You have just completed your interview which you have been prepping for over a week and you feel relaxed and confident at the same time that the interview went pretty well. But as you come out of the interview room and see the number of people waiting outside, you start feeling the jitters. Now you feel the competition and your confidence level converts into a doubt, “How did I do the interview?”
Seconds ago you were super confident and now you start feeling nervous and want to know the result as soon as possible. Do you think calling up the recruiter and following up is a good idea? Well Yes! You can always follow-up in fact that shows how serious you are about the job.
Having said that, there has to be some tips that can be followed on the same:
- Don’t be desperate: I know it is very difficult to wait for the recruiter to call and you feel desperate and an urge to call them every now and then to know the status. But never show your desperation to the recruiter. It shows a negative impact on them and your desperation can become your enemy. So show your interest but not your desperation.
- Call/email the recruiter: The best practice as soon as you finish your interview should be email the recruiter or call them. Some find it unprofessional to call the recruiter, so you can always email them and let them know about the interview details. Having said that, don’t keep emailing every now and then, this could irritate them and it looks very unprofessional as well. A proper follow-up with regular intervals are still fine.
- Build a rapport: Right from the time you get a call from the recruiter, you can build a rapport with them, so post interview, it becomes easy for you to just make a friendly call or email and let them know how serious you are about this job. Also, a friendly call should be in a professional manner, you don’t have to be too casual, that again gives a wrong impression.
- Don’t stalk: Following up can take a negative shape of stalking. Calling up every day and asking about the feedback becomes irritating for anyone. Remember, a recruiter too has to follow-up with the client and it takes time for the client to respond. SO unless and until they don’t get any update they cannot let you know how much ever you follow-up. SO don’t let your follow-up take a shape of stalking.
- Be professional: I understand you might also feel frustrated after some time, if you don’t get any update. That doesn’t mean, you behave in an unprofessional manner. Always be polite and professional and give them the message loud and clear that, I have other opportunities as well and I am not being desperate but curious.
- Learn to move on: Give yourself some time, and if you do not get any mail or call from the recruiter, it is better to move on. After all, that is not the only company in the market and you can always get better opportunities elsewhere.
Also, you will come to know about the status, by the way the recruiter’s response. If they give a cold reply and say “We will get back to you”, it is clear that you are not selected. So, you are doing your job of following up, so don’t lose hope if they don’t get back and try to move on.
Not all organizations, go and take an extreme step for the under performers and fire the employees on the basis of their performance. One has to also understand the reason of an employee under-performing. Having said that, an employer is very careful when hiring the candidate and is very particular about their performance of work, the employee also tries to perform their best. So there has to be a reason of a sudden plunge in the performance of the employees. Their apathy towards work could be many reasons.
The employer should go that extra mile and try to understand the reason for such attitude and try to deal with them in a composed manner. Before going for a termination or dismissal of the employee, one has to understand and deal with the under-performers and try to find a solution:
- 1. The reason for under-performing: As mentioned above, there could be many reasons for the sudden drop in the performance. So try to find out the reason for the same whether it’s personal, health issues, or some issues at the workplace which is disturbing them. Once the reason is detected, it becomes easy to understand and deal with it.
- 2. Keep a check on the graph: You just cannot judge on an employee’s performance based on just once incidence. Check the overall performance throughout. Was he an average performer, great performer, or weak performer? If it was first 2(average or great) and then he has started under-performing, then that could be a reason to worry. If he/she has been an under performer throughout, then it is obvious that, there could be no other reason other than lack of interest and irresponsible attitude and so you have no other option but to take an extreme step.
- 3. One-on-one: The sign of a great manager is to sit down and talk about it with the employee. Instead of coming to a conclusion, a one-on one will help you dig into the problem and come to a solution which is not possible otherwise, if you just sit and anticipate the reason behind.
- 4. Expectation from the employees: Right at the time a person joins, he/she is made clear with the expectations. So there could be problem with the expectations, maybe it was not communicated or they were not clear on that front. So communicate the expectations from the employee verbally as well as in writing. So you are clear from your end that you did communicate.
- 5. We can solve it together: Throughout the meeting, keep this attitude that we can solve the issue together. A positive attitude from your side will give a positive vibe to the employee as well and they will also feel motivated to perform well.
- 6. Give them time: As discussed already, you cannot judge the performance of the employee just at once. After you have a discussion with them, give them some time and peruse the graph and see for any changes. If there is any improvement, your meeting was successful and you can vouch on them, if it remains the same, then you have no other option left.
SO all in all, an under-performer has to be dealt with like a child. You, as a manager, have to be an understanding parent and try to explain each and every circumstances of their under-performance and try to resolve their issue at the workplace in a calm and composed manner.
With so much competition around, it becomes difficult for an individual to get the job they deserve. Moreover, the recruiter gets the CV in plethora and they select the best of all. You must be thinking when all the CV is almost the same, how can one select the best? Well that is the crux of recruitment. Every recruiter searches for the CV which they feel stands out of the crowd and which is worth considering.
For most of the people a CV is nothing but an epic of their whole career. But remember, not everyone has whole time in the world and they reject it upfront. SO a Proper CV plays a vital role in building your career and getting you the right job. Any CV that catches the eye of the recruiter gets the advantage of getting clicked.
Having said that, one has to follow some simple tips on how to create a CV that clicks:
- Crisp and clear: As already mentioned, you don’t have to write an epic of 5-6 pages. Create a CV which is crisp, clear, short and simple. Because the recruiter just views the CV at a glance and if they feel you CV are as accurate as could be, they would definitely view it and consider.
- No Embellishments: In order to make it look different, don’t try to decorate it with gaudy colors and different themes; it will look even more unprofessional and immature. May be the content in your CV is perfect, but when you decorate it, that itself will bring a bad impact. SO avoid embellishments of any sort and make it simple.
- Highlight your experiences: The only thing that matters in your CV is your experience level, roles and responsibilities and the companies you have worked with. You CV shouldn’t be like a long essay, where you don’t understand where the beginning is and where is the end. SO highlight your experiences. It becomes easy for the recruiter to gauge your calibre based on your experience.
- Update your contact details: Change in your number or email ID has to be updated in your CV so that the recruiters can contact you for a suitable job offer.
- Personalize: Instead of adding up more and more skills and experiences in one CV, you can personalize you CV according to the job you are applying for. Like if you are an HR and also a freelance writer. You can make a separate CV for HR related jobs and separate for freelance writer. The chances of you getting the exact match will be more. If you reckon all your skills in one, the recruiter might get confused whether you are an HR or a writer. So in order to ease your work as well as the recruiters work, personalize your CV.
- Key categories: your CV must contain some key categories like: Introduction, education qualification, experience, skills and expertise, Achievements, Work history, References. So every CV differs when it comes to categories. SO based on the job you are applying for or to make your CV stand out from the crowd try to categorize it, so that it will be easy for the recruiters to understand.
- Points and bullet points: When explaining about your roles and responsibilities in every company, try to use points or bullet points instead of a short paragraph, because it becomes easy for the other person to understand each and every role and then gauge the candidate based on the same.
- Target companies: target your dream companies and try to upgrade and update you CV according to the requirement of that particular company. This will help you concentrate in one company at a time and will also help you get clicked. AT the same time, you may get offers from other companies which have the same requirement.
So the list is never ending. You get lot of tips on how to create a CV which will help you get the perfect job. SO follow these tips and stand away from the crowd.
Recruitment process is never easy in any organization. It takes a toll on your reputation if you commit a slight mistake or hire a bad resource. Earlier people used to rely on old method of sourcing only, but with the growing competition, recruiters have become more proactive and try different ways of sourcing like portals, Referrals, social Media and headhunting.
Headhunting has become a crux of recruitment. Not everyone can become a head-hunter as you require a proper skill. Headhunting is basically a way to go ahead and find a prospective candidate to match your requirement.
In large organizations, specialized head-hunters are hired to do this process and they are called the third party head-hunters, whose job is to sell your job offer to the prospective candidate and bring them to you and then you take over from there. But not all can afford a paid head-hunter and so companies are now training the recruitment team about the techniques of headhunting, this is quite economical
The process of headhunting can nullify, if you do a slight mistake. The process goes like this:
- Proactively looking for the top performers in other organizations who are not looking for a change currently.
- High confidentiality has to be maintained and nobody except the person you are calling should know that this is a recruitment process.
- Headhunting is done for mid-level and top-level candidates and for niche and super niche skills. However, it can be done for other skill sets as well but because this is little time consuming, people prefer to go with the traditional hiring process.
Let’s discuss on how a headhunting is done:
- Job Analysis: The first and foremost thing in any recruitment process is to carefully analyse the job description. Research the candidates required and make a strategy on how to zero in on the perfect candidate. When the job description is crystal clear, it become easy for you, to start sourcing the candidates.
- Company Mapping: Once you are clear with the job description, try to find out the companies which specialize in similar roles or skills. Make a list of all the companies and start searching for the potential candidates from those companies.
- Market research: A proper market research is important, when you are doing headhunting. Analyse the availability of resources in the market for the particular skill. Whether it’s easy, difficult or niche.
- Lateral Hiring: As already mentioned, headhunting is a process of proactively looking for the potential candidates in the competitor organization or any other organization which specializes in this. SO lateral hiring means, contacting these candidates who are already employed and not looking for a change, and luring them with the role and salary better than the current one. This might be a little time consuming and you require lot of patience. But, this being the ideal headhunting process, chances of getting the exact match is a sure shot. But, you have to have the best of convincing quality.
- 5. Selection: Once you have contacted the candidates, try to get more referrals from the same company. And when the candidate is convinced and willing to change the company and join your organization, your work is done.
So when you are headhunting, unless you are not sure, don’t reveal your name and the company you are calling from to any other person except for the candidate you are approaching to. Head hunting requires confidentiality at its core. Only when you get the right candidate on line, explain the job role and start your discussion.
Apparently, Headhunting doesn’t require a face to face interview most of the time. Because, you are sure the candidate is coming from the best of organizations and is a top performer and highly talented. This is the latest technique of hiring the potential and great talent for your organization or for your client.
Talent acquisition plays a vital role in an organization. There are great talents which goes unnoticed and emaciated at the time of downturn. But, it’s not at the time of economic crisis that an organization has to pursuit great talent. Every organization big or small needs the best of resources. However, at the time of recession, it becomes a need of an hour to hire the best talent. Because, only when you have great resources you stand high in the market but if your root itself is shaky and weak it would be an apocalypse. The whole organization gets affected
The role of the talent acquisition team becomes more prominent because, they have to withstand the economical condition and hire the best available Talent. However, there has to a strategy on recruiting great talent:
- Social Media: This as we all know is a source of recruiting. SO always keep updating your professional site and get in touch with the people and join discussions. This is the best way to look for great talents because, when you start a discussion and based on how candidate participate and what’s their take on the topic, half your work is done. Also, it helps to minimize the hiring cost.
- Database: At the time of crisis, this is the best strategy. Always maintain a database of active as well as passive candidates at the time upturn or otherwise, and during recession, make the best use of the database in hiring the best resource in your budget.
- Employee retention: making the best possible use of the existing employees is also important, so try to retain the existing employees and train them where necessary and convert them in a potential talent for the organization.
- Headhunting: If you want to get the best talent in your organization, headhunting is another option. Look for the big companies, who specialize in a specific skill and do a cold calling and try to talk to the potential candidate. There are different techniques of headhunting. This again is economical and you hire the best candidate available in the market.
- Think out of the box: This is a strategy which almost every big and small company apply. What different can you do to attract the talent and hire them. Get out of your comfort level and initiate something new and different. This attracts a large pool of talent.
- Campus Hiring: Again best of the talents you get in campuses, because they are out of college and passionate, at the same time hard working. You can mould them according to you and make them the greatest resource available in your organization.
- Leveraging the recession: Ideally, recession is the time, an employer can make the best use. You have all the time for company as well as talent mapping. Without giving your search a hiatus, keep contacting the best talent and because everyone has the fear of recession, you might get the best resources upfront.
SO grab an opportunity as soon as it comes, to hire the best talent and make your organization stand alone in the crowd