Posted on Feb 8, 2018
If you are job seeking, what would you ask a recruiter? What do you want to understand about the process?
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Posted 7 y ago
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I would want to know first and foremost what the company was sincerely interested in, as far as hard/soft skills. It is obvious that many job postings are written by pro HR personnel as a general post template (even at federal level) and rarely tweaked for what is specifically necessary to fulfill needs. If recruiters could point these out over the course of a phone interview (I think these should be more frequently used and without relying solely on a script).
Additionally, just want to point out that if a recruiter has to reject an applicant, even an automated notification would be appreciated so one is not left to wonder whether or not to abandon the prospect and shift focus....especially when some of those companies call back 7-9 months later after the candidate has moved on. A firm's human capital adds value when you put quality people in those positions - that goes for recruiters as well. How can a firm expect to be taken seriously when they leave people hanging in the breeze?
Additionally, just want to point out that if a recruiter has to reject an applicant, even an automated notification would be appreciated so one is not left to wonder whether or not to abandon the prospect and shift focus....especially when some of those companies call back 7-9 months later after the candidate has moved on. A firm's human capital adds value when you put quality people in those positions - that goes for recruiters as well. How can a firm expect to be taken seriously when they leave people hanging in the breeze?
Genevieve Walters
As to your first comment, I 100% agree. Job postings are vague and non-descriptive, rarely capturing a full view of the targeted candidate. Even as a recruiter, I am not involved in writing the job descriptions and that has caused serious professional frustration. I personally always conduct a phone interview before moving forward with a candidate. I agree it is incredibly valuable tool and an ideal use of everyone's time.
In terms of rejection, I also agree. Candidates should always be informed. I personally rely on the automated system emails for rejection correspondence as I am often unable to provide any valuable feedback. However, many companies have not properly invested in their talent acquisition process and there is room for significant improvement.
Thanks for sharing your thoughts!
In terms of rejection, I also agree. Candidates should always be informed. I personally rely on the automated system emails for rejection correspondence as I am often unable to provide any valuable feedback. However, many companies have not properly invested in their talent acquisition process and there is room for significant improvement.
Thanks for sharing your thoughts!
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No problem. Hopefully you are instrumental in effectuating change for the better. Thanks for lending an ear and good luck to you, Ms. Walters!
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Genevieve-I would want to know as much about the reasons the company was seeking to fill the position as possible. Is it a "new" position; if so, was the impetus current or projected expansion? If a legacy position, why did it open (retirement, firing, voluntary sep., ect.)? I would want to understand clearly at what point an offer of employment would be made; first, second or third interview, etc.?
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