Answers to the 7 most popular questions for a recruiter
1. Why is the vacancy portal still open on the employment portal, and my response has not even been viewed?
A vacancy may be open for various reasons:
The company has an unlimited annual contract. The recruiter quietly looks through the resume to the reserve, for a replacement or in case of the prospect of expanding the staff.
The company is looking for a person in the context of several vacancies: for example, you need a PR manager. Both experts with experience and growth assistants are considered. But the company does not want to directly indicate in the vacancy that it is ready to take a person with little experience, and places two vacancies: a PR manager and an assistant to a PR manager.
The recruiter forgot to close the vacancy. Or he quit, but did not hand over the case, and so far no one is doing it.
The number of responses exceeds the physical capabilities of the recruiter. Imagine that he has 20 vacancies in work and for each 100 responses every day. He manages to view only fresh, 40 resumes a day, for example. Whether you get into these 40 or not - no one can guarantee. This is destiny.
The same can happen if the vacancy is megapopular.
2. If a company simultaneously publishes two vacancies in one direction - a leading specialist and a manager, is it correct to send a resume for both vacancies?
The temptation to respond immediately to all vacancies in an interesting company is very great for the candidate. Therefore, there are no strict rules of the game, decide for yourself. Most likely, the same person looks at all the responses for close vacancies. This situation annoys him, but he is used to it. There is nothing terrible in this situation for the candidate.
3. Why are recruiters not in the habit of calling back with a negative result?
There are several options, you guessed it:
The recruiter has 20 vacancies, 100 responses for each, 9 interviews per day (each lasting from 30 minutes to an hour). All he has time to do is to conduct an interview and invite the best candidate to work. For everything else, he physically does not have time.
The HR manager quite often in small companies combines several functions: maintaining KDP (receiving, leaving, vacations, transfers), corporate events, training, selection and even calculation of bonuses.
Often, HR managers in small companies are office managers. With these people there can be no demand at all. In their area of responsibility are also couriers, drivers, cleaners, receiving and sending documents, ordering stationery and water, answering phone calls, travel support and executing management instructions.
There are HR managers who have free time, but do not have an internal task to answer candidates in principle.
In the latter case, I want to clarify a very important point with which you may not agree, but this is the real situation. The company (and the recruiter as its representative) are not required to give the candidate feedback. This is a matter of internal attitudes of the recruiter or corporate rules adopted by the company.
4. Why, after completing a serious test task requiring time and effort, there was no answer?
Yes, I agree, I really want to, get my answer, having spent my free time, not paid by anyone, for completing the test task. And, of course, to answer the person who did the work at your request is a rule of good form. Even if it is, for example, a polite refusal: “Thank you for the completed test task and the time spent, however, we made a choice in favor of another candidate. We wish you success! ”
But we remember that a company is not required to do this. At the same time, you also have every right to refuse the test task. Or stipulate all conditions before its fulfillment.
5. Why did the recruiter not give me a chance to tell about myself in detail, but conducted an interview, looked disinterested and spent only 10 minutes on me?
There may also be several reasons:
You were not lucky, and when an interview was scheduled with you, the leader already agreed on the other person’s exit, meeting with you is a formality.
The recruiter believes that he is well versed in people, and these 10 minutes are a convenient form of meeting for him, during this time he becomes clear about the candidate.
You came to a meeting with a person of low qualification, who does not know how to evaluate people or relies on the first impression, but he did not like you right away.
Several interviews were overlaid simultaneously, and the recruiter was in a hurry.
A vacancy may be open for various reasons:
The company has an unlimited annual contract. The recruiter quietly looks through the resume to the reserve, for a replacement or in case of the prospect of expanding the staff.
The company is looking for a person in the context of several vacancies: for example, you need a PR manager. Both experts with experience and growth assistants are considered. But the company does not want to directly indicate in the vacancy that it is ready to take a person with little experience, and places two vacancies: a PR manager and an assistant to a PR manager.
The recruiter forgot to close the vacancy. Or he quit, but did not hand over the case, and so far no one is doing it.
The number of responses exceeds the physical capabilities of the recruiter. Imagine that he has 20 vacancies in work and for each 100 responses every day. He manages to view only fresh, 40 resumes a day, for example. Whether you get into these 40 or not - no one can guarantee. This is destiny.
The same can happen if the vacancy is megapopular.
2. If a company simultaneously publishes two vacancies in one direction - a leading specialist and a manager, is it correct to send a resume for both vacancies?
The temptation to respond immediately to all vacancies in an interesting company is very great for the candidate. Therefore, there are no strict rules of the game, decide for yourself. Most likely, the same person looks at all the responses for close vacancies. This situation annoys him, but he is used to it. There is nothing terrible in this situation for the candidate.
3. Why are recruiters not in the habit of calling back with a negative result?
There are several options, you guessed it:
The recruiter has 20 vacancies, 100 responses for each, 9 interviews per day (each lasting from 30 minutes to an hour). All he has time to do is to conduct an interview and invite the best candidate to work. For everything else, he physically does not have time.
The HR manager quite often in small companies combines several functions: maintaining KDP (receiving, leaving, vacations, transfers), corporate events, training, selection and even calculation of bonuses.
Often, HR managers in small companies are office managers. With these people there can be no demand at all. In their area of responsibility are also couriers, drivers, cleaners, receiving and sending documents, ordering stationery and water, answering phone calls, travel support and executing management instructions.
There are HR managers who have free time, but do not have an internal task to answer candidates in principle.
In the latter case, I want to clarify a very important point with which you may not agree, but this is the real situation. The company (and the recruiter as its representative) are not required to give the candidate feedback. This is a matter of internal attitudes of the recruiter or corporate rules adopted by the company.
4. Why, after completing a serious test task requiring time and effort, there was no answer?
Yes, I agree, I really want to, get my answer, having spent my free time, not paid by anyone, for completing the test task. And, of course, to answer the person who did the work at your request is a rule of good form. Even if it is, for example, a polite refusal: “Thank you for the completed test task and the time spent, however, we made a choice in favor of another candidate. We wish you success! ”
But we remember that a company is not required to do this. At the same time, you also have every right to refuse the test task. Or stipulate all conditions before its fulfillment.
5. Why did the recruiter not give me a chance to tell about myself in detail, but conducted an interview, looked disinterested and spent only 10 minutes on me?
There may also be several reasons:
You were not lucky, and when an interview was scheduled with you, the leader already agreed on the other person’s exit, meeting with you is a formality.
The recruiter believes that he is well versed in people, and these 10 minutes are a convenient form of meeting for him, during this time he becomes clear about the candidate.
You came to a meeting with a person of low qualification, who does not know how to evaluate people or relies on the first impression, but he did not like you right away.
Several interviews were overlaid simultaneously, and the recruiter was in a hurry.
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