CONVINCE CANDIDATE FOR A PARTICULAR OPENING---CAN YOU ??? - CiteHR
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Hi Rajat, Saurabh and Tan,
Well, I really want to have an honest answer from you all, specifically from
freshers or who have just started with this function...
" How many times are you really concerned of the candidate's or the company's benefit?? Though I don't say that you can succeed by a simple mix and match..but then isn't that we somehow concentrate more on the numbers or targets ( reasons could be many)"
Say for an example- our client requires a sales & marketing person, now don't we try to convince a candidate, even if he is not much interested in that opening. Sometimes isn't that we know the salary what the company's gonna offer and the candidate lies out of that bracket, still we say " you can always negotiate or discuss once you see employer's interest".
Hope I am making my idea understood!!!!
dips

Hi Dips

I donot have an answer as I feel it is an exteremely debatable issue [being related to ethics and morality]

In my opinion there will be very rare consultants who keep the candidate or the company's benefit over and above their own benefit.

We rarely find a perfect match for a position.

Now given the scenario, there are bound to be trade-offs. And it is typically the consultant who has to initiate the trade off. He may send a not-so-good candidate for a post stating several reasons like in this salary level you will not find a better person..etc

Similarly, when it comes to consultants sending candidates to not-so-good jobs, consultants use different reasons to convince him that this job is meant for him.

When an individual starts looking for a change?? Typically one - two months before he would like to leave his current company. Now, the candidate is under constant mental pressure of exploring all possible opportunities. This is what I will term as ' Let's give it a try' syndrome that exists heavily in the candidates.

We can not put all the onus on the consultants.

It may be unethical to convince a person for a particular post knowing that he is not fit for that role.

But my take here is that You will rarely find a perfect match for a post so given the choices, Is it really unethical to convince someone for a role which is actually not meant for him?.

If he doesn't gets convinced... Ideal Situation [candidate know what he wants]

If he gets convinced and doesnot get selected... company wins [as he was not the right guy], Candidate wins [this was a job not meant for him.]

You Win [you gave company one candidate for interview, you gave candidate an opportunity where he could get selected]

You lose [Ethically]

If he gets convinced and also gets finally selected, it is also everybody wins situation except you as a consultant may feel it is not actually a right match.

In every case, evrybody is gaining except when the consultant may lose that too becase they were not ethical, but Who cares!! I think as a consultant, every one of us will try to do this because I AM THE MOST IMPORTANT PERSON FOR MYSELF.

This is the philosophy on which we are doing business and behave

in our personal life [most of us]

Hi CiteHR,
I am writing after a long long time and I heartly wish to see Mr' Leo Lingham as he has helped me alot during the start of my career. I even dont know whether he writes now or not.
Being continously into recruitments, i still want you people to continue this thread as it is worth it and a question in every recruiters mind !!!!
Regards,
Dips

Seems to be an interesting thread!!
Thanks to Deepali for initiating it again.

Let me first analyze the past responses from my understanding

1. Consultant takes candidates for a ride- If you are not smart enough, everybody will take you for a ride. Consultants like every other professional are obsessed with numbers. More interviewees, more selections!

2. Consultant is not a trained HR- Job of the consultant is to "Source" candidates, not to "Career counsel" him/her. Sourcing doesn't require HR degree, it rather requires sales like abilities, where the consultant is able to sell the position or company.

3. Ethics and morality- Let's get real. How many people are actually doing their duties in an ethical manner? Why blame consultants only?
To talk about the morality of the candidates , only 50% of the candidates turn up for interview amongst those who actually agree to turn up.

4. The role is not meant for the candidate- How many people actually know which role is meant for them? It is the job of a consultant to let the candidate have a hang of the role and then let him/her decide whether it is suitable for him/her.
Most of the people find grass greener on the other side , that's the reason they keep on looking for a change. i can never understand how can somebody be so influenced by somebody(Consultant in this case) that they forget their own career objective.

I am sure , i must be sounding like a crazy consultant by now.

Let's get down to "Must nots" with regard to consulting

1. Wrong Salary information- For most of the people this is primary trigger , so salary at the worst should be told negotiable ( at the best , should be realistic figure). If you tell somebody that he can get 10l/annum( earning around 5l), he will forget about role & everything and go for interview.

2. Process the paper without intimating candidates

It is to be understood that consultants are also under severe pressure to perform like any other professional and they are just a conduit between company and candidates, & thus in my opinion they should be allowed to take lil freedom with respect to

1. Company's brand image- Ultimate responsibility lies with the candidates to check credentials before they say yes to interview

2. Role- From candidates point of view, it will be exaggerated. Call it occupational hazard. Cut down on it by 20% and then see if you still want to do it.

3. Urgency- More than the opening, it is the target which is urgent. Same as that of any other profession.

Hope i have not lost the plot.

Responses will be welcome.

Regards
Team GroupHR

Hi teamgrouphr,
The " Must nots" , that you have mentioned here are very true, and I think most of the consultants don't do this. Even I ask my recruiters to take care of this, because even if you are giving wrong info on anything ( viz. salary, position etc.), the loss will be yours, as candidate might refuse at the last step. So ultimately its your time ,& cost wastage, and may be you loose a good candidate for future openings also. So, don't you people think that these aspects while recruiting does to come to your mind.
I would love to have your views, all the consultants out here ..
May I know the name of your consultancy, teamgrouphr ??
Can anyone inform me about Mr. Leo Lingham, if he writes these days ???
Please Administrator ??
Thanks,
Dips

Hi Deepali,
This situation depends on sector you are working , but to convince candidates, it depends upon job which candidate will do & what we are doing. Situation turns more unfavorable when we work on scarce technology & requirements.
But we must have act like a consuler rather than a consultant at the time we are convincing them.
Greatest Pleasure of Life lies in doing things
What others say you canít do!!!
A conclusion ........

Deepali, You can find Mr. Leo Lingham on allexperts.com. He is still guiding people as always.Search for his name on mentioned website and you will find his posts.
His profile is also there on LinkedIN.
Regards
Team GroupHR

Hi, Its very true, When you talk about ethics, you’ll find a list of things, but what about business ?? You can’t be happy from both the sides.What say??dips
Hi Friends, I think this could be a question for all recruitment consultants... See its a debatable issue, so your opinions are welcome here..

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