Responsible Recruiting: Way to Win

The 'Match-makers' as they proclaim to be. We could have met, interacted with, seen, or heard about a few specialists from within our social mileu who love being match-makers. Yes, you sensed it correctly, I am referring to some saviours who most of the times are found suggesting matches for the eligibles. A saviour out of this bunch may be the most wanted for parents who could be facing certain difficulty in finding desired match. Given the mission to find a fit and astonishingly the mission accomplishes. By hook or crook, who cares, at least initially all's well.But, if the foundation of a new relationship is built over fake commitment or exaggeration: after some time altercations begin, and ultimately, the alliance breaks apart.Why am I telling all this?Like a marital contact, employment too is a contract-an extended psycho-socio moral contract between the two parties; employer and employee. As a recruiter, we must be duty bound to present the scenario as real as it is, from the perspective of the employer and the candidate. If some facts you consider must be put forward and might get a miss, you must bring forward. But these should be real attributes of the concerned. For example, you think the candidate has actually worked on a particular skill set in the past but has failed to capture this in his CV, and for the hiring team that's a key word. You should, as a responsible recruiter, advise your candidate to add such skills in updated version of CV.Similarly, you must mention your company's genuine growth plans, incentives, other benefits, career growth opportunities to the prospective candidates. However, never miss to mention the challenges of the role, realistic overview of the KRAs and KPIs, performance appraisal cycle, median pay hikes as may be the norm and so on. Don't over commit or make false promises.During salary negotiation, it must be ensured, whether the candidate is currently employed or not, that the pay offered to him is decent in essence. No undue advantage of someone's compulsions please. People stay where they feel like being rightly valued.Else, the candidate may join yet he will become dissatisfied soon, and quit. And as recruiter you will be left with nothing but to be cursed by both; the company for attrition and the candidate for falsification.Therefore; it's better to deliver less than bad.Equally true is the fact, you will often come across candidates who have pressing need to get a job asap. Represent such candidates if they meet the basic criteria of hiring parameters. Don't Push. If not a match, simply advise either to work on missing skills and come back or refer to some other job which may be more befitting to him.This will produce a W-W-W (a win for all, recruiter, employer and the candidate). What needed the most is-Responsible Recruiting.