Verbal offer & recruiter issues

Got this query from a reader who had commented on my previous post

"If a candidate is not selected or the company, for some reason, not feel like making the offer right now, is it too much to expect the recruiters/HR to communicate the same to the candidate? Especially, if the candidate is given verbal assurance that he has got the job and then he is made to wait till he gives up himself!"

Ok. My answer is going to be a tough-love one. First, you mention that you are actively seeking employment & have done some groundwork in understanding the recruitment dynamics. So effectively you are telling recruiters (in your own way) about your interest in finding a new job. So I wouldn’t say it’s unethical for them to reach out to an actively job-seeking candidate with phone calls/emails. But you got it right when you say recruiters should respond about the outcome of an interview, be it positive or negative. Sadly it’s a case of more supply than demand in today’s talent market. That’s giving the recruiters a chance to try out a lot of different candidates for just one position! I had earlier written here about recruiter’s being the face of the company. That’s an approach that could backfire if you don’t have the right recruiter handling your hiring activity.

Second, I’m not a lawyer but it’s obvious that a verbal offer means nothing until the terms are put on paper. It’s like a vague statement, your word against the recruiter’s; they wouldn’t discuss your salary, benefits, internal fitment or anything else on call without getting approvals from the hiring manager. That’s a no-brainer. On the other hand, by telling you that you have a verbal offer, the recruiter is buying time to sort things out from the company’s end. Maybe, their budget constraint isn’t allowing them to add new headcount right now, their hiring process involves so many people across geographies that its time consuming to roll out the offer (not a strong reason, but a reason nonetheless), they are building a candidate pipeline (hiring parlance) expecting a new project to take off – see there are some valid reasons. Yet, that shouldn’t stop a good recruiter from telling you the truth. Else, they stand to lose a potential hire.

Here’s what you could do now: Send a mail to the recruiter & hiring manager asking for an update. It works. They couldn’t possibly not reply to your mail. If they still don’t reply, maybe it’s time you reconsider working for them.

I can understand that it’s a harrowing experience after having spent time & effort in interviewing, but have faith; they are good recruiters out there too. Recruiters who know how the business works.

Good luck with your job search!

Your Resume's Got Only 30 Seconds! Make It Count...

I hate to admit this! But that’s the truth.

Every recruiter around the world will deny this flatly, saying, “No! I spend about a couple of minutes or at times even more per resume”. Let’s face it, as much as we would love to, that much time isn’t available at the first go. With thousands of resumes flowing in daily, it’s hard for the recruiter to do 100% justice to every resume. I know that’s a reason and also the truth stated again. Do I see the brickbats flying thick and fast? I’ve heard recruiters give their best explanation and the end the result is the same 30 seconds.

Think about it this way, if you had 30 Seconds to introduce yourself personally to your prospective employer, what would you tell them? I’m sure you’ll leave all the riff-raff out and get straight to the point. Right? It’s harsh, but that’s the way it happens. Your resume is speaking for you. It’s just an introduction; you’ll get your chance for a detailed conversation later. Get to the table first.

There are numerous websites that tell you the order in which information must appear on the resume. Yes, there are standard templates available and can be used too. But will the standard template work for you? If not, you decide what goes first depending on the job you are applying for. That will in turn be decided by what the employer is asking for. See the connection? It’s simple. They are looking for a person with a certain skill-set and you are telling them in less than 30 seconds, that you are best qualified for that job!

Here’s what would help with breezing through the 30 seconds:s

- Please don’t write an essay! It’s the biggest turn-off for any recruiter. Make info available by using bullet pointed single line statement.

- If you are part of a team, then you must tell the recruiter your role & accomplishments in the team. Most often I get to read lines like, “The team accomplished the target a week ahead of the deadline”. It’s great! But what did you do to help the team achieve that goal? That’s what is important. Even if you are a manager, spill out the reasons on how the team succeeded by your actions.

- The resume is about you. Keep it that way. There’s a tendency to tell more about the current company, projects, etc. Mention your company website and elaborate about the project later on when you meet in-person. For now, a brief about the project should suffice.

- Ensure to read through the job requirements and priority that is given to certain skills. If you think you match that. Then your resume should match that list.

Make It Count!

Are Recruiters the face of your Company?

I know, I know. There are teams that are more client-facing in nature, such as, Sales, Marketing, Technologists, Human Resources, Corporate Communications, Public Relations, et al. Phew! The list can go on till you either run out of paper or space to type. Right from the doorman to chairman, everyone plays some role in projecting the company to the outside world, in their own style or manner.

However, the reason for such a question is that, the very people who form the company, people who define its culture and success are the employees. Most often than not, their first brush with the company is either with:

a) An External Hiring Firm (or)
b) Company’s Staffing Team, a.k.a, Recruiters

So, effectively a majority of the candidates get their first impression about the Company, revenue stats, growth plans, work culture, benefits and more, from these recruiters. Just how much will these interactions help or destroy your chances of hiring a top notch candidate? I can tell you honestly, your chances rest upon your recruiter’s capability to ‘address-the-right-things’ during their conversations. Obviously, you can’t get away with a lie, nor should you be telling one! It’s another person’s career at stake. On the contrary, addressing the right things include among other topics: The Company’s immediate and long-term plans to counter the economic downturn. If a company is hiring even in such an economic situation, they should have a plan they feel would work. Right? Highlight it, please.

This question is a lot more important in today’s situation. Good talented people will continue to retain their jobs (off course, with a bit of luck too). Now in case your company is hiring, then you want to hire the best too. The match is possible only when you are crystal clear in your discussions. Too much truth will hurt - Agreed.

As always, use some discretion. You are NOT an automated machine that’s programmed to answer queries!