Tips for a useful recruiting interview 

Tips for a useful recruiting interview 

In order to recruit and be as efficient as possible here we share some useful practices and tips to help recruiters be prepared for an interview. Take a look!

I have been a constant and mega-frequent user of the Linkedin network for several years. Being a recruiter, it has become a fundamental tool for my day-to-day work — basically, “no Linkedin, no candidates”. 

However, there are always posts, comments or notes from professionals in the technology area who dismiss the first instance of the selection process or even the contact message from someone from Human Resources… why?  

Surely you, one of many potential candidates for thousands of companies, with thousands of processes in parallel, have gone through some of the following situations: 

  • The first message sent over the internet is about working in an excellent role as an Android Developer. You are a .NET developer. 
  • You receive a message from someone from a company that has always caught your attention but has no valuable content (neither the role nor the technologies they are looking for). 
  • In the first message they say, “Hello Gustavo,” but your name is Juan Carlos. 
  • If you are lucky and a recuiting interview is arranged, the HR person doesn’t know anything about your profile, nor read your CV, nor do they know if you have applied to any of the searches they have. 
  • In the worst case, you are not a matching profile. But you never find out why. 

These and many other points are part of our daily lives, unfortunately. We are in a world where being a recruiter is, “I don’t know what to do with my life, I’ll try this.” You are without experience, without interest, you just need a paid job. That’s not bad at all. But yes, as experienced recruiters, we have to try to share best practices.  

Although I admit that many times I have missed giving feedback, the software market is very demanding, and things are not as they seem from the outside, especially for Recruiting. We have to avoid anything that goes against the company we want to proclaim as the best of all and also, avoid anything that deprofessionalizes our work. 

Here are some things that can help a recruiter be well regarded by someone in the technical world: 

  • Write personalized contacts. 
  • Write messages with technical information about the company’s active projects. 
  • READ the candidate’s CV before writing to them. 
  • Give feedback. 
  • Reply to negative messages. 
  • Be flexible to coordinate, they are working people just like us. 
  • Try to keep the processes short.  
  • In relation to the remunerations intended, explain if it is feasible or not so that the parties do not waste time (candidates understand that the bands often depend on things like seniority post technical interview, on possible adjustments, and are usually confidential and approximate). 
  • Be informed on technical issues, even if it is not our field.  

What is a recruiting interview for? 

First, it is a filter. Do you want to work alone? Do you want to work with old technologies? Do you have 15 years of experience but never trained with what is currently in use? Do you have one year of experience, don’t know what OOP or design patterns are, but you want to earn as a Senior role? Well, let’s see what’s wrong there, and I’ll explain why you are probably not a good fit for companies that care about the growth and quality of the code they develop. 

Each HR interviewer has their own style, but the ultimate goal is that candidates are not left with any questions about the company, its history, benefits, and hiring conditions. If possible, give an idea about remuneration and make sure that the profile is in line with what the culture of the organization is looking for since there is so much competition at the market level. Most of us have the ability to identify the soft qualities needed to be part of a team. 

What are we looking for? 

  • The candidate has real experience as stated in their CV. 
  • The candidate is willing to apply to the organization’s teams, regardless of the project they may end up joining. 
  • The candidate is restless, they have worked 10 years in the same job, and at least have been trained in technical things that interest them. 
  • The candidate does not waste time if the professional or salary expectations are not in line with what the organization can offer. 
  • We seek to give an overview, sincere and personal experiences, of what the company is like on the inside. 

To Sum Up

Of course, recruiting interviews are useful, although it is also obvious that the recruiting area has fallen in professionalism as a result of the high demand from companies. 

For this reason, it’s important to have a good relationship of constant feedback between recruiters and candidates, and if someone does not give it, ask for it and respond. Understanding each other’s personal and market situations helps us all reach our personal and professional goals. 

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