Based on the results of Candidate Experience Research
We asked a series of questions about communication channels with recruiters: where recruiters most often write with job offers, which channels are preferable to communicate in, how they feel about phone calls and messages in personal profiles on social networks.
The respondents could choose several options from the list, and it is expected that there are more channels recruiters knock on than candidates would like (on average, 1-2 preferred channels, versus 2-3 channels they write to). At the same time, only for 10% of respondents, the communication channel does not matter.
More often recruiters write you in
For you preferably to communicate in
There are two notable differences in the rankings of actual and preferred channels:
We urge you to remember that this is only 18% and not to write to everyone in a row there, because there are such comments:
“Writing in Telegram and Viber is cancer.”
The ambiguity of handling job offers on personal social networks and instant messengers is also visible from the following question *
How do you treat messages form recruiters in personal profiles of social nets and messengers (Facebook, Telegram, Viber, VK, Instagram)?
40% Extremely negatively
In 60% of cases, these channels can work. At the same time, in the remaining 40%, the recruiter may face, at best, with ignorance, at worst, with a negative reaction.
A bit of direct speech on this matter:
“Rather negative. There are places for work, there are places for rest. If a candidate wants to be contacted in a certain place, he will indicate it in the contacts. “
“So far, some recruiters have written to messengers, it is neutral, but if they write often, it will be very annoying, because I think that there are appropriate resources for business correspondence (linkedin, mail, djinni)”
“It depends on where they write. In the telegram – all right. In all other social networks – I will ignore. “
“V České republice to není přijato.”
“Telegram is positive, other social networks are negative.”
And for dessert about phone calls as a source of first contact with a candidate *
How do you feel about phone calls from recruiters you don’t know?
62% Extremely negatively
In this case, the probability of being screwed increases markedly
More details on specialization:
“This is the experience of Western companies. It seems to me that we have not yet come to it or there is no need. “
“I don’t talk on the phone with strangers, in principle”
“I don’t pick up the phone from unknown numbers)”
“Rather negatively, I think that it is better to arrange a call to an unfamiliar candidate in advance in the messenger or by e-mail”
“It’s positive if I’m actively looking for a job. Negatively if I’m not looking. “
“Exclusively within the framework of the referral program”
“Positively, it makes me especially happy when it’s outside of working hours, at night, etc., this makes you feel important and you understand that you have the right to answer at any time, which gives flexibility.”
“Negative if they provide information in vague where they got my number. In other cases, neutral “
Consider candidates’ preferences and respect their personal space.
We admit that despite the painstaking work on the questions, we made a research oversight – it was more correct to provide the option “negative” instead of “extremely negative”, so as not to add unnecessary expression to this option. So we will read this answer as simply “negative” (although we received only 10 responses that did not agree with this formulation of the comment in the spirit of “not that extremely negative, but almost. Just negative”, “Rather negative, I would said, without extremes”).
Founder and Managing Partner in GUID
We are often asked whether we hire junior specialists into the team, what knowledge we need to have for this, how the selection goes on, and much more.
It is no secret that our company conducts free training of specialists in the training center. The best students are invited to an interview for the project based on the results of the training. The company currently trains 16 programs in 12 cities, trains more than 1,000 students each year, and 60% of them are employed by the company based on the results of the trainings. We have collected the answers of recruiters (and not only them) to questions that will help to better understand the process of selection and hiring of junior specialists.
It took weeks to find the “right” job. It took hours to put together the right resume.
The final touch is the cover letter.
Employee evaluation is a mandatory part of the work process. This is an important procedure to improve employee performance, give them feedback and provide a ground for career advancement. So a person can better understand the value of their work, and the company – to see the contribution of each employee to the common cause.
Each company has its own assessment methods. To sum it all up, we would like to single out the 4 most popular ways to measure IT productivity.
If you need to order a project from third-party contractors in which there are no strict quality requirements, try working with contractors on the Functional Requirements. This plan will help you develop a web portal, beautiful and user-friendly design, create an article for a blog or a service. Thanks to the functional requirements, you will immediately specify your own wishes and avoid “mistakes”. Let’s take a closer look at what this work plan is, what are the subtleties of the nuances of its preparation.
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