In the context of today's RECRUITMENT profession, it can be said that it is quite "hot" (The most obvious proof is that the Recruiters are bouncing around), besides, young people are more and more interested in recruitment work. In this article, I share more or less happy jobs for your reference.
The article only shows my personal views and experiences and I hope for more advice and sharing from experienced friends in this field so that young people can have more information before making a decision whether to pursue a career. this.
What is recruitment?
There are many people who do not understand the job of recruiters correctly, most of you often think (Even managers in some companies) that recruitment is simply on websites to post job advertisements, then sit back and wait. Candidates apply, a few days later, they are spoiled for choice, then call to schedule an interview and offer. It is also hard to blame many people for thinking like that because in fact, there are many companies that do not have the conditions for "hunters" to work and show their full capabilities.
Then how should I properly understand the job of a true "hunter"? Theoretically, recruiters must complete at least 4 of the following tasks:
- Analyze job vacancies;
- Attracting, screening and classifying candidates;
- Interview and selection;
- Guide and help new employees integrate.
Actually, another very important job is the recruitment planning but usually this job is usually done by the Recruitment Manager/HR Manager. I will go through a detailed analysis of this work step by step.
1. Analysis of jobs to be recruited:
When receiving a recruitment request, Recruiter (Rec) must discuss carefully with Hiring Manager (HM) - Direct superior/Head of Department - of the position to be recruited to understand the Job Description (MTCV) of the position. this mind. At this point, Rec needs to know the nature of the work, the personality characteristics of the boss and the general working group of this position. To do this requires Rec to actively learn inside information of the company/team and to have good questioning, observation and listening skills, at the same time, it also requires Rec to have some understanding. about the professional work of the position, otherwise, they will fall into the situation of "duck hearing thunder" when sharing about professional work. Show that you are a person who is willing to learn when talking to HMs and actively searching google to understand the professional work in your company.
Understanding the nature of the job is not enough, Rec always has to face HM's difficult requirements, HMs always tend to expect their candidates/employees to have 2 in 1 (Good at both subjects with good looks), 3-in-1 (Being good at both professional and good-looking, but having to be smart and hard-working) and even a bunch of skills in 1 (Like choosing a boyfriend must be the son of a rich family). , study well, handsome, write big letters, ...). At that time, Rec must be very alert, must grasp labor market information (Understand the source of candidates, prices, advantages/disadvantages when recruiting for this position) in order to advise HM against whether it is necessary. must meet all of these requirements or need to remove some unnecessary criteria (such as the large font feature of the above example). If Rec can't negotiate with HM at this stage, then it's entirely possible that you have to find someone from another planet, but the candidate HM requested is not on Earth. The tragedy does not stop there if your company does not have an abundant budget to pay the salary for the position to be recruited, now you must advise HM to choose the "build" strategy (Recruiting less experienced people with low cost). lower and then go back to training) instead of "buy" (Recruit people with enough experience with high salary to use immediately without further training).
A common difficulty in this step is that Rec often receives a sketchy MTCV and lacks information from HM, which requires Rec to have both professional knowledge and writing ability to assist HM in writing the copy. Full MTCV, details easier to understand.
2.Attractive, screened, and classified candidates:
This can be said to be the step that Rec is most difficult to take initiative in because if unlucky Rec has to work in a company far from the city center or a company that has previously had a reputation (Debts on staff salaries, for example, or cuts personnel for example,…). All the negative things in a company/organization, people remember for a long time and it is very difficult to change that in the eyes of candidates. To attract, find the right candidate requires Rec to:
Regularly "sleeping" with HM, the Employees do similar jobs with the vacancy to probe and ask if they are old colleagues, old classmates, and ex-lovers who are likely to be suitable for the position. Recruit to introduce yourself.
Working hard to get up early, come back late to take advantage of a coffee date with potential candidates, even if that UV firmly refuses me, if I can make an appointment with Café Rec, I will have a lot of knowledge about the job, the market and some numbers. Phones of other potential candidates, usually good people often play together. This job is not easy at all because experienced and good candidates often have little need to find work, less respect for Rec, so dating is difficult, have professional knowledge, have topics to "cheat" with the application. Membership is not a simple matter. This part is even more difficult when having to entice managers, even CEOs to come along to meet and sing the fish song to attract talent.
Going to seminars, seminars, sports clubs, entertainment, seminars to build relationships with potential UVs. (I once had to negotiate salary with a candidate in the bowling alley while I had never held a bowling ball before, but thanks to that, I know how to bowl until now)
Actively learn about recruitment service websites (Posting jobs, searching), headhunt companies through friends, brothers and sisters with experience in the field of HR to choose to use the service effectively without burning money. the company. Besides, Rec also has to have a bit of creative and writing talent to design impressive job postings without being considered "exaggerated".
Stay up all night and go to online forums, social networks (Facebook, Linkedin, ...) to share recruitment information, connect with potential candidates, survey and collect labor market information .
Before doing the above, Rec must clearly understand the job position that he is recruiting for, and must answer a series of related questions: Why did UV apply for this position? What's fun about doing this job at your company, what's attractive?… In general, what are the characteristics from the nature of the job, working environment, and welfare policy of your company to attract candidates. Rec, if you don't know these issues, don't go look for UV.
If you have to recruit new / about to graduate students in large numbers, Rec must have presentation skills, persuasive communication, and closeness to students and lecturers at universities. In addition, Rec also has to capture information, know how to choose to participate in job / recruitment fairs organized by universities / colleges and have participated, always think of tricks and ways to attract Students/Candidates, how do they remember their company and want to apply for their company? (This topic is also quite interesting so I will share the details at another time).
If making a successful recruitment brand, attracting many candidates, Rec has to face / read a lot of CVs sent in, in which there will be emails, CVs that are headless, not even related. recruitment job. This time requires Rec to be very patient and able to read and evaluate CVs quickly to avoid losing time but not "falling into the net" of any fish.
After screening potential UV, Rec must also have a little "trick" to convince HM to choose a number of CVs for interview because there are very few cases where the CV completely matches the recruitment requirements but will often be rejected. lack of this skill, lack of experience... If you have any questions about any tricks, please contact me directly.
3. Interview and selection:
This is the stage that has the most influence on the selection results, but it is also the stage where a lot of Recs are not/have not participated fully and methodically, but most Rec companies only find UVs and send them to HM, then the HM side themselves. interviews, self-assessment and decision-making. Here, I only discuss in case Rec can participate in the interview and UV assessment.
To conduct an interview, Rec must prepare a lot of things: Meeting room and necessary equipment for the interview, book meeting schedule, make phone calls and send information to stakeholders. It sounds simple, but the battle for the meeting room is met by almost any company I've worked for, and not to mention the schedule of the big bosses participating in the interview, changes constantly, candidates often have unexpected problems. The export didn't come so I had to change the time or worse, UV didn't come for the interview but didn't say anything. Sometimes I also get hurt when the big boss has an unexpected job and doesn't attend the interview, then I have to actively find a "survival" person to avoid losing face to UV.
Interviewing is not difficult but not easy at all because UVs nowadays are usually very smart, take the time to learn very carefully about interviewing techniques to deal with / respond to recruiters, especially UVs of high positions. or positions in Marketing, PR, Communications, Sales, etc., if you are not alert and can't grasp interviewing skills, Rec is very easy to "hole" because the candidate speaks too well.
For a slightly professional Rec, after the interview, he must be able to synthesize information from the interviewers, rewrite the evaluations of the candidate and make suitable recommendations for each candidate. In order to have general information about the assessment, Rec must have the skills to "stick" the interviewers because they are usually quite lazy when they have to write an interview assessment. The best solution is that Rec should talk directly with the interviewer to have an assessment, record it and then summarize and write a complete assessment via email to the stakeholders. At the same time, Rec must enter and manage all data related to the candidate into the management system of the company/individual and must provide full results for each candidate or else you will be reflected. , evaluation immediately affects the image and brand of the company.
For some specific positions, Rec must know how to proactively propose appropriate interview forms to be able to assess UV comprehensively (For example, hiring a Trainer must have an interview and presentation for UV, interviewing and interviewing for UV rays). Interviewing a large number of UVs should organize group interviews.
The biggest headache is sometimes when you have an interview but can't find the right person, now you have to go back to step i) to carefully analyze the job to be recruited so that you can change the requirements to suit the context. company/labor market landscape.
The difficulty is even more difficult when dealing with candidates with lower salary than UV expected. Now you have to deal with both sides: HM and UV. To be successful Rec must have information on the labor market, common salary for that position with similar requirements in companies of similar size; You must know the structure of the team you are recruiting, the capacity of the team members, from which to propose an offer that is suitable for the market and also in accordance with the salary structure of the team/company. Besides, Rec must grasp UV psychology (Know what UV really cares about when changing jobs - salary / nature of work / working location /...) to have a way to negotiate suitable for each candidate.
There is one thing you should remember if you are an influential Rec in the company, your proposals and decisions are the lives (income, dreams, family, ...) of many people including candidates and some members of your company.
After the deal and offer was completed, Rec's restless sleep was waiting for the day UV came to take the job. Common sense now UV often interviews a lot of different companies, if passed any company will receive all the offers of those companies, then will compare and choose the most suitable offer. 30 is not Tet yet, UV has not passed the probationary period, then Rec is still not eating and sleeping well. UV refused the offer before the date of receiving the job for very common and funny reasons (Going home to work near my parents is the most popular reason nowadays) is a common occurrence.
For some specific positions (Treasurer, personal driver for the Board of Directors, ...) or high-level positions, it is necessary to check reference information before making a recruitment decision. At this time, Rec needs to have a wide relationship, must know how to exploit information from sources that can be referenced (Former colleague, former boss of UV, ...). Sometimes Rec has to visit UV's home/local to verify information.
4. Guide and help new employees integrate:
In most companies, Rec's job will end when UV takes the job, but in my opinion, Rec only completes the task when UV signs an official contract with the company. Therefore, the probationary period is very important and especially, Rec must take good care of UV during the days of waiting for UV to receive the job and the first days of receiving the job:
Waiting time for UV to receive the job: Must regularly chat, exchange information, share information with candidates, go on a coffee date, invite to join the company's collective activities, departments for UV to get used to the environment new and feel dedicated and attentive care from the company, so the possibility of rejecting the 90 minute offer will be somewhat reduced.
The first day of receiving the job and before: Rec Must remind relevant departments to prepare seats, thoughtful and complete equipment, remind UV's direct boss to come to work on time to welcome new members, …the first impression on the first day of a job is very important and I have witnessed many cases of UV on the first day and then turned away without saying goodbye because of the preparation and superficial reception of the new company.
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That's it, Rec's job is not very simple if he plays the role, not to mention that Rec must know how to make weekly/monthly/quarterly/… reports to summarize and analyze recruitment results, propose solutions, suitable recruitment program. In order to make a good report, you must be good at Excel/Power Point, have the ability to work with data, analyze, build and manage data... Besides, if your company doesn't have a Recruitment Manager, Rec has to do the whole job. develop and standardize processes, forms and policies for recruitment.
Hopefully, through this sharing, you will better understand the job of a Recruiter when playing a role so that you can consider and decide whether you should follow this career or not.
