Last week, my colleague has forwarded me an article from SourceCon website about pros and cons of prepping candidates for the interview with the hiring manager. The next day I saw a discussion thread in a recruitment group on Facebook debating the same issue. The opinions are, of course, all over the place – from
We are all busy people. We have families, pets, hobbies, sports, and a million other things that require significant investments of our time and energy. And then there are our job, some full-time, some part-time. Some people go to the office every day, some, like myself, work virtually, and hardly ever see their colleagues. The
I work for a very large organization, and sometimes I get company-wide emails about a promotion or a birthday. Sometimes I am even not sure who the person is, however I still hit “reply” button and write “Congratulations!” I think it’s just a nice thing to do. However, this nice thing turns into a nightmare
We live in a digital age, where most things are getting automated, even writing. When I am typing something on my iPad, it is always quick to suggest words to me. As soon as I type letter “h”, the device starts asking – “did you mean hello? Or home? Or him?” We rely on
The Mental Health Commission of Canada provides the following definition, which can serve as a goal for employers: "Mental health is a state of well-being in which the individual realizes his or her own potential, can cope with the normal stresses of life, can work productively and fruitfully and is able to make a contribution
From time to time I come across articles and essays on the Internet that talk about the importance of keywords in the resume. I keep hearing about those fancy “Applicant Tracking Systems” that will filter resumes by keywords in an attempt to deliver only suitable candidates to the recruiter. If you Google the phrase “keywords in resume”, you will get hundreds of websites that advise candidates on how to use the keywords to improve the chances of their resume or social media profile being noticed by a recruiter.
I was asked by our Editor, Jeff Wedge, to write an article in both English and in Russian. I struggled with identifying a topic for some time, as I wanted to choose something that would be interesting and informative in both languages. There are a lot of Russian professionals moving to Western countries, and sooner or later they have to start searching for a job. Many candidates complain that they never hear back from recruiters, and it is widely believed that the recruiters don’t even read the resumes they receive. I’ve also heard the opinion that recruiters are so dumb they do not even understand the roles they are working on, and they do not appreciate the superior qualifications of the candidates. That is definitely a case of wishful thinking. I have an example for you.
As I’ve read Geoff’s post on his Friday night chat with a recruiter, I started thinking about the way we, recruiters and candidates, communicate with each other. Even when both parties are interested in a conversation, it does not go smoothly. Sometimes we read things wrong, we hear things wrong, we say things in such a way that there is room for another meaning, and then we are so disappointed when the conversation ends up in a totally different place from where we wanted it to end. I remember speaking to a candidate for a sales role, and I told her that the targets were 50-75 units per year (as in fifty to seventy five). When she spoke to the Hiring Manager, she said that the targets were too high. She thought I told her fifteen units. Now it’s easy to blame the candidate for hearing what they want to hear, but how hard was it for me to double check that she understood the numbers correctly?