Recruiter For Soap

2024 Author: Harry Day | [email protected]. Last modified: 2023-12-17 15:43

Few people in a company have the same dislike as a recruiter. Of course, we are not talking about dislike within the company, but rather about “general external dislike”.

If you read online discussions that relate to the topic of searching or changing jobs, a large part of them is somehow connected with the displeasure of communicating with recruiting specialists.

Recruiters are accused of all mortal sins - that they take bribes for employment, that their main task is to refuse a candidate, and not to close a vacancy, they are often accused of incorrectness, stupidity, low level of culture, arrogance. Of course, some of these accusations have a real basis - the position of a line recruiter, as a rule, is a starting one; former graduates who are just starting to work come to it. Of course, they can make many mistakes in their work - including ethical ones. But, as it seems to me, apart from objective facts, there is also a subjective perception of a recruiter as a person who “multiplies problems”.

Where does this persistent dislike for the pick-ups come from that generates such a high level of dislike? Let's figure it out.

• Typically, the person looking for a job is already under stress. Even if the dismissal happened of his own free will, the fear of not finding a job, being "out of work", losing the usual level of income appears by itself. And it is at this moment of high vulnerability that a person is forced to communicate with a large number of recruiters, whose tasks are not to reduce the level of anxiety among candidates.
• Recruiter by occupation - evaluates. Moreover, the assessment criteria are not always transparent to the applicant. There may be, in addition to the officially announced requirements, and some other unofficial, which are not indicated anywhere, but must be taken into account. It turns out that the recruiter “doesn’t know what he wants” - the candidate is sure that he fits the requirements of the vacancy (“this is all written in black and white”), and the recruiter gives him a “turn-around” and does not clearly explain the reasons. It seems that this is nonsense and whim, and it comes from the picker. Although, as we understand it, the requirements (formal and informal) are set by an internal client - for example, a department head or a department head.
• Another point related to the assessment is the recruiter's incompetence in the professional field that the specialist owns. Indignation is natural - "what does she understand about pumping equipment to refuse me a job." Indeed, a recruiter may not have information about the intricacies of the production or operational process, but, nevertheless, this is not the task of a recruiter - otherwise the recruiter would be an engineer. And engineers, as you know, do not recruit staff. J The main task of a recruiter in this case is to check the compliance of formal aspects of the work biography with qualification requirements, and to find out whether the candidate will take root in the format of the corporate culture that is in the company. This is precisely where he should be an expert.
• Also, the age of the pick-up often plays a negative role. As I wrote above, personnel selection is traditionally the lot of young people. A recruiter often just graduated from a university, and tries himself in professional activities. A specialist, on the other hand, can, conditionally, be suitable as a father or mother to the person who interviews him. Not everyone is ready to endure such "humiliation" calmly.

To summarize, we can say that the problem of the relationship between the candidate and the recruiter is based on the fact that against the will of the candidate he is evaluated by a person for whom he is not ready to recognize the right to evaluate himself. And all this against the backdrop of general stress.

So what should those who want to avoid talking to recruiters do? In such situations, I give advice to go to such a professional level when you are not looking for a job, but the job is looking for you, and contact with the HR service occurs only at the moment when you conclude an employment contract, and all organizational issues have already been resolved with the owner or top manager of the company.