What are the parameter should have a Good Recruiter Streamlining the Complete Hiring Process
What are the Parameter is require for selecting Candidate
What are the next 5 year ambition
What are the Challenges you faced in HR role during your tenure –Give me 5 Points
From India, Panipat
What are the Parameter is require for selecting Candidate
What are the next 5 year ambition
What are the Challenges you faced in HR role during your tenure –Give me 5 Points
From India, Panipat
The parameter of good recruiter is the open mind to read the resume carefully with date of birth, qualification, institute, company name, when he/she joined the co., project details which is more crucial part for the recruiter, role, duration and clients. Match the requirements with the resume, what you want for the right place.
What is role of Psychology in Recruitment. how you understand the candidate if he/she has more then 1 offer and you donot know where he/she will join in the last moment. Is Psychology will help?
3
Hello All:
Just a quick comment.
It is generally accepted that recruiters must be well versed in human communication--and must therefore possess an ability to understand and interpret both verbal and non-verbal communication.
The psychological aspect of recruiting--especially for those who have been successful in both a mid-term and longer time horizon--is generally framed against the recruiter's ability to assess successful accomplishment in previous positions and project the use of those success skills into different positions. More and more individuals today are moving from one job function to another and are building a diverse group of skills against which they can draw for future employment.
A competent recruiter must be able to assess skills utilized successfully in one position by an applicant and project those into a success model for a sometimes totally different position which may or may not require similar skills.
I jokingly said for years--and it's partially true, by the way--that the only courses that ever helped me in my career were the Psychology courses I took in undergrad school.
The course that helped me the most was Abnormal Psychology.
Whether trying to understand, project, or negotiate, all the qualities of this particular course were of benefit in the HR aspects of my career. And before anyone draws conclusions it was the instructor, or my mental state, let me assure you that I don't even remember the instructor's name--so I must conclude it was the course content which impacted me so significantly.
I hope this posting is of benefit to you. If I can help further, please let me know.
Alan Guinn, Managing Director
The Guinn Consultancy Group, Inc.
From United States, Bluff City
Just a quick comment.
It is generally accepted that recruiters must be well versed in human communication--and must therefore possess an ability to understand and interpret both verbal and non-verbal communication.
The psychological aspect of recruiting--especially for those who have been successful in both a mid-term and longer time horizon--is generally framed against the recruiter's ability to assess successful accomplishment in previous positions and project the use of those success skills into different positions. More and more individuals today are moving from one job function to another and are building a diverse group of skills against which they can draw for future employment.
A competent recruiter must be able to assess skills utilized successfully in one position by an applicant and project those into a success model for a sometimes totally different position which may or may not require similar skills.
I jokingly said for years--and it's partially true, by the way--that the only courses that ever helped me in my career were the Psychology courses I took in undergrad school.
The course that helped me the most was Abnormal Psychology.
Whether trying to understand, project, or negotiate, all the qualities of this particular course were of benefit in the HR aspects of my career. And before anyone draws conclusions it was the instructor, or my mental state, let me assure you that I don't even remember the instructor's name--so I must conclude it was the course content which impacted me so significantly.
I hope this posting is of benefit to you. If I can help further, please let me know.
Alan Guinn, Managing Director
The Guinn Consultancy Group, Inc.
From United States, Bluff City
Reading More books on NLP, And attending Behavioural Training Programmes for recruiters (Which is being held in bangalore this 12th and 13th) also helps in recruiting a better candidate.
Morever I suggest you to get few ready made questions, where you can ask these to the candidates, esp it has to be open ended questions, so you can know what type of person he/she is by answering those questions. To get all these you can search in net or you can contact some behavioural Trainers.
Else you can also prepare a questionnaire, where you can analse them by studying their answers, or you can make them spend a day with you, so you can understand them better.
All the best.
From India, Bangalore
Morever I suggest you to get few ready made questions, where you can ask these to the candidates, esp it has to be open ended questions, so you can know what type of person he/she is by answering those questions. To get all these you can search in net or you can contact some behavioural Trainers.
Else you can also prepare a questionnaire, where you can analse them by studying their answers, or you can make them spend a day with you, so you can understand them better.
All the best.
From India, Bangalore
Hi Alan Whats the effective role of Recruiter who are working as a consultant and touch with the candidates only on the phone? Regards Vikas
Hello Vikas:
Well, when a recruiter is using only the telephone to interview, he/she is getting only a two dimensional perspective on the candidate. Let me identify some areas you should think about in a telephone interview.
Whichever side you are sitting on--recruiter or recruitee--you have to understand that your voice and the words you use in the discussion have to carry the conversation from your side. If you are the recruiter, you must be able to communicate enthusiasm for the assignment. If you are the recruitee, the ability to communicate enthusiasm for the potential position is critical.
My best advice to you is that when doing an interview on the telephone, from either side of the desk, you position yourself, manage your tone of voice, analyze your answers, and speak more slowly and deliberately than you might in person. Why? It's important that both parties have a complete understanding of what is being communicated, and unless you speak a bit more slowly and deliberately than usual, some items may be lost in the communication process.
It's imperative that if you are being interviewed, you have your notes well organized in front of you so that you do not appear scattered, or the interviewer/recruiter hears a large amount of paper rustling in the background as you scan for notes.
It's imperative that both parties leave time after responses for notetaking. If you're the recruiter, you want to be able to trigger your recognition of the responses of a specific candidate; if you're the interviewee, you absolutely want your responses remembered. Keep in mind this is not a situation where someone must fill the available silence with talk; excessive talk may actually hinder your chances if you are the interviewee.
If you are part of a teleconference--an interview with a number of participants, and you are the person being interviewed, it's certainly not rude to ask the participants to identify themselves when asking questions so that you can address them directly.
One of the keys for a great telephone interview, I've found, is to be sure that everyone participating gets a copy of instructions, and understands the reasons for the call, the questions to be asked, etc., prior to the interview. Otherwise, you frequently waste a significant amount of time in the call.
As to the "mind" or "psyche" of interviewers who conduct interviews by telephone, there can be a variety of issues at work, impacting their presentation and discussion. Perhaps the Consultant or Interviewer has been given a large number of candidates to interview in a short time, and the purpose of the interview is to reduce the number of candidates to a workable number, based on specific criteria. In situations like this where I have found myself in the past, I generally cut through the facade and ask the recruiter specifically what he/she might be seeking. If they are rushed, speak quickly, ask yes/no questions, it's a pretty good indicator that what you are going through is a "screening interview."
I've never been a good interviewee, because I see though many of the devices and methods that poorly prepared or poorly trained interviewers attempt, generally with little success, to use.
On the other hand, I've come to realize that to many people, an interview can make or break a career--at least in their minds; this is generally a good reason most interviewees are a bit nervous when they speak with a recruiter about a different job.
Conversely, I've conducted probably 2000+ personal interviews in my career, and I always try to learn at least one thing new from every person I interview. Job candidates try to polish resumes and make themselves notable to interviewers when they should simply be trying to present themselves as the successful applicants they are.
Think about it this way...if you are being interviewed, your resume and/or your networking abilities have gotten you in front of a decision maker. It may not be the final decision maker, but it is a decision maker.
The telephone interviewer, as I said previously, is looking for specific feedback and once receiving it, will generally either move on with more in-depth questions, or will schedule another interview either with him/herself or with the person in charge of the process.
I hope this answers your questions, Vikas. If not, feel free to redefine the question and I'll be happy to help.
With best wishes.
Alan Guinn, Managing Director
The Guinn Consultancy Group, Inc.
From United States, Bluff City
Well, when a recruiter is using only the telephone to interview, he/she is getting only a two dimensional perspective on the candidate. Let me identify some areas you should think about in a telephone interview.
Whichever side you are sitting on--recruiter or recruitee--you have to understand that your voice and the words you use in the discussion have to carry the conversation from your side. If you are the recruiter, you must be able to communicate enthusiasm for the assignment. If you are the recruitee, the ability to communicate enthusiasm for the potential position is critical.
My best advice to you is that when doing an interview on the telephone, from either side of the desk, you position yourself, manage your tone of voice, analyze your answers, and speak more slowly and deliberately than you might in person. Why? It's important that both parties have a complete understanding of what is being communicated, and unless you speak a bit more slowly and deliberately than usual, some items may be lost in the communication process.
It's imperative that if you are being interviewed, you have your notes well organized in front of you so that you do not appear scattered, or the interviewer/recruiter hears a large amount of paper rustling in the background as you scan for notes.
It's imperative that both parties leave time after responses for notetaking. If you're the recruiter, you want to be able to trigger your recognition of the responses of a specific candidate; if you're the interviewee, you absolutely want your responses remembered. Keep in mind this is not a situation where someone must fill the available silence with talk; excessive talk may actually hinder your chances if you are the interviewee.
If you are part of a teleconference--an interview with a number of participants, and you are the person being interviewed, it's certainly not rude to ask the participants to identify themselves when asking questions so that you can address them directly.
One of the keys for a great telephone interview, I've found, is to be sure that everyone participating gets a copy of instructions, and understands the reasons for the call, the questions to be asked, etc., prior to the interview. Otherwise, you frequently waste a significant amount of time in the call.
As to the "mind" or "psyche" of interviewers who conduct interviews by telephone, there can be a variety of issues at work, impacting their presentation and discussion. Perhaps the Consultant or Interviewer has been given a large number of candidates to interview in a short time, and the purpose of the interview is to reduce the number of candidates to a workable number, based on specific criteria. In situations like this where I have found myself in the past, I generally cut through the facade and ask the recruiter specifically what he/she might be seeking. If they are rushed, speak quickly, ask yes/no questions, it's a pretty good indicator that what you are going through is a "screening interview."
I've never been a good interviewee, because I see though many of the devices and methods that poorly prepared or poorly trained interviewers attempt, generally with little success, to use.
On the other hand, I've come to realize that to many people, an interview can make or break a career--at least in their minds; this is generally a good reason most interviewees are a bit nervous when they speak with a recruiter about a different job.
Conversely, I've conducted probably 2000+ personal interviews in my career, and I always try to learn at least one thing new from every person I interview. Job candidates try to polish resumes and make themselves notable to interviewers when they should simply be trying to present themselves as the successful applicants they are.
Think about it this way...if you are being interviewed, your resume and/or your networking abilities have gotten you in front of a decision maker. It may not be the final decision maker, but it is a decision maker.
The telephone interviewer, as I said previously, is looking for specific feedback and once receiving it, will generally either move on with more in-depth questions, or will schedule another interview either with him/herself or with the person in charge of the process.
I hope this answers your questions, Vikas. If not, feel free to redefine the question and I'll be happy to help.
With best wishes.
Alan Guinn, Managing Director
The Guinn Consultancy Group, Inc.
From United States, Bluff City
Vikas:
Just as luck would have it, a very appropriate article arrived in my email box on recruiting activities and how several different groups are addressing their needs--which you may find helpful.
This link is from "Sales and Marketing Magazine," and was quoted in an ICSC Daily Newsletter I receive, so I take no credit for the content--I list the link only as a reference to a work regarding recruiting and opportunity; I do, however, believe what it offers to be of value, and I hope that you find it to be of value, also, in your questions about recruiting.
http://salesandmarketing.com <link updated to site home>
All the best.
Alan Guinn, Managing Director
The Guinn Consultancy Group, Inc.
From United States, Bluff City
Just as luck would have it, a very appropriate article arrived in my email box on recruiting activities and how several different groups are addressing their needs--which you may find helpful.
This link is from "Sales and Marketing Magazine," and was quoted in an ICSC Daily Newsletter I receive, so I take no credit for the content--I list the link only as a reference to a work regarding recruiting and opportunity; I do, however, believe what it offers to be of value, and I hope that you find it to be of value, also, in your questions about recruiting.
http://salesandmarketing.com <link updated to site home>
All the best.
Alan Guinn, Managing Director
The Guinn Consultancy Group, Inc.
From United States, Bluff City
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