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Recruiters Versus Candidates Or Recruiters With Candidates?


Recruiting someone is serious business for a prosperous business. Job applications is not about sending an email. Here, I make an attempt to share points that one may like or dislike. Bouquets and brickbats are welcome with open arms.

I stumbled upon a Linkedin post by a senior recruitment specialist Ms. Anjali Patel today. Though I commented to her post and also replied to the comments on my comments by Mr. Hitesh Nandwani, I feel like articulating my views further.   For an organisation its workforce is the real asset. Everything else is the by-product of talents that drive an organisation. Similarly, for a prospective candidate, nurturing his/her career begins with right approach and high thinking; as both complement each other. Yet, organisations the world over face talent crunch while we keep combating critical unemployment .

Equally worrying fact is that many talented candidates, after joining some organisation, become usual employees instead of strength and pride of their organisations. It's a stark truth very hard to defy.

The questions that come to my mind is what fuels this? And how this could be averted in most cases.

Being a part of a growing organisation; we at Mangrol Multimedia are constantly looking up for right candidates. Resumes keep pouring in our inbox, meeting and interviewing them and making offers have become an ongoing task. Then, our entire team is slowly ut with very positive approach got created out of nothing. And yes, many of our team members have found their true self and strength at Mangrol Multimedia. I am saying this not to boast us. I feel lots of caring, nurturing have gone into this. While I was an initiator of this process, today this same process is successfully followed by the entire team.

We too face many challenges evaluating resumes, coordinating with candidates and reaching to a point where the organisation as well as a selected candidate feels at par and join hands.

Firstly, let me tell you what kind of challenges we face while screening applications received.

  • Most candidates have a habit of forwarding their ready-to-use resume to any and every organisation without properly understanding needs of a post. With an exceptions of a small lot, most candidates simply send (or blindly forward) dated resume, without any covering email. Forget that, most not even bother to write a proper subject line.

  • Candidates also have a habit of applying for posts that are not within their reach or profile. For example, when we clearly mention in our openings that we need a candidate who, let’s say, residing between certain suburbs, we get applications from not just far-flung suburbs, but also from other cities. This means lots of rejection, heart breaks (if candidates, if at all they do bother) and extra works for us.

  • In many profiles, we come across claims that are, when real interview happens, proves to be myths and false claims. For example, we talk to some graphic designer in person with an intention of hiring her/him. The résumé claims that the interviewee knows software A, B and C. When we dig, we come to know that the candidate’s competency is in just software only and the other two are mentioned only because the interviewee had done a crash course in them.

  • We constantly try to add more and more translators in our freelancers team. Many translators reach us and we also reach to translators in our own way. What we have learnt with our experience is that most translators lack knowledge of languages they deal with, and even lesser pay attention to grammar and quality.

  • We get most applications for our IT division and sadly, things are not better with that too. Scanning resumes of IT aspirants make us understand how run of the mill IT institutes are fooling around with young talents and playing with their future.

  • Another bad thing is that candidates expect packages that do not match their profile. This is truer about young talents of 25 or less age. Without proper knowledge, experience, exposure or readiness to learn, they demand a package which sounds like out of question. In reality, a candidate has to command a package.

  • In our choice of talents, we have also gone wrong but, thankfully, to a lesser extent. In many cases, we have even helped our people to explore avenues they had never thought of, after understanding their true strengths and weaknesses.

  • Coming back to effective application, proper presentation and prompt following up on them, it is very important for any professional to stand out from the word go. This can happen with an email sent with one’s resume. Then, a gentle call and an attempt to follow-up is always desirable.

  • We all have to work to survive, and many of us need to switch jobs too. A fresher would hunt for her/his first big break while a pro would keep looking for the next big thing. For both, it is imperative to send perfectly updated, concurrent resume. A résumé should never make tall claims because, if they are considered as reasons for one’s selection, and they are proved wrong in future, things would certainly turn bad for all. Under commitment and over commitment is the best way to prove one’s worth. Yet, if one feels that she/he could certainly do so and so, given an opportunity, speak about that abilities when a real interview happens. That would certainly earn one more grace points.

  • Before I end up talking about candidates, I would say that one should apply less but apply after thoroughly understanding job requirements. And then, do follow-up with your application as much as possible. Even if you get rejection, or absolutely no feedback, you would know something worth to remember.

  • Coming to organisations, I feel they have to be more humane and cordial with candidates. Organisations are built, grow or even perish because of their people. An organisation at no point in its existence should feel that it is indispensable and its people are dispensable. It is actually the other way round.

  • Receiving applications from candidates is a great privilege for an organisation. Applications received should always be treated with utmost care and respect. True that 8 or 9 applications an organisation receive do not fit its need. Still, it is an organisation’s duty to at least send a formal reply. No harm in saying thanks and good all the best. Trust me, life is a mysterious journey and one never knows what would come back. A candidate you reject today may become a business tycoon tomorrow. Just like an organisation, candidates keep exploring, evolving and experimenting. With lots of hard work and a little destiny, anyone can reach anywhere. We must, not with our benefit in mind but making this world better, sharing happiness and, spreading a message of professionalism, always take time out to reply to aspirants.

  • Many small companies can’t afford and don’t have a dedicated HR division. In India, we still recruit people in desi way. That’s okay, as long as an organisation does proper scrutiny of an application and accept or reject the same with valid reasons. To know that reasons, applications should be checked by someone who knows how to check them. Also, that should be done with a neutral mind. The one who checks applications should feel the nervousness, excitement, need and hope of an applicant.

  • The one who helps other grow, grows faster. The one who helps others grow; grow faster. Crux of the matter can be derived from the popular saying, there are two sides to a coin. On one hand an organisation needs to be proactive, amicable, positive and responsive to each application received. More so, when a candidate is invited for an interview and if he/she doesn’t fit the bill, one can always leave a mark by saying something cheerful towards the end. We at Mangrol Multimedia always strive to set such precedent and hope to get better with time.

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