for which he spent time arriving for an interview. Or, having already started duties, a person realizes that he was thoroughly misinformed regarding the specifics of his work. A professional recruiter values his reputation and builds relationships with candidates on trust, and this eliminates the use of deceitful maneuvers.
Irrationality
Often, having come for an interview, the candidate is forced to do a lot of paper work: fill out questionnaires, answer the questions of multi-page tests - do everything that he could do before arriving at the agency’s office without leaving his home and sending the results by e-mail or fax . Most often, in such a primitive way, a very busy recruiter simply develops a client base for himself, filling in the necessary papers in the literal sense with the hands of customers. This approach to business, to put it mildly, does not suit applicants. A professional recruiter uses all the power of modern communication technologies, and does not spend tons of paper and non-free time of his candidates.
Arrogance, coupled with amateurism
One of the intermediate tasks of any recruiter is to arrange for an interlocutor to analyze his personal and professional qualities as efficiently as possible. Goodwill allows you to establish initial contact with the interlocutor. If the recruiter takes the position of a benefactor in relation to his candidates - this is not good, but if such condescending patronage is also aggravated by elements of banal rudeness - it’s completely out of the blue. Stupid questions that clearly demonstrate the incompetence of the recruiter in the specifics of the offered vacancy can serve a poor job even for an employee with many years of experience in searching for specialists, making the applicant doubt the professionalism of the recruiter and the interest of the company. A professional recruiter is not only extremely friendly and considerate, but is also as knowledgeable as possible about the features of the company being represented and the specifics of the job offered to the candidate.
Optional
“I'll call you back” - this wording is perceived in 90% of cases as a veiled refusal and in 95% of cases it is. Very often, this phrase ends with absolutely any, even successful interview: the recruiter thus promises to personally call back and report the results. As practice shows, in the event of a real refusal, they do not always call back: a not too conscientious recruiter simply does not spend his time on this, not particularly considering the feelings and plans of the applicant. A professional recruiter cherishes all the candidates who have worked out, and therefore honestly reports preliminary results of the interview. And always fulfills these promises.
Mutual claims between professional job seekers and job seekers can be counted a great many. But they are all leveled, if you remember that the basis of mutual understanding between recruiters and candidates is strict observance of uncomplicated business etiquette. Just like all ingenious.
Carelessness
A recruiter’s time is always money, moreover, the money of the company he represents. His working day is scheduled every minute, and there are not one, or two candidates in his schedule. If someone invited to an interview shows blatant non-punctuality without appearing at the meeting at the appointed time, and even without warning - that's all, hello to the black list! Carelessness at such a crucial moment, as a job, is interpreted as optionality in general and in principle. It is not enough for the recruiter to find out what exactly happened if the candidate did not bother to call himself and clearly explain the reason. The key to success of a recruiter is cool specialists, and not irresponsible and optional individuals.
Invalid job applicant information
The recruiter pays close attention to the recommendations of the candidate. Good recommendations are always a plus, but you should not hope that any eulogy will be taken on faith. Companies trust the headhunter to select personnel, which means that the quality of selection is guaranteed by the business reputation of a recruiter. And taking risks in recruiting agencies is not accepted: any recommendations will be surely checked. Moreover, in most cases, praise is, to put it mildly, untrue information. A “fake” recommendation is a huge minus for the applicant, because cool specialists do not use prohibited methods and do not need cheap advertising.
Sloppiness
In the USA and in Europe, in industrial Japan, people from childhood get used to the idea that they are “greeted by clothes”: corporate culture involves a certain dress code. In our latitudes, there has long been a well-known proverb on this subject, but for some reason few remember it. If a person applying for a serious position, involving close communication with the company's customers, comes to the interview for sloppy clothes, he can say goodbye to the idea of filling the desired vacancy. A creative approach to the wardrobe is welcome if it comes to creative work, and then not always - this is determined by the policy of the company. Sneakers, caps and T-shirts are best left at home, and if a good suit and tie spoils your mood for the rest of the day, it is better to think about whether you want to work in the office at all. A classy specialist will not underestimate the importance of a professional dress code.
Unwillingness to speak essentially
The main task of the recruiter is in the course of communication to find out how the candidate corresponds to the proposed vacancy and whether he is a professional in his field. For this, the headhunters have their own methods of conducting an interview, the main purpose of which is the desire to talk the applicant about his real professional achievements, work experience and other things. A recruiter is able to distinguish a wonderful skill of self-presentation from the candidate’s true business merits, therefore reluctance to talk about specific facts of a track record with a reference to a resume will be regarded not in favor of the applicant. A class specialist appreciates his work and is able to talk about his real professional achievements and skills in essence.
Arrogance and liberty in communication
Allowing himself to cross the line between dry politeness and arrogance, the applicant shows himself in an obviously unfavorable light: no one is obliged to endure his shots, especially the person to whom he turned in search of a job. Recruiters have an unspoken rule: "Arrogance is justified only by high professionalism." But do not tease the geese: the chance of successfully filling a good vacancy for a person with a bad character is always quite low. Unless a recruiter has to deal with a genuine genius. On the other hand, excessive mockery and lightness, bordering on swagger, does not necessarily unnerve the recruiter, but at least prevents him from taking the candidate seriously. And this makes us think about whether a person is able to get together and whether he will not let go of his jokes during serious company negotiations. A classy specialist always knows his own worth, but respects the dignity of other people.
Carelessness
Unlike job seekers, recruiters are almost never late for a meeting. But in some recruiting agencies, the situation is quite typical when a candidate who comes for an interview is forced to wait fifteen, twenty, or even more minutes for his recruiter. If you have to wait in the corridor, this is slightly humiliating, and if in the meeting room it is doubly humiliating, because it means that the recruiter is not just not busy with another job seeker, but solves some extraneous issues, making the busy person wait. A professional recruiter understands the importance of not only his time, but also the time of his applicants.
Invalid job information
Everyone lies, and some recruiters, too. Sometimes unscrupulous employees of recruiting agencies slightly embellish the conditions offered by the company in order to simply lure a potential candidate for an interview. It is possible that such tactics work, but such an attitude towards applicants leaves an imprint on the business reputation of not only the recruiter, but also the company that he represents. Another option for cheating is that the applicant is offered the wrong position for which he spent time arriving for an interview. Or, having already started duties, a person realizes that he was thoroughly misinformed regarding the specifics of his work. A professional recruiter values his reputation and builds relationships with candidates on trust, and this eliminates the use of deceitful maneuvers.
Irrationality
Often, having come for an interview, the candidate is forced to do a lot of paper work: fill out questionnaires, answer the questions of multi-page tests - do everything that he could do before arriving at the agency’s office without leaving his home and sending the results by e-mail or fax . Most often, in such a primitive way, a very busy recruiter simply develops a client base for himself, filling in the necessary papers in the literal sense with the hands of customers. This approach to business, to put it mildly, does not suit applicants. A professional recruiter uses all the power of modern communication technologies, and does not spend tons of paper and non-free time of his candidates.
Arrogance, coupled with amateurism
One of the intermediate tasks of any recruiter is to arrange for an interlocutor to analyze his personal and professional qualities as efficiently as possible. Goodwill allows you to establish initial contact with the interlocutor. If the recruiter takes the position of a benefactor in relation to his candidates - this is not good, but if such condescending patronage is also aggravated by elements of banal rudeness - it’s completely out of the blue. Stupid questions that clearly demonstrate the incompetence of the recruiter in the specifics of the offered vacancy can serve a poor job even for an employee with many years of experience in searching for specialists, making the applicant doubt the professionalism of the recruiter and the interest of the company. A professional recruiter is not only extremely friendly and considerate, but is also as knowledgeable as possible about the features of the company being represented and the specifics of the job offered to the candidate.
Optional
“I'll call you back” - this wording is perceived in 90% of cases as a veiled refusal and in 95% of cases it is. Very often, this phrase ends with absolutely any, even successful interview: the recruiter thus promises to personally call back and report the results. As practice shows, in the event of a real refusal, they do not always call back: a not too conscientious recruiter simply does not spend his time on this, not particularly considering the feelings and plans of the applicant. A professional recruiter cherishes all the candidates who have worked out, and therefore honestly reports preliminary results of the interview. And always fulfills these promises.
Mutual claims between professional job seekers and job seekers can be counted a great many. But they are all leveled, if you remember that the basis of mutual understanding between recruiters and candidates is strict observance of uncomplicated business etiquette. Just like all ingenious.
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