Reaching the peak of one’s craft — dream or reality? Each profession has its timeline and its period of excellence before being surpassed or obsolete. Anticipating it is desirable, and the recruiter’s profession does not escape this rule.
All e-recruiters? ATS solution, digital marketing, behavioral analysis in SaaS mode, professional LinkedIn account… today’s recruiters are the first concerned by technological developments. Following or, even better, being an « early adopter » of emerging technologies for search and selection makes the difference. The reputational impact is strong.
The Pareto law applied to recruitment: What if I listened to you? 20-80, such should be the speaking time ratio between candidate and recruiter during an interview, with 80% of course reserved for the candidate. To say the least, the exercise proves complex but necessary to gain authenticity and quality.
Know yourself well to better understand others. Using one’s own behavioral framework is a starting point for evaluating one’s candidate. Knowing oneself well and using oneself as a pivot point is a technique that can be effective when starting out in the profession. However, the risk of judgment biases such as the halo effect or confirmation bias is too high for this technique alone to be reliable.
Cognitive biases — what is that? A cognitive bias is a distortion in the cognitive processing of information. Knowing and recognizing them allows the recruiter to avoid the traps of misinterpreting received information. Letting oneself be surprised, learning to really know a candidate, interviewing without preconceptions is a most enriching and formative exercise.
Constructive feedback. What a frustrating situation for a candidate not to know the reasons for the rejection of their application! However, giving feedback can have heavy consequences for the one receiving it, if the message is poorly formulated. Feedback must be professional AND human. Delivered in the manner of a coaching session, constructive feedback will prove positive and will give food for thought to the candidate.
Does the black-belt level really exist? Surely. The multi-dimensions of the recruiter’s profession require knowledge intrinsically linked to the Human, which it is up to us to acquire and perfect over time.
