Horror w HR, czyli co się stanie, kiedy spotkasz baaaardzo złego kandydata

Pracuję w zawodzie chyba 12 lat (czasem lepiej nie liczyć). Spotkałam się z różnymi sytuacjami rekrutacyjnymi. Miałam super kandydatów, z którymi chciałam się zaprzyjaźnić, i byli tacy, którym głos grzązł w gardle przy pierwszym zdaniu. Było też kilka osób płaczących lub prawie płaczących (a ja naprawdę nie jestem straszna!). Oraz jeden chłopak, który wszedł na rozmowę z niedojedzonym jabłkiem, które postanowił skonsumować w trakcie spotkania (Bartek – pozdrawiam 🙂 ).

źródło: DailyLolPics .com

 

Ale w życiu rekrutera pojawiają się też myśli o tym, czy w końcu ktoś mnie zdzieli po twarzy za odrzucenie w procesie. Kiedy pracowałam w jednej z korporacji, wezwała mnie na recepcję koleżanka z informacją, że przyszła bardzo zdenerwowana kandydatka. Pani koniecznie musiała porozmawiać ze mną na temat procesu, w którym dostała informację odmowną. Recepcja była na 8 piętrze, ja siedziałam na 3 i postanowiłam iść schodami… żeby odwlec ten moment. Wyobrażałam sobie, jak dziewczyna wyciąga nóż kuchenny i wbija mi go w szyję. Cóż, nie było aż tak źle, chociaż dłuższą chwilę przekonywała mnie, że popełniłam największy błąd rekrutacyjny w swoim życiu. Przekonywała głośno. Mocno gestykulując.

źródło: DailyLolPics .com

 

Sami rozumiecie – wiele już widziałam. Ale tego, co mnie spotkało niedawno, zupełnie się nie spodziewałam. Przed Wami:

Horror w jednym akcie!

Paskudne popołudnie. Centrum Warszawy. W przestronnym biurze czekamy ja i menedżerka, nazwijmy ją Renata, na całkiem obiecującego kandydata. Czekamy. Czekamy 5 minut. Czekamy 10 minut. Kiedy już radośnie (tak, rekruter czasem się cieszy z odwołanego spotkania, bo może coś nadrobić przy biurku) planuję oficjalnie odwołać rozmowę Kandydat wchodzi, spóźniony dokładnie 13 minut. Zdejmuje kurtkę. Wybiera krzesło. Siada.

Zauważyliście coś dziwnego?

Brawo dla tych, którzy zgadli – nie przeprosił za spóźnienie. Ale to był tylko niewinny początek.

Uśmiechamy się z Renatą do Kandydata, bo takie już jesteśmy.

JA: Bardzo dziękuję za przybycie 🙂
Cisza…
JA: To spotkanie nie powinno potrwać dłużej niż godzinę. (Przedstawiam siebie i Renatę) W trakcie rozmowy będę chciała bliżej poznać Pana doświadczenie. Zapytam oczywiście o motywację, plany zawodowe i rozwojowe, opowiem o firmie. Renata będzie rozmawiała na tematy merytoryczne związane ze stanowiskiem. Opowie o swoim zespole i profilu osoby, której poszukujemy. Oczywiście jeśli z Pana strony pojawią się jakieś pytania, śmiało proszę zadawać 🙂
KANDYDAT: Od czego zaczynamy?
JA: Widzę, w Pana CV, że pracował Pan w firmie X. W którym dziale?
K: To było dawno temu. To nie jest istotne. Nie pamiętam co robiłem 6 lat temu. Nie chcę o tym rozmawiać.
JA: Hmm… naprawdę nie pamięta pan, czy pracował w dziale A czy B?
K: Powiedziałem jasno. Nie chcę o tym rozmawiać. 
Ja: A obecnie? Gdzie Pan pracuje? Widzę, że w CV nazwa pracodawcy jest ukryta.
K: Spółka XYZ (żadne tajne przez poufne).
Ja: Czemu ukrywa Pan tę informację ?
K: Taki miałem pomysł.
Ja: A mógłby Pan powiedzieć coś więcej?
K: Nie.
Ja: hmmmmmmm…. Dobrze, to może powie nam Pan czemu zdecydował się odpowiedzieć na nasze ogłoszenie?
K: Ale w ogóle do czego to prowadzi? Mam wrażenie, że te pytania są zupełnie nieistotne!! Takie pytania zadaje się praktykantom, a ja aplikowałem na menedżera!
Ja: Takie pytanie zadajemy wszystkim, którzy przesyłają do nas CV w odpowiedzi na ogłoszenie. Chcielibyśmy wiedzieć, co zadecydowało, że postanowił Pan zmienić pracę, co takiego spodobało się Panu w naszym ogłoszeniu? 
K: Nie wydaje mi się! Możemy przejść do meritum!?
Ja: Renata, czy masz ochotę zadać Panu jakieś pytanie?
Renata: Tak. Chciałabym jednak wiedzieć czemu Pan do nas zaaplikował. Jak wspomniała koleżanka, to dla nas cenna informacja. Często jest tak, że kandydaci odchodzą z pracy do nowego miejsca, bo oczekują, że ich kariera rozwinie się w konkretnym kierunku. Może Pan ma podobnie?
K: Nie, jak ta rozmowa ma tak wyglądać, to jest bez sensu! Te pytania do niczego nie prowadzą! Ja jestem ekspertem!!! Albo przechodzimy do konkretów, albo kończymy tę rozmowę!!!

Wzrok mój i Renaty spotkały się na ułamek sekundy. Nieudolnie starałyśmy się zachować pokerowe miny.

Ja&Renata: Dziękujemy.
Ja: W takim razie do widzenia.
K: Do widzenia. 

I wyszedł.

źródło: welcome2creepshow.tumblr.com

KONIEC

Najpierw parsknęłyśmy śmiechem. To taki prymitywny sposób odreagowania stresu. Po chwili byłyśmy już tylko w szoku. Kandydat na nas nakrzyczał! Cieszyłyśmy się, że prowadziłyśmy tę rozmowę razem, bo przyznaję, że gdybym była w sytuacji sam na sam, byłabym przerażona.

Jak widać praca rekrutera jest pełna wyzwań i niespodzianek. Nigdy nie wiesz, co cię spotka. Cenna lekcja z tego doświadczenia to – dbaj o swoje bezpieczeństwo. Ale też staraj się nie dać wyprowadzić z równowagi. Rzeczowo i jasno wyjaśnij kandydatowi czemu służy spotkanie. Jeśli nie ma ochoty brać w nim udziału, trudno. A jeśli czujesz się zagrożona/y – zakończ rozmowę.

Dziś śnił mi się ten kandydat. Pracował w mojej firmie.

źródło: pinterest

97 Replies to “Horror w HR, czyli co się stanie, kiedy spotkasz baaaardzo złego kandydata”

  1. A ja doskonale rozumiem tego managera, który się spóźnił. Facet nie ma czasu nie pierniczenie o ścieżce kariery, wyznaczaniu wyimaginowanych celi, opowiadaniu bajek czego to on nie robił, wysłuchiwaniu co (mało prawdopodobne) będzie robił w tej firmie, bajeczek o powstaniu i misji przedsiębiorstwa (buhahaha każda firma działa, żeby generować zyski i tyle). Napisałam mało prawdopodobne, bo na pierwszej rozmowie rekrutacyjnej najczęściej nie dostaje się żadnych konkretnych informacji, tylko owijanie w bawełnę, a on najpewniej chciał wiedzieć jaki konkretnie ma cel, jaki ma zrobić obrót, ile sprzedać, ile kupić, czy coś w tym stylu. Sama uczestniczyłam w rozmowach, które były totalna stratą czasu dla mnie, a pokazywały jedynie brak wiedzy na temat stanowiska i obowiązków, jakie miałabym objąć. Natomiast brałam też udział w rozmowach nie przekraczających 30 minut, podczas których wiedziałam prawie wszystko co trzeba robić, jaki sens tej roboty, oraz byłam w stanie przekazać czy potrafię to zrobić. Jednak takie rozmowy prowadzone były nie przez zawodowych haerowców, ale praktyków, którzy dokładnie wiedzieli kogo potrzebują i do jakiej pracy. I tyle w temacie.

  2. Karolina, dla mnie jednak ważne jest jak się będzie z człowiekiem pracowało, a nie tylko nad czym będziemy pracować. Poza tym nikt nie powiedział, że w trakcie spotkania nie dowie się, co i jak będzie robił – po to była na tym spotkaniu jego przyszła szefowa. Biorąc pod uwagę, że nie chodziło o pracę sprzedażową to też nie ma co opowiadać o celach. Kandydat nie zadał ani jednego konkretnego pytania, a tylko krzyczał i się oburzał.
    Jeśli ktoś nie ma ochoty poznać ludzi, z którymi być może będzie pracował, to to jest zdecydowanie nie moje podejście do pracy.
    Pozdrawiam

  3. Oczywiście, że wspomniany pan zachował się nieuprzejmie, nawet nie przeprosił za spóźnienie, ale być może uczestniczył już w wielu rozmowach, w różnych firmach, gdzie na spotkania z nim też się spóźniano, a przeprosin nie usłyszał. Być możne nawet umawiano się z nim na spotkania, na rozmowy telefoniczne, które nie doszły do skutku i nikt nie pofatygował się dać znać, że sprawa jest nieaktualna. Jasne, że nie pokazał się z najlepszej strony, ale ja jednak namawiałabym na próby spojrzenia na kandydatów nie jak na trybiki lub szeregowania fajny-niefajny kolega (szczególnie jako rekruterka spojrzenie z zewnątrz jest nieodzowne), ale jak na wielowymiarowych ludzi, którzy też mają swoje sprawy, doświadczenia, wytrzymałość, a rozmowa rekrutacyjna jest jedną z najbardziej stresujących życiowych sytuacji, szczególnie jeśli kandydatowi zależy na danym stanowisku. Rekrutacja nie jest dla kandydatów jak każdy inny dzień pracy, szczególnie jeśli nie pracują w hr i często nie są w stanie zachowywać się tak jak w pracy. Podczas mojej pracy już kilkukrotnie okazywało się też, że „idealny kandydat” rezygnował już po pierwszym dniu pracy (!) po szczegółowym zapoznaniu z obowiązkami na żywo. Na szczęście to nie ja prowadziłam tamte rekrutacje.
    pozdrawiam i życzę wielu sukcesów zawodowych
    p.s. znać zalety innego człowieka to nic w porównaniu z wiedzą o jego słabościach

    1. Karolina, w pełni się z Tobą zgadzam i mogę Cię zapewnić, że staram się, żeby na naszych rozmowach było miło i przyjemnie. Niezależnie od tego czy mam dobry czy zły dzień. Czy świeci słońce, czy pada deszcz. Pewnie, że biorę pod uwagę stres u kandydatów – gdybym tego nie robiła byłabym naprawdę kiepskim hr’em. Tak jak ja staram się zrozumieć kandydata, tak chciałabym żeby kandydat chciał zrozumieć mnie i na mnie nie krzyczał. To chyba nie jest dużo? O idealnych kandydatach już pisałam trochę wcześniej – nie wierzę w ich istnienie.
      Dzięki za życzenia i oby się spełniły 🙂 A Tobie życzę żebyś spotykała na swojej drodzy samych fajnych i kompetentnych hr’ów 🙂

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