4 Questions Recruiters Must Ask Themselves to Become Successful in Recruiting

Some of the very common complaints we get from recruiters these days are,

The candidate is not responding my call
The candidate is not cooperating for an interview schedule
The candidate did not turn up for the interview
The candidate has not informed me that he is turning down the offer

The blame is not always with the candidates. It is equally with the recruiters too. We would not encountered these issues if we have gained the trust of the candidates.

Here are 4 important questions, recruiters must ask themselves to become successful in Recruiting.

Question 1: Have we understood the expectations of the candidates correctly?

We always confuse the expectations of the candidates to that of the remuneration they demand. It is not always the remuneration that pulls someone to a job. There is something else beyond remuneration like, the company’s work culture, the scope of learning new skills, the importance of him/her at work, the project and team they are going to be put in. All of these matters a lot. Have we understood the expectations of the candidate rightly?

Question 2: Have we set the expectations of the candidates correctly?

The candidate might be looking forward for a challenging assignment in hardcore coding. If you offer him a position into pure play maintenance, they will obviously lose the trust in you. The candidate might be expecting a higher CTC. Though we know that your compensation budget is less, if we give a false commitment to the candidate and finally surprise them with a lesser offer, the candidate will definitely surprise us by turning down the offer. Here we lose the trust of the candidate again.

Question 3: Have we made the candidate understand the importance of the position we are recruiting for?

The position could be a replacement position for which the Onboarding has to happen immediately. Any candidate would love to appear for an interview which gets completed in a lesser turn around time. When we don’t make the candidate realise this, the candidate might not take this seriously and go for another one who considers this interview a serious business.

Question 4: Have we followed up with the candidate thoroughly without disturbing them?

Follow up is not about making calls everyday and checking with them whether they are going to turn up for the interview or not. People do not appreciate someone who doubts their commitment. So, we gotta have a different strategy in validating their seriousness in the interview process. Every calls we make has to give the candidates some new inputs about the interview process, company updates and some of the success stories of our past candidates. And not many people like to be disturbed with calls while they are at work. SMS is a vital tool in such instances. Giving proper informations to the candidates via SMS will always keep the candidates intact and that is one of the most powerful followup tool.

When we have the answer to all the above questions, it is so obvious that we will definitely gain the trust of the candidates.

The issue is not whether the candidates join after we made the offer. The issue is whether the candidates communicate us every now and then about their stand in the entire recruitment process.

We cannot always make an offer to candidates that they cannot refuse. But, if we have got the right communication from the candidate at the right time, we can always implement our contingency plan and reduce the operational damage.

Happy Recruiting!

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