(source: TARGET Executive Search)
One reads much advice from HR experts about how to behave at a personal interview, how to write a proper CV and so on. One might say there could be no chance that somebody comes unprepared.
However, as I am involved in interviews and assessing candidates almost daily, I regularly come across exemplary cases of improper behaviour. So I think it isn’t a waste of time to describe a few common mistakes that I often see.
1. NOT BEING TRUSTWORTHY:
If you want help from an HR representative or an HR consultant you should never lie, fail to tell your full story, or do things behind his or her back. If you do so, you can be sure the HR person will never contact you again. You may have the best references and experience but as soon as any kind of improper behaviour occurs, you are on a blacklist. A typical example: a consultant meets a candidate and then provides a client’s name and because the candidate has the right set of skills the consultant agrees to present the candidate to the client. The consultant presents this candidate and the answer from the client is: “We have already met this candidate and dealt with him directly.”
2. NOT BUILDING A PARTNERSHIP:
Having a personal interview is a very important part of the selection process and we all know it isn’t always easy to get a chance to meet a client. The right HR consultant can enhance one’s chances of getting such an interview. A job candidate usually selects only a few HR consultants, meets with them and stays in regular contact in order to follow the market, remuneration trends, etc. It is advisable to avoid too frequent contact, like calling every other day or applying for all new positions, but exchanging information from time to time is more than welcome and is advisable. Consultants can often share important market information and it surely helps in building a partnership if a candidate does the same. This must be fair-play cooperation that often develops into a friendship; but if any side feels misused, the cooperation fails. It is important to create a long-term win-win situation.
It isn’t easy for people who have been made redundant and are facing the current shortage of available positions. Some may start thinking they are on a blacklist and some might blame consultants for not accepting their applications. And HR departments and consultants do not help if they are not giving feedback. We all are in the same market and must fight to succeed. My advice is to keep positive and don’t forget that “Actions equal Success!”
By Mariana Turanová
Managing Partner Slovakia, TARGET Executive Search
www.targetfuture.com
