如何不失去好的候选者

招聘需要采取个性化的方法，即使是最好的技巧也不是万能的。如果一个人在面试中感到放松，并不意味着他或她是开放的，说的是实话，而看起来忧心忡忡的人则隐藏着什么。

在查看简历的最初阶段，不要寻找那些符合某些标准的简历，或拒绝那些在格式或措辞上有错误的简历。最好尝试想象候选人，估计他或她的经验和技能。不是每个人都能正确地展示自己，但如果一位专家在一家类似的公司工作了十年，这就说明了不仅仅是在纸上描述好的成就。

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.

这种类型的候选人喜欢简明扼要地说话，所以在见面之前，仔细阅读他或她的简历，并记下你想澄清的确切内容。但不要把面试的这一部分拉长，因为在你面前的不是一个乐意讨论不同场景或解决 "星级 "难题的人。

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."

你必须明白：你也会被评判。一个优秀的候选人总是有机会从许多公司中选择，而你应该努力成为被选中的人。

人力资源专家总是告诉应聘者，没有迟到的地方，但同时也允许自己对别人的时间表示不尊重。如果你耽误了面试或不断打断候选人，请做好准备，一个好的专家将永远不会再来找你。

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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不要以通过面试的能力来判断一个专家，要评估对工作重要的素质，然后你就不会错过能把竞争对手远远甩在后面的候选人。