Cómo no perder a un buen candidato

La contratación requiere un enfoque individual, e incluso las mejores técnicas no son universales. Si una persona se siente relajada durante la entrevista, no significa que sea abierta y diga la verdad y la que parece preocupada esconde algo.

En la primera fase de revisión de los currículos no busques los que se ajustan a algún estándar, ni rechaces los que tienen errores de formato o redacción. Es mejor tratar de imaginar al candidato, estimar su experiencia y sus habilidades. No todo el mundo puede presentarse correctamente, pero si un especialista ha pasado diez años en una empresa de un perfil similar, demuestra mucho más que unos logros bien descritos sobre el papel.

Another unfortunate trend relates to conducting an interview when HR department just adopts a few simple techniques from different methodologies. Interestingly, experienced job seekers quickly learned the rules of the game: they politely react to a stressful situation, enthusiastically tell about their previous workplace and demonstrate a detailed knowledge of the new employer. However, the reality is that such candidates usually lack the knowledge and the experience; in a real conflict situation, he or she starts to panic and make mistakes, which does not inspire confidence in clients. It is in that moment when the recruiter remembers a declined candidate who in response to a stress interview folded his hands on his chest and asked: "How dare you?"

Joyce King, an HR expert: "Job seekers of older age often give up looking for a job, despair or agree to positions way below their qualifications. The reason is that not all recruiters are able to appreciate such employees, and it is a big mistake."

Those candidates are positively distinguished from younger colleagues by many qualities, especially a high degree of responsibility. In a difficult situation, they are ready to work day and night, with all their heart sharing the common goal. They will single-handedly pull the team out of the overflow, even though they will be unlikely to pass the Team Effectiveness Assessment or explain what team building is. They do not only work to achieve results but also become role models for young employees, setting the bar quite high."

Such specialists are serious about themselves and won’t pass a stress test. But they don’t need it because they simply do not find themselves in stressful situations. And how will these short-spoken unsmiling people work with customers? Easy. They inspire confidence with their seriousness, solidity, and reliability. If some of the company's clients are people of a similar character, they do not need a "young, energetic, stress resistant manager with a positive outlook on life"; they prefer to communicate with the concise, thorough person.

Este tipo de candidatos prefiere hablar brevemente y al grano, así que antes de la reunión, lee detenidamente su currículum y toma notas sobre lo que te gustaría aclarar exactamente. Pero no alargue esta parte de la entrevista porque delante de usted no está la persona que estará encantada de discutir diferentes escenarios o resolver rompecabezas "estrellados".

Here is what tells about the work with such candidates Maria Hernandez, recruitment specialist in a real estate agency: "I often have to select candidates 40-50 years of age and older, because when it comes to buying houses or renting offices, customers prefer to communicate with solid people. This is understandable because in our industry there are quite a lot of scammers and fraudsters. Often such candidates negatively perceive the fact that the person conducting the interview is much younger than them, so I always try to defuse the situation. Immediately I inform that this is only the first part of the interview and after that, they will be further assessed by their immediate supervisor, whereas my task is to observe some formalities. This gives the opportunity to build further dialogue without pressure."

Debes entenderlo: tú también serás juzgado. Un gran candidato siempre tiene la oportunidad de elegir entre muchas empresas, y tú debes intentar convertirte en el elegido.

Los expertos en RRHH siempre dicen a los candidatos que no hay lugar para la impuntualidad pero, al mismo tiempo, se permiten faltar al respeto al tiempo de los demás. Si retrasa una entrevista o interrumpe constantemente al candidato, prepárese para que un buen especialista no vuelva a dirigirse a usted.

Try to provide quick feedback: even if the person did not get the job, gently tell him or her about it. The candidates of this type tend to love truth and justice, therefore, if they do not receive a timely response, they will not be too lazy to write a negative review that can greatly impair a company's reputation. Amanda Willis, a career consultant and a job search mentor in the company SearchCoach and the editor in chief of the magazine "CareerLike" advises: "You can send a written refusal by e-mail, although it is not always easy, so the best option for me is to inform candidates during interviews about the number of days they can expect a positive response. At least people know that if they didn’t get the call within two days the answer is probably no. But a candidate can still call and clarify."

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No juzgue a un especialista por la capacidad de pasar una entrevista, evalúe las cualidades importantes para el puesto, y así no se perderá al candidato que puede dejar muy atrás a los competidores.