CONTROL EMOTIONS AND INCREASE ACCURACY
Published on 3 Aug 2007 at 4:55 pm.
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As Recruiters, it is our responsibility to assess our Candidates and make a decision whether or not we will represent them. We typically are “programmed” to look at their resume, rate their interviewing abilities and simply try to match their background with one of our open job orders! This matching that we do so automatically isn’t always the best way to approach what we do as Recruiters.
A more effective approach to representing our Candidates is by moving away from using a candidate’s interviewing skills and their resume as the basis for your assessment of their chance for placement! Job competency is based on measuring past performance, not presentation! The last statement is very powerful. Barb always states that “A Candidate’s past performance is a true indication of what you can expect from them in the future!
The following are ways to control your emotions in order to increase your hiring accuracy:
1. Wait 30 minutes before you make a judgment regarding a Candidate.
2. Most errors we make because of emotional decisions based on first impressions and then we look for facts to support those decisions.
3. Be aware that you need to focus on the Candidate’s ability to DO the job, not get the job!
4. You need to be aware of your own emotions. If you are uncomfortable early in the interview, trust your instincts.
5. Image isn’t everything. Know your personal biases and seek diversity.
6. Try to conduct an initial interview with your potential Candidates. This will save you a tremendous amount of time.
7. Delay the beginning of your interviews. This will allow you to make initial impressions outside of the profession they represent.
8. Measure your first impression against your 30 minute impression. The two impressions may be very different. Again, take both impressions into account when evaluating your Candidate.
9. Change your frame of reference. Be easier on those you don’t like and tougher on those you do like.
10. Listen, Listen and Listen. You have two ears and only one mouth for a reason! Don’t judge their answers during their answer.
11. Try to treat your Candidates as experts. Assume they know more than you, you will automatically listen more to what they are saying.
Overall, as Recruiters, we tend to represent Candidates that we like! If we attempt to keep our emotions in check, we will open ourselves up to representing many more prospective Candidates. In a Candidate driven marketplace, we need to focus on ways to increase our Candidate flow. We are searching for Top Talent for our Clients. Therefore, be more flexible, ask more questions, watch your biases and interview all Candidates that meet minimum standards for a majority of your job orders. Your results will have an immediate positive impact on your production!
Nancy J. Phillips, CPC
I am writing on this Blog for Barb while she is training in South Africa. She has been there for the past 2 weeks and will return in 2 weeks. They are keeping her extremely busy. Barb said she is excited about the opportunity to learn more about our Profession in South Africa. She also shared with us that everyone is very receptive to her training and also very kind! I’m sure she will have lots of information to share upon her return to the States!
