Come non perdere un buon candidato

L'assunzione richiede un approccio individuale e anche le tecniche migliori non sono universali. Se una persona si sente rilassata durante il colloquio, non significa che sia aperta e dica la verità, mentre chi sembra preoccupato nasconde qualcosa.

Nella prima fase di esame dei curriculum non cercate quelli che corrispondono a qualche standard, né rifiutate quelli che presentano errori nel formato o nella formulazione. È meglio cercare di immaginare il candidato, valutare la sua esperienza e le sue competenze. Non tutti sono in grado di presentarsi in modo adeguato, ma se uno specialista ha trascorso dieci anni in un'azienda di profilo simile, dimostra molto di più dei risultati ben descritti sulla carta.

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.

Questo tipo di candidati preferisce parlare brevemente e al punto, quindi prima dell'incontro leggete attentamente il suo curriculum e prendete appunti su ciò che vorreste esattamente chiarire. Ma non allungate questa parte del colloquio, perché di fronte a voi non c'è una persona che sarà felice di discutere diversi scenari o di risolvere enigmi "stellari".

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."

Dovete capire che anche voi sarete giudicati. Un ottimo candidato ha sempre la possibilità di scegliere tra molte aziende, e voi dovrete cercare di diventare il prescelto.

Gli esperti di risorse umane dicono sempre ai candidati che non c'è posto per i ritardi ma, allo stesso tempo, si permettono di non rispettare il tempo degli altri. Se ritardate un colloquio o interrompete continuamente il candidato, preparatevi che un buon specialista non tornerà mai da voi.

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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Non giudicate uno specialista in base alla capacità di superare un colloquio, valutate le qualità importanti per il lavoro, e allora non vi sfuggirà il candidato che può lasciare i concorrenti molto indietro.