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Recruiting
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Training &
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by Bill Radin
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The
Recruiter's Digest
Recruiting
News, Training & Commentary by Bill Radin |
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January,
2006 |
Setting (Great) Expectations
We assume that our candidates know exactly what to expect from us,
but that's not always the case.
Whenever I hear complaints that
recruiters don't lift a finger to help job seekers—or at the other extreme, become so insanely zealous that they
indiscriminately blast their resumes around the world—I know there's
been a failure to communicate.
On the flip side, it's the same failure that leads recruiters to gripe about the lack of
cooperation or even outright interference on the part of
candidates. Relationships always get strained when ground rules or
expectations are never clearly established.
So what
can you do to make sure you and your candidates aren't rubbing against
each other like two dry sponges?
Scripting Your Intentions
I've found it useful to state clearly in the very beginning exactly what
you can and cannot do to help your candidates, and to outline your
respective roles in the placement process. Since no two recruiters or
candidates are exactly alike, it would be unfair for the candidate
to compare your style to that of
another recruiter, or to expect your candidate to follow rules he never
knew existed.
To add clarity -- and to establish a more cooperative relationship --
try using a script like this (modified, of course, to fit your methods):
Mr. or Ms. Candidate, your
background is very impressive. But
before we begin to work together, let me explain exactly what I
do, how I work, and what you can expect from me. Here are the main
points:
w
The recruiter's role.
My job is to fill positions. I'll do everything I can to help
you, but my primary obligation is to the hiring company, since they're
the ones who write my paycheck.
w
Making the match. If
your background fits an open position, I'll present your
qualifications with the intention of setting up an interview. If
the situation is
appropriate, I may also explore other positions within the
company, or at different companies, to give you as many options as
possible.
w
Confidentiality.
Anything we discuss about the hiring company is strictly
confidential. I'll expect you not to disclose any information
about where you've interviewed, who you've interviewed with, or
any details from your interview. In return, I'll be sure to get
your permission before I disclose any information about you to
prospective employers.
w
Accuracy and disclosure.
I'll assume that
everything you tell me about yourself is factual, including your
skills, education, work history and salary. I won't make any claims
regarding your background that I know aren't true, nor will I
disclose anything about you that you ask me to keep confidential, as
long as your request doesn't interfere with my ability to do my job. If
anything about your
employment or job search status changes, you'll need to let me know right
away.
w
Coaching. As a
personnel consultant,
I'll do whatever I can to help you prepare for interviews and improve
the quality of your presentation. I may also make
suggestions regarding the content and appearance of your resume, but I won't make any changes
until I've discussed them with you.
w
Brokering the deal.
If you and the employer are interested in working together,
I'll work with both parties to put
together
an acceptable offer.
Once the offer is accepted, I'll give you some tips on how to make
a graceful exit from your current job and a smooth transition to
your new one.
These are the basic guidelines. Is there anything I've said so far that
isn't clear or that you don't feel comfortable with?
By
setting simple ground rules in the very beginning, you'll avoid a multitude of
problems that typically arise whenever roles or expectations are
fuzzy.
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