The main thing that is important to remember at every point of personal contact is to create a sense of security and comfort in the candidate. It is this feeling that will become the first brick in the foundation of human loyalty to the future company.
Letter or call? Depends on the position. Someone on you with a computer and prefers a telephone, someone, on the contrary, does not like conversations. If a candidate’s resume has a note about your preferred method of contact, follow it: to make a good impression on the person, show from the very beginning that you value their requests.
The letter gives the candidate more control over the situation because a person reads the letter then and as quickly as is convenient for him, there is recorded information that can be returned to as needed. But at the same time, in a conversation, it is easier to ask questions and find out details, without doing the imposed work of reading a large and, possibly, unnecessary text.
If there are no references in the resume, you can start with a call, and after that, be sure to duplicate the information with a letter. Promise the candidate a letter during the conversation so that he does not take shorthand or be afraid to miss something. The call will allow you to establish an emotional connection, and the letter will allow you to study all the information without loss, because there may be attachments and links to the site.
- Ask if the person is comfortable speaking, and if not, when it will be convenient. Call back at this time.
- Ask how much time the person has to talk, immediately state what you want and how long it will take. If you plan to speak for 25 minutes, and the candidate has only 5, arrange a second call at a convenient time for him.
- Be predictable and stable. After first telling the calling program, follow it, keep promises even in the smallest detail. If you promised to send a letter with key information immediately after the conversation, do not forget about it. However, the item “Keeping promises” is important in the course of all communication with the candidate.
- Adjust and get feedback. During the conversation, ask if the candidate still has time, is tired, is ready to listen further. The conversation should not give a person discomfort, for him it is a matter of trust and control over the situation.
- Smile while you talk – you can really feel it in the intonation. If you feel that the candidate is friendly, you can even joke – the main thing is not to forget about the essence of the conversation while joking.
In a letter:
Structure your information carefully. Give a link to the site, to all key projects. If – suppose strange – your company does not have a website, prepare all the necessary information in writing to send it by mail. One day I received a job offer from a well-known company and a recruiter was interviewing me over the phone. At the twentieth minute of the story about a complex technical project, I asked for information that could be read. “The project has no website,” the recruiter answered me. It is interesting to tell the technical essence of the project, she did not succeed, and I did not go for an interview. Don’t lose candidates out of your own laziness.
On the first visit to a company, a person – consciously or subconsciously – looks for his place in it. Imagines what it will be like to come here every day, walk this road, climb these stairs, sit among these people, look through this window … In a word, he is trying to embed himself into the picture. And in this, he can be helped.
Walk the entire candidate’s path to the meeting room in your mind and make every step easier. If the road from the metro is not easy, make a map, explain the difficult stages (for example, where to go if there are several exits from the metro), place visual markers (“before the turn to us there will be a Pyaterochka store). Then the candidate, walking to you, will feel confidence (“I am prepared”) and personal joy of recognition (“I am doing everything right and I know what will happen next, I am mastering this place, it is mine”). A simple technique works here: the more a person knows in advance about the upcoming event, the calmer he feels, and the more warm feelings he has for the one who took care of it.
If the candidate can get to the building using google maps, then in the building itself the movement is not obvious. Where to go, where to turn, on which floor is the required meeting room, where to turn off the elevator? Do not turn his path to the interview into a quest – this is not a situation where screening out “got it – it means ours!” Is appropriate. Help the person walk the path with pleasure, without feeling helpless, angry, and willing to turn around and leave.
The best thing is, of course, to meet at the entrance. Here, small talk will not hurt, which will help to establish contact. Even with introverts, you can talk about the road: how did you get there, was it difficult to park, were you confused at that difficult turn? Empathize with the candidate, if you are confused, admire, if you are not confused – the person will feel his experience divided. So little by little, trust arises.
And trust in the process is very important. A candidate, especially an inexperienced one, feels anxiety throughout the entire process of communicating with the recruiter. “I’m being judged,” “I’m in the exam,” “what’s next,” “I’m not in control of the situation,” all these thoughts can create tremendous tension. Your job is to relieve tension. This means thinking about the needs of a person and even anticipating these needs.
Ask for water, go to the toilet, take a five-minute break – many people in a stressful situation hesitate to ask for a simple thing, considering it a weakness. Make sure that the person is comfortable and calm, and that no trifle distracts him from communication – after all, your goal is not to “fill up a poor student”, but to help a good candidate go from the stage of acquaintance to the stage of cooperation.
By the way, you also need to be able to take care without embarrassment. Offer drinks as a matter of course. Be sure to offer, in addition to tea or coffee, also water, and pour a glass for yourself too, saying that your mouth always gets dry from long conversations. This is the case for most people, but few are confident enough to confess in an interview. If the interview takes too long, take a five-minute break and show the way to the cooler and the toilet. If you notice perspiration on the interlocutor’s forehead, complain aloud that the room is stuffy, and ask if the candidate would mind if you open the window. In short, take care, in Japanese, letting the person save face and not emphasizing what can be considered a weakness. Such simple things are valuable not only because a person immediately, right here and now, becomes physically better, and nothing distracts him from the conversation, but also in the future. By taking care of the little things, you create and reinforce the feeling that doing business with you and your company is humanly enjoyable.
Last but not least at this stage – declare a “program”, list what will happen now, in what sequence, and how long it will take. This will again relieve the nervousness from the unknown, and besides, the person will be able to plan his time. And if he still has things to do, he won’t have to worry, trying to guess whether your conversation will last an hour and a half or two.