Valeriia Lavrenenko is a Talent Acquisition Specialist at talentC and has over three years of experience in full-cycle recruitment. Every month, this specialist communicates with hundreds of candidates and conducts dozens of selection interviews.
During this time, various things happened: when candidates arrived a few minutes before the interview, when they forgot about the interview, and when they returned after a few months with a completed test.
Fortunately, these are the exceptions. However, there are a number of things that come up surprisingly often in our interactions with candidates. We asked Valeria to tell us more about them.
*Any resemblance to real situations and persons is purely coincidental…
Case #1 – Don’t say right away: “I’m ready* to solve the test task.”
Every company has a fixed procedure, a sequence of selection stages (recruiter's guide). This process is hong kong phone number data designed to make communication as efficient, fast and convenient as possible for all parties: the candidate, the recruiter and the hiring manager.
What should you do? Trust the recruiter. Let him/her guide you.
What you shouldn't do is offer selection stages in the following way, for example: "Here's my number, call me tomorrow at 5:00 PM" or "Interesting, I'm ready to take the test."
The first thing a recruiter should read before an interview is your resume with all the important information about you as an expert.
For employers, your location, suitable form of work, knowledge of foreign languages, and other basic criteria that the hiring manager creates during the opening of a vacancy are important.
This approach is consistent and allows you to optimize the communication process between all participants in the hiring process.
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Case #2 – Complaining: “Why do they keep offering me inadequate jobs?”
If you receive an offer for a position that at first glance does not match your level (for example, you are a senior and are offered a mid-level position), I recommend that you first clarify the details with the recruiter: responsibilities, goals, etc. This will help you better understand who they are looking for and whether you are a good fit for them.
Situations where a candidate is a strong junior in one company and a mediocre one in another are normal. And if they end up in a lower position in a new organization, that's okay too.
Another reason why you may be offered (at first glance) irrelevant vacancies is that the recruiter and hiring manager have expanded the search funnel. Then they are ready to consider, for example, a junior, train him and help him grow into a medior position.
Of course, it could also be the recruiter's fault. To learn something useful from this, write to the recruiter and tell them exactly what is putting you off about the position being offered. Or better yet, tell them what interests you. Maybe the recruiter or colleagues already have the same offer that would be the ideal next step in your career. It also works as an investment in future offers from this or other recruiters.
I also recommend that you update your professional social networks and resume. Remember that a well-filled LinkedIn profile increases the likelihood of receiving an interesting and relevant offer.
Case #3 – Answer: “I have described all my experiences* in my LinkedIn profile.”
Recruiters often encounter such messages from candidates. However, in most cases, the candidate's profile (at best) only contains the names of positions and companies.
Unfortunately, this is not enough to analyze the experience and qualifications of the expert. So the next question is, what should the candidate work on in this case?
First, I recommend checking how complete your LinkedIn profile is. Also, update your resume and keep it handy. So that in case of an interesting request, you can send all the information to the recruiter in a few clicks.
Don't forget: a completed LinkedIn profile can replace your resume, but it must be completely filled out.
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