Incremental Truths – What Candidates Tell Recruiters
by Mark Bregman 以下是作者从一个应聘者的角度来分析他们是如何应对招聘者的，而同时警示我们，在招聘中一定要诚实面对应聘者，因为面试中求职者的一些小的不诚实是必然的，是他们为了保护自己而会采取的措施，而如果作为招聘者也不诚实面对应聘者的话，那么将会造成双方只是在耽误时间而取得不了实际的进展。
Passive candidates - the people every employer wants - the ones that are happy, productive, and not looking for a job - are often wary of recruiters. They know that there is only a slim chance that the opportunity about which the recruiter is calling will be of interest to them. They know that recruiters Sell the Sizzle - give them all the positive hype about the job. And unfortunately, many of them have been burned by recruiters with questionable skills and/or questionable ethics. Candidates often respond to this reflexive wariness by being very selective in what they say to the recruiter. They play poker, and hold their cards close to the vest. They release information in a protective way. About their motivations, their compensation, their goals, possible competing opportunities, etc. As they began to trust us more, they reveal more. Sometimes this is different info, and it can take the recruiter by surprise. Incremental truths work both in the positive and negative direction. You might find out something that makes the candidate better or worse (from the perspective of the employer). The candidate we thought might NOT be a fit because their income is already over the range, suddenly reveals that he/she is making $20K LESS than we thought (they told us their whole package, not their base, when asked for base). At the lower actual comp, which is new info to us, the candidate is now a better prospect (more likely to accept an offer). The candidate who originally seemed very interested in our opportunity, suddenly accepts a different position we didn't know about! The candidate goes out of the picture. Often the candidate's story changes with each conversation, or with increasingly higher level screening. For example, the first front-line recruiter to talk to the candidate might get one story, and then the partner in charge of the search might get new and different information later on. Recruiters have to expect this. What can we do about it? First and foremost, be straightforward. Make sure you tell the truth to your candidates. Be a caring human being. Let them know you take their candidacy seriously, and will respect their needs. If you are a successful recruiter, you have good intuition. Use it to size up the responses you are getting, and probe for hidden details and/or meanings. Don't be confrontational. Be immediately accepting of new info, and thank the candidate for their candor. Be different. Show the candidate you aren't just the same as every other recruiter they've ever spoken to, and they might just treat you differently too. I'm not calling all candidates liars - they are just protecting themselves. But, partial truths, hidden truths and outright lies hurt everyone in the recruitment process. The candidate loses credibility with the recruiter, now and for the future. The recruiter and employer lose valuable time and waste effort. It is on the recruiter to take the initiative in this. Blame is a lose-lose proposition. Do whatever it takes to create trust and rapport so that the candidate will be more inclined to tell you the full truth. 管理新知 您可能感兴趣的文章 Rookie Manager Mistakes: How to Avoid Them — Even If You Aren’t a Rookie 2011-09-02 偏袒、办公室恋情或其它问题：办公室的棘手游戏 2007-12-19 Women Still Haven't Learned to Speak Up 2011-05-12 最近文章 TEST 2018年01月15日 嫖娼被抓不属无故旷工，公司解雇赔4万！（法院判决） 2018年01月15日 如何判断你是否具有HRBP胜任力？
2018年01月15日 阿里为什么不去清华招人？
2018年01月15日 因利益冲突，Facebook COO和Twitter CEO退出迪士尼董事会 2018年01月15日 热门文章 嫖娼被抓不属无故旷工，公司解雇赔4万！（法院判决） 2018年01月15日 如何判断你是否具有HRBP胜任力？
2018年01月15日 阿里为什么不去清华招人？
2018年01月15日 2017年度职场出差行程调查，出差最多的居然是他们！！
2018年01月12日 员工在自己QQ空间评论HR经理吃屎，可辞退他吗？
2018年01月11日 扫一扫 加微信【已隐去】 关于沙龙 顾问委员 广告推广 隐私安全 联系我们 申请vip会员 支付方式 市场合作或广告投放 电话：【电话已隐去】 邮件：【邮箱已隐去】 在线QQ【已隐去】 VIP会员 企业VIP会员 机构VIP会员 广告刊例 商务合作 Follow HRSalon