Recruitment Surprises and Tips – Part III

Here comes the third part ..

After comfortably handling service recruitments, I believed I had mastered the art of recruitment. However, a role elevation threw me into the world of sales recruitment, a completely different ball game.

From understanding job descriptions to sourcing profiles, scheduling candidates, and negotiating with sales professionals, it was a roller coaster to close a single candidate.

Despite all the tricks and trades, candidates would still abscond. In the early days of my career in the UPS industry, with only a handful of companies, the same set of candidates circulated in the market.

One day, in search of a sales Manager for our regional office in channel sales, I found a candidate on LinkedIn. He seemed genuine and cool over the phone, expressing interest in the opening. I scheduled an interview with the Regional Sales Head, closely following up with the candidate. However, at the last minute, he cited customer appointments as a reason for cancellation. Frustrated, I rescheduled, but the scenario repeated twice.

Feeling disheartened, I apologized to my sales head for the canceled interview. Yet, my curiosity pushed me to reach out to the candidate. Calling from my number went unanswered, but when I called from another number, posing as a representative from a different UPS brand, he readily agreed for an interview the next day at a random office address.I was secretly pleased when he canceled due to a customer appointment.

This experience taught me a valuable lesson - it's not just about informing the candidate about the opening; it's about spending quality time understanding them. Delving into various aspects through the conversation, such as the reason for seeking a change, gauging their seriousness, and understanding daily commute and routines, became crucial. Spending time with the candidate, beyond simply notifying them about the opening, makes a significant impact on their decision.

Since then, I can confidently say that I've had almost no dropouts in interview schedules, with less than 1% data reflecting cancellations. This is just about the planning of Interviews schedule and candidates.

As Part 3 concludes, stay tuned for Part 4, where I'll share more surprises from the world of recruitment and offer additional tips that can benefit both fresh HR enthusiasts and experienced professionals alike.

?