Job Seekers - Candidates may not have it all that Hard

The most complex thing today has become interviews and hiring. 

      Managers do not find a relevant candidate and Job Seekers do not find a relevant position!

      To address these concerns, we have started this blog and a YouTube channel, wherein we will keep addressing all these concerns one by one.

If you are a Job Seeker or a Recruiter or Hiring Manager, you may subscribe to our blog and Youtube channel.

      First off all, I would like to note that the aforementioned line does not, in any sense, mean that there is a problem somewhere. There is only a lack of guided approach. Hiring Managers are mostly the Managers who are elevated to Hiring Manager whether in the same company or outside and have not been coached or trained on interviewing candidates in most Mid Sized companies. They are exceptionally well Subject Matter experts of their own domain and definitely know very well what they need from a fresh resource; however, the problem is, in absence of Interview Training they do not know how to find that out in the prospective resource sitting as an interviewee.

      Similarly, Candidates also have this dilemma of whether or not they want a job of such kind. We can broadly classify candidates in two kinds: (a) the Go-Getter types who always think, “I can easily crack this interview,” and (b) who always think other candidates will outperform him/her in the interview.

The point here to be looked at is none of these candidates are thinking about skills and future prospects, or whether or not they enjoy doing something like this. A Candidate should always try to match his/her skills and interest with the job, then be sure if they appear for an interview without thinking much about the outcome they will be able to bag an offer. They just do not have to outperform others, as no two people are same; we will discuss this at length in our future blogs.

      This rat race has started mainly because of commercialization of the Education industry. With fees going sky-high, students, at the age when they should be talking about education and building skill sets, have started talking about “ROI” (Return on Investment). It is bizarre that parents are also discussing the same things because they know someone who has bagged a 20 Lac offer, so they want their ward to also go toward the same course and same package, which is absolutely bizarre. We will discuss this at length when we pick up this topic in a future blog. However, for now, all of us need to understand that shortlisting of Courses needs to be based on skills and interests along with matching of personality; we will eventually discuss how to find that out.

The situation becomes all the more serious when we see even the college’s promoting Salary Packages of their Ex-Students and not the quality of Education and development of student that they intend to do. It is this that we would like to address on our Blogs and YouTube.

       Another topic which we definitely want to address here is INTERVIEW FEEDBACK. These days we see many people complain using rough language to recruiters for not sharing feedback. I seriously don’t know what the fuss is all about. I, today officially, bring it on record that a hire is more important to the recruiter than the candidate himself. I think they deserve every bit of respect for the kind of effort that they put in to bridge the gap between the Hiring Manager and a Job Seeker. We will take this topic and discuss in a future blog as well. 

      For now, I would like to advise that if we do not get a call for a week after the interview we should simply assume that we have not been shortlisted - and I think this is fairly better. Why do we want someone to call us and tell us, “Sorry, you are no good to us.” I am sure no one is going to like that. So when that is not happening, why are we annoyed? If I get a call like this, I will feel embarrassed - resulting in poor performance in forthcoming interviews.

      By saying all this, I am not justifying the recruiter for not sharing the feedback or sharing the update. In all possibilities, they must keep the follow up with the Candidates whether they are shortlisted or rejected; however, if Job hunting is tough than hunting a Job Seeker is all the more difficult so we can excuse them in some cases.

      Coming back, the Sole Purpose of this blog is to create awareness about all aspects of Human Resources / Talent Acquisition / Recruitment / Interview - whatever we choose to call it.

      Keep looking at this blog for point-by-point discussions on all aspects relevant. You may also mention a topic of your choice which you would like to be discussed.

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