July 2012: Moments of Truth

30 seconds to scan a resume, 45 minutes for an interview, and  perhaps one follow-up meeting.

Despite the specialized knowledge and billions of rupees that go into corporate hiring, the entire recruitment process comes down to just a few  moments of truth to assess individual talent.

It’s no surprise then, that according to a report by HR consultancy Reabur.com, 3 out of 4 employers say they regret some of their recruitment decisions. When they were asked if they felt regretful about hiring decisions, 74% of employers answered ‘Yes’ and just 4% answered ‘No’, while 22% said they were unsure. Their top concerns: bringing on board people who are unable to do the job, hiring an employee with poor, negative attitude, and – missing out on exceptional talent.

With a far from perfect system, it’s easy for a genuinely qualified candidate to be overlooked.

How can you manage the few moments of truth (or interaction) – especially when they can happen silently, without your even knowing about them?  My suggestion: understand how the hiring team operates and get the system working for you.

Think of the ‘market of many’:

The HR team has a single point mandate: hire the best talent. Benchmark yourself to other professionals in your domain – in terms of knowledge, personal branding, visibility & networking. Give significant time and attention to your resume, and invest in skill & knowledge development.

Double your visibility:

Every recruiter spends at least as much time ‘sourcing’ profiles for an interview as checking applications. Ideally, when you apply for a job, your profile should also show up in the recruiter’s search related to that job. This straight away doubles your visibility, increasing the chances of an interview call. Also make sure that your profile is complete when you apply online.

Take that ‘Decline’ in stride:

If an employer is not open to taking forward an opportunity, it’s best to accept gracefully. This can be tough when you know you can do the job, but follow-up rarely works when the recruiting team has made up its mind. Instead, show that you are open to feedback & suggestions. This will keep lines of communication open with the recruiter in the future.

Make it easy for the recruiter:

Select the job search platforms that are most relevant for you to increase the probability of the recruiter coming across your profile. Stay with regular logins, and keep contact details updated so a recruiter can reach you for an ‘interest check’ call. Get back to the recruiter even if you are not interested at the moment, to keep the relationship going.It may not be a perfect system, but it works. The moments of truth in your job search can be handled with a strong focus on understanding the system and getting it to work for you!

Uday Sodhi

Chief Executive Officer | HeadHonchos

www.headhonchos.com

 

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