Bishwabandita Guru: Top 10 Lessons learnt as a Recruiter

bishwabandita guru Bishwabandita Guru works with companies to help them improve their recruitment and retention strategies. She has an MBA (HR), is currently a Business Partner with WebHr and is also pursuing a Ph.D. She considers herself as a die-hard social media enthusiast, you can follow Bishwabandita Guru on Twitter (@GetBandita).

Bishwabandita Guru has learned a lot working earlier as a newbie Recruiter in the Infrastructure sector at Bhubaneswar (India) and as a Recruitment Specialist in the Manufacturing sector in Bangalore and Chennai (India). Mentioned below are 10 specific lessons that she learnt which she would like to share which can be put to good use if followed.

Bishwabandita Guru – Top 10 Lessons learnt as a Recruiter

 

1 – CV is never the benchmark to judge a candidate: Whereas CV gives the overall impression of a candidate’s professional career, you still should not assume anything based on a resume. CV lies most often. Some candidates forge on their CVs saying they are working currently. You need to go for background checks if needed in such cases. And there are few folks who are overqualified for the job you are offering, that doesn’t mean that they will not take interest in the job you have currently to offer. So it is utter foolishness on the part of the recruiter to ignore such CVs to give a try.

2 – Win over candidates: After the interview is done and you don’t find the candidate suitable enough for the position you are offering currently, just have a cordial interaction with him saying you might consider him for further openings in your organization instead of showing him the exit door. By giving informal catch-up calls at times and being in touch with them you can win them over. If nothing else, at least such candidates can be your best source for referrals. While I was working in the manufacturing sector as a recruitment specialist, I have come across many such candidates who I won over. It was of tremendous help to me in future.

3 – Pull information from the shared database: Have a system that allows you to pull information that you can use in whatever form you intend to. I had a recruiting call list that is separate from our shared database with my own notes. So, whenever a candidate calls me back about a job that was already closed, I would quickly pull up my filing system to see if there are other open jobs in their area. Initially, I used a paper-based system, but learnt quickly that that was not the most efficient way to work. I then switched to excel for a while which again was not to my liking. I finally moved my information to Word and I must say, that worked the best for me.

4 – Have genuine interest in people’s professional and personal lives: While sorting resumes, have preliminary quick checks on what position the candidate holds and whether that meets his personal and professional goals or not. That gives an overall idea on what exactly the job-seeker seeks. If as a recruiter, you feel that you have something better to offer him, never hesitate to call as every jobseeker wants to be professionally and personally satisfied. I have applied this formula in my professional life and placed umpteen numbers of happy people. Also I have continually told myself and others that I have offered better jobs and good lives to people.
5 – Follow up is the key: Almost all recruiters would be facing a common problem as once upon a time faced by me. If they call a bunch of candidates for interview, a few turn up. As a result they can’t take a decision. I would advice a new recruiter to simply make the calls, leave a subtle voice mail and follow up with an email. Most of the times you will get responses. Never hesitate to call those people again the next day just to make sure. The number of calls you make is directly proportional to the number of candidates you can place on jobs. And yes, while following up if they choose to be rude to you, it is their choice. After all, the people you place make it all worth it.
6 – Recruiting is no less than Marketing: There is an ongoing battle for talent in the market and hence it has become a much more competitive environment for jobs across all industries. What I felt being in the recruitment profession for long is that, like how marketers need to market constantly, recruiters need also to recruit constantly and they have to be brisk in order to sustain in the industry. I would like to co-relate marketing and recruiting. Marketing involves 3 steps: Generating Lead, converting Lead into Prospect and thereafter converting Prospects into Clients. Similar 3 steps in recruitment are Sourcing, Vetting and Hiring. For a marketer, the next step involved is to retain the client. In case of a recruiter retaining the Hire is of utmost importance too because you can’t afford to lose a great hire.
7 – Believe your instincts: Yes, instincts are intuitive, but recruiting can hone them even further. It is a great skill to learn when someone is exaggerating or lying. In that case follow those exaggerations and lies with direct questions and cap those off with further few direct questions. This may sound ridiculously awkward, but helps you uncover the truth which is essential in the recruitment process.

8 – Prefer passionate people over experienced ones: Often it is seen that the more passion you put to your work, the likelihood of success is more. Experience can be gained and qualification can be acquired, but there is no substitute to true drive and passion. During my tenure in a Medical Equipment Manufacturing Company, there was a need to replace some highly experienced low performing mechanical folks with a bunch of very young, new to the market mechanical diploma guys. They started working beyond their work-hours and kept on proposing new ideas and giving amazing results within a few months of hiring.
9 – Relationship building and networking matter a lot: Be genuinely open to meet new people. That builds a broad support system around you and you can’t even imagine the overwhelming response you get out of it in your personal as well as professional life. What I felt as a recruiter is that, be it during Sourcing, Vetting or final Hiring, networking plays a vital role. I know some of the finest recruiters in the industry who have a very strong networking and relation building skill.
10 – Communication is critical: Have you ever realized as a recruiter that communication alone consumes a good part of your business day? So can you imagine the end result of an ineffective communication? It will lead to false accusation and legal repercussion if candidates misinterpret your communication. An effective communication protects the integrity and transparency of your organization. Hence, establish a clear, consistent, courteous communication with your candidates.

 

What was your biggest takeaway today from Bishwabandita Guru’s lessons? Which lesson are you most excited to use in your own career? I would appreciate it if you could leave a comment and let me know. If you know anyone who could benefit from this article, make sure you share it. You’ll be helping them out and me too! Thanks!

 

 

Author: Karin Schroeck-Singh

Karin Schroeck-Singh is a trilingual Career Optimizer at www.Careerheads.com. She has an MBA from the University of Leicester (UK) and gained 20 years of international work experience in various industries in Italy, the UK and India. Her passion lies in creating multilingual, high-quality content in career matters, giving highly engaging public speeches and helping job seekers to optimize their career by providing professional coaching. She is the author of several ebooks, among them “44 Tips for a successful Video Interview” (http://careerheads.com/product/ebook-44-tips-for-a-successful-video-interview/). She has written several career and business articles for international HR and Marketing companies. Her favourite motto is “Learn from anyone, anywhere, anytime!” Follow her on Twitter @CareerHeads.

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