Checklist for recruiters before talking to any candidate!
Mohammed Imran [MI]
Head of Talent Acquisition & Talent Branding at Disney+ Hotstar | Disney Star | Ex Flipkart & Amazon | Talent Branding | Guest Speaker | LinkedIn Coach
As Arthur Dunn rightly said, "The principle weakness I discovered in most salesmen is lack of product knowledge" and how true it can be for any role in the organization most importantly recruiters.
When a recruiter dials a call to candidate, they rush to close the discussion by directly pitching "Are you looking for a change, we are currently hiring for so and so role and your profile is relevant for us" - and so the profile is processed when the candidate is halfheartedly interested for the sake of attending the interview and holding an offer.
Rather what I personally suggest is that every recruiter should create a checklist of FAQ's (Frequently Asked Questions) which can help them give more clarity on the role where most of the companies fail.
Taking an example of Quikr as I work here, let me give brief - we have multiple verticals under Quikr (Quikr Jobs, Quikr Homes, Quikr Cars& Bikes etc) so hiring happens for every team. Now when we are talking to candidates its more important to be ready with FAQ's.
1. Which product will the candidate be working on eg: Quikr Jobs or Quikr Homes etc?
2. What is the problem statement the product is trying to solve? If Quikr homes is the product then what problem it is solving and who are the competitors in the market and how are we different from others?
3. If its tech hiring? (what is the tech stack the product is built in)
4. How this role is contributing to the success of the product? will the candidate be working on any important module or s/he will be working on support division?
5. What are the key attributes required for this job?
6. What new will the candidate learn or how his or her career will be shaped post joining the organization?
Finally the deal breaker questions follow
7. Who the candidate will be working with? (the team strength - some may boast of having IITians in the team or some may boast any ex Google/Apple employee heading the team).
8. Why this company? Eg: Why Quikr? and now as candidates are more serious about stability of the company, the questions of funding arises.
I am sure with this kind of checklist, the recruiter will feel more confident and appealing to the candidate. Please comment If you believe there is any questions you believe should be asked.
HR | Innovaccer | Ex, InfoEdge, Shuttl | Hiring Data Scientist, Designers, PMs, Analysts & Developers
7 年I appreciate the insights given but unfortunately the fact is different, let's talk in executive search firm perspective, I have served about 3 years to this industry & witnessed that I have never received a proper Job description except few from HR. In case of asking few above mentioned questions by Mohammed Imranullah, we get response like we'll get back to you. Would you like to say something in solving this problem Mohammed Imranullah
Recruiting @ Abnormal Security ?? | Ex - Slack, Salesforce, Headout | Speaker & Trainer
8 年profound understanding of the candidate's core-competency from his/her resume would help the interviewer probe most relevant questions and gauge the suitability of the candidate to the applied position. Great insights given above in the article.
Never missed a day - Many of them in Design | Angel investor and stealth mode Co- Founder |Also happy to listen and possibly help navigate life.
8 年The recruiter should also be very very conversant with the requirements of the role and what kind of competencies the hiring manager is looking for. You can't recruit for something you don't know much about, the same way I can't design for a problem that has not been clearly identified or articulated. Before getting to FAQs, it's better the recruiter immerses him/herself in the hiring manager needs. It's been my personal experience that my last set of recruiters didn't know what I was looking for, and worse, were prone to making sweeping generalisations and promises on behalf of the hiring function that I as the hiring manger didn't even know were being made on my behalf.
Global Hiring || Head Talent Acquisition - Hiring Top Talent -Driving Growth || Employer Branding, Talent Brand Building
8 年Brilliant! Cant agree more.