After asking nearly 300 students what their perception of what a recruiter does, the most common answer, in some form, was “help get a job.” Students want to believe that their interviewer has gone through a process of carefully selecting them before they interview. Unfortunately, there is a definite disconnect between what recruiters do and what students think they do.
Many recruiters spend their time and resources interviewing unqualified candidates. They look good on paper and say all the right things on the phone. It all seemed to check out just fine until they start working. The fact that it was not a mutual fit becomes more and more obvious on both sides as time goes on. For more efficient sourcing, consider candidates that have had training led by industry professionals and had an opportunity to showcase their skills while working on projects led by you.
What students are taught in schools are mostly theories and concepts, but the ones that go out of their way to learn how to apply those concepts using relevant tools, will add the most value. I’m not talking about internships, I’m talking about projectships. Project-style internships are a lot more effective at determining if a candidate is in it for the long haul, if they can do the work they are hired to do and most of all, if they fit within the existing culture of your company. Then, recruiters could focus their efforts on creating a more pleasant interview experience for their candidates, knowing they have weeded out the ones that will not be effective from the ones that will.
Investing in candidates that you bring in to interview once they have already proved themselves should be a focus for all companies. Once you bring a new candidate on board to interview in person, meet the team, see the office or working environment, it should be apparent this person is most likely going to work for you. Spending the time to evaluate before you bring them in can save your company large sums of money. Recruiters wouldn’t have to schedule multiple meetings, including maybe, group meetings on weekends. Additionally, the most important attributes about the candidate should already determined beforehand.
How To Show Your Candidates You're Invested In Them.
Have an interaction with candidates that results in equal parts talking. Most traditional interviews are set up in an intimidating fashion so as to determine if the candidate is a right fit. Conversations, on the other hand, suggest for a more lax setting, resulting in the candidate revealing more of who they are to you. Ask them questions that make them think deeply about things, not just surface questions. Giving them more to talk about is a way of showing them you care to know who they are
Let them know how selective your interview process is. Candidates don’t feel emotionally invested in a company that will hire just anyone. Let them know why you selected them and that will set the tone for the rest of the conversation. When there is a sense of pride, people tend to not only care more about the situation at hand, but show their better side.
Discuss the company culture and see if it’s a mutual fit on both ends. Talking about how important it is to find people that add to the great thing they already have going will be a huge plus for your candidate. Giving a tour is a great idea to see whether or not they can picture themselves there. A lot of times body language will say a lot. It’s very important for younger candidates to connect with the mission of your organization and if you can get that message across, it will benefit you both.
Not only will this will result in a more trusting relationship between the recruiter and candidate, but you will set the framework for hiring more effectively in the future. Remember that people’s best selves are never shown during an interview, but people’s learned best selves are.