Łatwe rekrutacje nie interesują nas

Jakiś czas temu miałam przyjemność wystąpić na spotkaniu „HR przy kawie” organizowanym przez Goldenline. Temat – komunikacja  z „biernymi” kandydatami – początkowo wydawał mi się banalny i tuż po tym, jak radośnie zgodziłam się wystąpić, zaczęłam się zastanawiać, o czym tu mówić? A jednak, jak pokazuje życie, sprawa wcale nie jest taka oczywista. Spora część moich rekrutacji nie kończy się dzięki opublikowaniu ogłoszenia, na które spływają dziesiątki rewelacyjnych CV,  z których wybieram i wybieram i przytłacza mnie liczba idealnych kandydatów. Wyszukiwanie i nawiązywanie kontaktu z potencjalnymi kandydatami nie jest mi obce, więc dziś kilka słów o tym, co się dzieje, kiedy już wiem kogo zaprosić do procesu, ale jeszcze nie wiem jak.

źródło: Pinterest

Ameryki nie odkryję, kiedy powiem, że na dzisiejszym rynku pracy aktywne poszukiwanie właściwych kandydatów to już nie dobra praktyka, ale konieczność. Do łatwych rekrutacji nie potrzeba haerów tylko sprawnego systemu katalogowania spływających CV. A my jesteśmy haerami – agentami specjalnymi od rekrutacji niemożliwych do realizacji! Nasza broń to wizytownik (w wersji oldchool), spis kontaktów w telefonie oraz portale, takie jak Goldenline czy Linkedin.

źródło: Linkedin.com

Tu będzie dygresja. Koleżanka ostatnio pytała, jaka jest różnica między tymi dwoma narzędziami. Z mojej perspektywy oba źródła są równie dobre, ale zdecydowanie dla różnych projektów. Jeśli szukam specjalistów w sprzedaży, marketingu, finansach głównie bankowych, czy księgowych, albo jeśli poszukuję menedżerów niższego szczebla wiem, że na „goldenie” znajdę ich dużo i znajdę ich dobrych. Na linkedin szukam „specjalistycznych specjalistów” – nieoczywistych profili, kandydatów na pograniczu IT i biznesu, również programistów, a także średniego szczebla menedżerów i wysokiej klasy zarządzających.  Zanim zdecydujesz się na skorzystanie z którejś ze stron, zastanów się, kogo szukasz.

źródło: your ecards

Wracając do głównego wątku – kiedy już przeszukam bazę kandydatów, przeczytam setki profili, doszkolę się z trudnego słownictwa, jakie pojawia się w opisach i stworzę długą listę potencjalnych kandydatów, wtedy zaczynają się schody. Moją rolą jako rekrutera jest zachęcić do rozmowy o zmianie pracy ludzi, którzy wcale tej pracy zmienić nie chcą. Dobrze im w obecnym miejscu, a zmiana to zawsze stres i niepewność.  Mogę wysłać standardowy, masowy mail i czekać, czy ktoś na to poleci…

Witam,

obecnie dla mojego Klienta – lidera w swojej branży, poszukuję przedstawiciela handlowego na regiony zachodniopomorski i podkarpacki. W przypadku zainteresowania ofertą proszę o kontakt pod mailem: złyrekruter@małpa.pl lub telefonem 111-222-333.

Z poważaniem”

… ale jeśli poleci, to zły znak!

źródło: your ecards

Żeby jednak nie było tak  dramatycznie, trzeba przyznać, że człowiek… to istota próżna. Większość biernych kandydatów lubi dostawać zaczepne maile od rekruterów z prostego powodu – ktoś ich chce! Czują się docenieni i poziom endorfin rośnie. A to samo w sobie wpływa na bardziej przychylne podejście kandydata do pojawiającej się oferty (i oferenta!). Teraz trzeba tylko pamiętać o kilku rzeczach:

z prezentacji dla Goldenline
  1. Personalizacja! Wiem, że pisanie maili zajmuje czas, ale… to twoja praca, więc poświęć tę chwilę, żeby odbiorca wiedział, że piszesz do niego, a nie klikasz bezmyślnie copy-paste-send. Nagłówek maila dobrze jest dostosować do odbiorcy – często już po profilu kandydata można wyczuć, czy jest osobą bardziej formalną, czy może „Dzień dobry Pani Magdaleno” zupełnie wystarczy. Raczej nie polecam przechodzenia na „cześć” – zbytnie spoufalanie się jest źle odbierane.
  2. Kawa na ławę – piszę, bo rekrutuję, bez przydługich wstępów. Moje rekrutacje zwykle dotyczą profili bardzo poszukiwanych na rynku, więc domyślam się, że kandydaci mogą dostawać co najmniej kilka takich maili w miesiącu. Dlatego zwykle piszę, że kontaktuję się oczywiście, w związku z rekrutacją.
  3. Tylko TY! Żaden kandydat chyba nie myśli, że jest jedyną osobą, do której rekruter się odzywa. Powinien natomiast wiedzieć, że jest jedną z niewielu. Został wybrany, na podstawie konkretnych przesłanek. Napisanie ludzkim językiem kogo szukasz i że profil tego kandydata wydaje ci się bardzo pasować do tego opisu to nic wielkiego, ale przynajmniej kandydat wie, że w ogóle na jego profil spojrzałaś/eś.

    źródło: glasbergen
  4. „Wydaje mi się dopasowany” – nie „jest”, nie „może być” – „wydaje mi się”! Sami pomyślcie jak wypełniacie swoje profile na takich portalach – trochę piszecie, trochę omijacie, trochę wam się nie chce. Ktoś wchodzi, patrzy i dopowiada sobie swoją część historii np.: rekrutuje do IT, czyli zna podstawy programowania, a raporty pisze w VBA. Kandydat lepiej wie, czy pasuje do procesu – nam się tylko wydaje.
  5. Kogo szukam? Wiadomo – wszystko jest w ogłoszeniu! Błąd!!! W ogłoszeniu dajesz zestaw suchych faktów, a w mailu możesz dodać, że jeśli to manager to będzie miał zespół, a konkretnie 4 osoby. Może się przyda wiedza, że zespół jest zróżnicowany pod względem doświadczenia i podzielony tematycznie według projektów. Zastanów się, jakie są trzy pierwsze rzeczy (poza kasą), które sam/a chcesz wiedzieć, kiedy ktoś zaprasza cię do rekrutacji. To ułatwi kandydatowi zorientowanie się, czy faktycznie ten profil mu/jej pasuje.
  6. Zapytaj o zainteresowanie. Cały mail ma mówić, że jesteś zainteresowana/y kandydatem, ale nie zakładaj, że on/a jest już zainteresowana/y tobą! A jeśli jest, nie każ mu/jej dzwonić czy pisać jakichś elaboratów – niech tylko da znać, a ty zorganizujesz spotkanie.
  7. Kliknij – wyślij!

    źródło: your ecards

Część ludzi cię zignoruje, część uprzejmie odpowie, że nie są zainteresowani. Nie ma nic gorszego niż obrażony rekruter, który porzuca rozmowę, kiedy kandydat odpisuje „dziękuję, ale nie dziękuję”. Wysil się i również podziękuj, że zechciał/a odpowiedzieć. Uwielbiam, kiedy ktoś pisze, że bardzo mu miło, ale obecnie dobrze mu w pracy. Odpowiadam zwykle, że bardzo się cieszę i życzę samych sukcesów – bo czy to nie o to chodzi, żeby ludziom było dobrze w pracy?! Zdarza się też, że kandydaci odpisują „nie jestem zainteresowana, ale moja koleżanka…” – i takich należy po rękach całować! I odpisać dziękując bardzo, a nie tylko spisać kontakt i zignorować.

Będą też kandydaci, którzy zanim zdecydują się spotkać, zadadzą kilka trudnych pytań. Na przykład dlaczego szukamy, czy ktoś został zwolniony? Ile płacicie? Sami decydujecie co i kiedy możecie powiedzieć. Zwykle odpowiadam kandydatom telefonicznie i zachęcam do spotkania, żeby powiedzieć więcej. Zdarza się też, że kiedy nie ujawniam wysokości zarobków kandydat rezygnuje z rozmów i ma do tego pełne prawo. Jeszcze raz podkreślę, że nie ma nic gorszego niż obrażony rekruter!

źródło: bluntcard.com

Pamiętacie, jak pisałam, że nie ma nic gorszego niż obrażony rekruter? Kłamałam. Najgorzej jest, kiedy skusiłaś/eś kandydata do aplikowania, on przesłał CV i nagle się okazuje, że nic się nie zgadza. Profil na platformie to nie to samo co CV. Na szczęście takie przypadki zdarzają się rzadko, ale kiedy już się zdarzą są dwie drogi ewakuacji. Możesz od razu uprzejmie podziękować, albo, co chyba robię częściej – umawiasz się na spotkanie mimo wszystko. Jedna z dziewczyn na konferencji Goldenline zwróciła mi uwagę, że to marnowanie czasu kandydata, ale ja patrzę na to inaczej. Po pierwsze – może kandydatowi ktoś źle doradził przy tworzeniu CV – tak bywa – i  po głębszej rozmowie okaże się, że jednak to rekrutacja właśnie dla niego. Po drugie – jeśli kandydat zdecydował się wysłać swoje CV, to znaczy, że jakaś jego część szuka zmiany. Szkoda tego nie wykorzystać. Prowadzę zwykle kilkanaście rekrutacji równolegle, a moje koleżanki z zespołu drugie tyle, więc jest prawdopodobne, że jeśli nie ten proces to może inny go zainteresuje? Po trzecie, w obszarze w którym rekrutuję poruszam się dość swobodnie, więc jeśli już trafiam na kandydata choć trochę zainteresowanego zmianą, czemu mu nie pomóc i nie podpowiedzieć innym rekruterom, że jest ktoś taki na rynku. Dla mnie to nie jest marnowanie czasu, a raczej budowanie sieci kontaktów.

źródło: eecards

Niczym przyjemnym jest też dziękowanie złowionemu kandydatowi za udział w rekrutacji i informowanie, że jednak nie dostanie tej pracy. Można to jednak zrobić w taki sposób, żeby rozstawać się w przyjaźni. Zwrot „skontaktuję się, kiedy coś ciekawego się pojawi” nie może być pustym frazesem. Kandydat, z którym nawiążesz kontakt, zbudujesz jakąś relację, nie tylko jest osobą, do której możesz wrócić, jeśli pojawi się inna rekrutacja, ale też jest twoim ambasadorem. Podobnie ta osoba z poszukiwań, która pracę dostała (hurra!). Nie ma lepszego sposobu na zbudowanie sieci ambasadorów rekrutacji czy nie-tajnych agentów hr, niż nawiązanie dobrej relacji.

źródło: pinterest

Jeśli macie swoje podpowiedzi, jak dobrze komunikować się z kandydatami, którzy jeszcze nie wiedzą, że chcą u nas pracować, koniecznie dawajcie znać!

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