1. Why HH vacancy is still open, and my response is not even viewed?
Open position may be opened for various reasons:
- The company entered into an unlimited one-year contract. Recruiter in a quiet mode scans resume in reserve for replacement or if prospects for the expansion of the state.
- The company is looking for a person in the context of several positions: for example, you need a PR-manager. And treated as professionals with experience and assistants for growth. But the company does not want to directly specify in the job that is ready to take a person with little experience, and places two vacancies: PR-manager and assistant PR-manager.
- Recruiter forgot to close the position. Or he resigned, and the case did not pass, and while this one is not engaged.
- The number of responses is greater than the physical capabilities recruiter. Imagine that it has 20 vacancies in the work, and for each 100 responses each day. It is time to see only the latest 40 resumes a day, for example. You get these 40 or not - no one can guarantee. This is destiny.
- The same could happen if the mega vacancy. For example, one recruiter told me that a vacancy is a lawyer in one of the federal ministries, and the first day it was three thousand responses, which he analyzed in a few months. If, for example, 101 m resume candidate was found, 2899 responses have been reviewed. Perhaps never.
2. If the company simultaneously released two vacancies in one direction - the leading expert and head, correct to send a summary in both job?
The temptation to respond immediately to all the jobs in the company in an interesting candidate is very high. Therefore, there is no hard and fast rules of the game, decide for yourself. Most likely, all of the responses closest vacancies looks the same people. His situation is this annoying, but he's used to it. Nothing wrong with this situation for a candidate there.
3. Why recruiters do not have the habit to call back with a negative result?
Options, you guessed it, there may be several:
- In recruiter 20 vacancies for every 100 responses, 9 interviews per day (duration of each of 30 minutes to an hour). All that he can - is to interview and hired the best candidate. In everything else he is physically no time.
- HR-manager is often in small companies combines several functions: management of KDP (reception, layoff, leave, transfers), corporate events, training, recruitment and even the payment of bonuses.
- Most HR-managers of small companies working office managers. With these people in general any demand can not be. In the area of their responsibility even couriers, drivers, cleaners, reception and sending of documents, ordering office supplies and water, answering telephone calls, travel-support and execution of orders guidance.
- There are HR-managers who have free time, but no internal problem, in principle, meet the candidates.
In the latter case, I want to clarify a very important point, which you may not agree, but that's the reality. The Company (and the recruiter as her representative) is not required to give feedback to the candidate. It is a matter of internal systems of the corporate recruiter or regulations adopted by the company.
 |
| Tips HR-Manager: Answers To 7 Most Popular Questions To Recruiter |
I understand how the candidate would like to get an answer. First, he needed a job and money. Secondly, it seems to him that he was treated without due attention and respect, without giving an answer after the interview. Thirdly, it is, for example, enjoy the company, but there was a sense of understatement, or the impression that the recruiter, interviewed poorly, and I would like to present yourself in a favorable light in a meeting with the head. These arguments do not exclude the fact that the company is not obliged to give feedback.
It is a question of internal rules of the company, as they say - on request. Ugly, when recruiters promise to give some answer and do not give, then keep in mind that if you do not answer within a week, then most likely, the choice was not in your favor. If a company wants to invite you to the team, you will find in the holiday and in the soul, and in the most unsuitable conditions, until they achieve the next meeting or your consent.
An example of fair treatment of candidates can be found, for example, on the site Lebedev Studio.
However, we can not respond to all - we will contact only with those whose proposals have really interested. If we answer, it will be clear what to do next.
4. Why do the test after a serious task that requires time and effort, no response?
Yes, I agree, like spending their leisure, not paid by anybody time to perform the test task, to get an answer. And, of course, answer the man to do the job at your request - a rule of etiquette. Even if it is, for example, a polite refusal: "Thank you for the test tasks and the time spent, but we have made a choice in favor of another candidate. We wish you success! "
But we remember that the company is not obliged to do so. At the same time you also have a right to refuse from the test task. Or specify all conditions to its implementation.
5. Why does the recruiter did not give me a chance to tell about yourself in detail and conducted the interview, seemed disinterested and I spent only 10 minutes?
- You're out of luck, and when you schedule an interview, the head has already agreed output of another person meeting with you - a formality.
- Recruiter believes he is well versed in the people, and these 10 minutes - a convenient form of the meeting, during which time he became a candidate is clear.
- You came to the meeting with a man of low-skill, who can not judge people or rely on the first impression, and you just did not like him.
- An overlay of several interviews at the same time, a recruiter and in a hurry.
As you can see, a lot of reasons, and not all have to do with you personally. But no one promised it would be easy. I worked with a man who in 20 minutes was able to carry out a full and detailed interview. The candidate had to talk fast, think fast and answer questions. The result is the most lively and vibrant conversation mode ping-pong with a very busy boss. After which sometimes for 16 minutes followed a job offer. During those 20 minutes there is a feeling full details of conversation: the candidate time to tell us about yourself, answer the questions and ask your own. Even at the time, was a joke. Experience. Flying high. Specialists such a level of unity.
6. Why spend stressful interview, and what are the benefits?
Typically, the company explains the need for stressful interview that the candidate and working conditions will be similar. Decide once - for you as a working environment comfortable. Get up and go to the middle of the meeting, if you are a communication style does not fit.
Quite often, recruiters, they say, "to train the kitty." That is conduct such an interview for the form, but do not know how to make conclusions from this and do absolutely unnecessary effort. Based on the principle of "make it." It's silly, unprofessional and completely unnecessary. Personally, I think this format is not just superfluous and wrong, but also harmful.
7. What kind of education from recruiters?
Academic education in the field of personnel management - practically a baby. A few years ago, people who want to engage in HR, there was nowhere to get a state diploma. And if so, then education and gained full force, does not have in its arsenal a sufficient number of strong experts and professors, it does not attract ambitious talented graduate students in major scale. In doing so, departments of Personnel Management is now, probably in every university.
Thus, in this area at an early stage is often people come to arts education, mainly with the psychological or pedagogical. Most HR-managers become assistant managers, receptionist and office managers. So far - this is the reality in which we exist. Perhaps when this activity will be popularized (cinema, lectures, happy-story and example of a small but successful medium-sized businesses) - the situation will change.
