優秀な候補者を失わないために

採用には個々のアプローチが必要であり、どんなに優れたテクニックも普遍的なものではありません。面接でリラックスしている人がいても、その人が心を開いて本当のことを言っているとは限らないし、不安そうにしている人が何かを隠しているとは限らない。

レジュメを見る最初の段階で、何らかの基準に合致するものを探したり、書式や表現に間違いがあるものを断ったりしてはいけない。候補者を想像し、その人の経験やスキルを推し量るのがよい。誰もが自分を正しく表現できるわけではありませんが、もしスペシャリストが同じような会社で10年間働いていたとしたら、それは単に紙に書かれた業績以上のものを示しているはずです。

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.

このタイプの候補者は、簡潔に要点を絞って話すことを好むので、面談の前に履歴書をよく読み、明確にしたいことを正確にメモしておくこと。しかし、面接のこの部分を引き伸ばさないようにしましょう。目の前にいるのは、さまざまなシナリオについて話し合ったり、「星の数ほどある」パズルを喜んで解いたりするような人物ではありません。

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."

自分も評価されることを理解する必要があります。優秀な人材は、常に多くの企業の中から選ぶ機会があり、その中から選ばれる人材になるように努力しなければなりません。

人事部の専門家は常に候補者に「遅刻は許されない」と言いながら、同時に他人の時間を軽視することも許します。面接を引き止めたり、候補者の話を遮ってばかりいると、優秀なスペシャリストは二度と戻ってこられないと覚悟してください。

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."

***

面接をパスする能力でスペシャリストを判断するのではなく、仕事にとって重要な資質を評価し、競合他社に大きく差をつける候補者を見逃さないようにしましょう。