Recruitment. Rewind.

There is so much talk about recruitment savoir-vivre, how to communicate properly, what are good and bad practices of recruitment processes (and it applies to either of the parties), but what if one party wants to talk again?

Let’s start with feedback – the concept of feedback is, or at least should be, familiar to everyone by now. What is the purpose of feedback? From the recruiter’s perspective: for the candidate to have a chance to strengthen their offer, to draw their attention to, perhaps, certain behaviours that, instead of bringing them closer to their dream job, make the distance larger. Unfortunately, in resumes I often see information that is not correct such as an incorrect email address, or certain details, like a GDPR privacy notice, are missing.

Why is feedback important for recruiters? Almost for the same reason, but the other way round – to identify areas for improvement in the recruitment process itself, what can be improved in the job offer, or simply, how our way of communicating might be perceived. Of course, we assume that in both cases we are telling the truth and nothing but the truth. I dare say indeed we do.

All right, but suppose, as a candidate, we had the following situation. We took part in a recruitment process that consisted of: a telephone interview – some complementary questions, an online meeting – we met with our potential employer and had a specialist chat. We were then given feedback for both the soft and technical aspects, to put it simply – what is that we still should improve our knowledge about. And now, after a month, two , or three have passed:

  • Situation 1: The job advertisement is still up or has been reposted.
  • Situation 2: There is no advertisement, but we feel that if this interview took place today we would definitely get the job.

While in situation 1 it is always possible to blend into the crowd and, in accordance with the “fair play” principle, participate in the recruitment process normally, situation 2 requires us to somewhat step out of line. I will ask again – will you dare to take this step? Immediately I think of whispers from the past that say this is silly, maybe someone will think I’m pushy or weird? Of course, we are not talking about a situation of weekly reporting on the successes of our education and elaborating on how much we had to sacrifice in order to meet again, but just a common-sense approach.

The method, which I call myself the fact method, will help to choose what I should do, that is:

  • Did I enjoy the conversation?
  • Do I feel that people are cool?
  • Was I given clear guidelines as to what I should be able to do before I returned?
  • Am I able to do it now?
  • And most importantly – what is the worst that can happen when we meet again?

Answering these few, simple questions to ourselves will definitely direct us more easily to let go of any fears of being judged, our demons, and will be a test, so to speak, of whether we really want and will take the chance. Let’s look at it rationally – does a recruiter propose such reappointment to everyone after a few points needed for that job are fulfilled ? I don’t think so. Let’s look at another situation. This time from the recruiter’s point of view. The offer is tailor-made for a candidate who:

  • Situation 1: Sent a CV some time ago.
  • Situation 2: Is taking part in another recruitment, but for a different position.

Here again, both situation 1 and situation 2 are to a large extent governed by GDPR provisions and the consents that the candidate has given, whereas, unless there is a clear prohibition or unwillingness to participate in the interview, maybe it is still worth asking?

There are a lot of ethical dilemmas, both on one side of one party as well as of the other, but I learned something from one of the candidates – it’s always worth having a chat, because after all – what’s the worst that can happen?

text written by:

Aleksandra Lipowska-Rochalska, HR Director