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Tinder Versus Recruitment – What Every Candidate Should Take Away From The Relationship

Often in life, we limit ourselves to speaking to the pre-defined fields that we think recruiters want to see on our CV’s or what they want to chat about over the phone. We cover the basics in a summary “bio” and occasionally speak to our “interests”. We don’t take enough time to think about what we really want to get out of our relationship with a future employer – who that dream employer is and why. Engagements with our recruiter, in short, are often taken at face value. It is these small nuances that can define how successful you are in a firm once a recruiter places you. Is the corporate culture built to optimize your outputs?

So, before you swipe right on a recruiter to find your new challenge, really think about what you want and how they could canvass you effectively to an employer you respect, or how they can motivate your profile for a current role they are sourcing for.

Here are a few key points that candidates often forget to mention on their CV’s or bring up in discussions with their recruiter. These are the elements that can help you land your dream job or assist a recruiter to match you to the right firm.

  • First off, get the recruiter’s name and understand a bit more about them. What is their track record when placing candidates and what are their expertise? After all, you are going to want to build a strong long-lasting relationship with them if they are going to represent you.
  • Are you willing to relocate and where would you consider moving to?
    • Candidates should think carefully about this question a recruiter may pose to them. Before simply stating where you would be happy to relocate to for a dream job, check in with your spouse to see if this is a realistic move. Will your partner be able to find work there? Are there schools in the area that you would happily send your kids to? What are the living costs associated with relocating to that destination and are your salary expectations realistic in covering these costs? If you need to relocate, what is a realistic notice period? Who do you expect to cover the cost of relocation? Is this location one that you can see yourself living and working in for a while? Would you feel comfortable moving away from additional support structures that you had (e.g. parents and in-laws)
  • What are your drivers? Are you looking for career growth or is it purely based on financials?
    • If you are motivated by the experience that you can gain with your dream company then what are the minimum walk away points in terms of a salary that you would be open to negotiating on? If you are looking to expand your experience you must remember that you are not the only applicant an employer is looking at. So if you are focused on indicating a move for a salary increase from your current CTC it could affect your chances of getting the job if another candidate has the same experience but their remuneration expectations are lower than yours.
  • What is the corporate culture you are after and in what type of environment do you work best?
    • Are you an introvert that needs their own space and can happily work remotely with little external engagement or do you work better in an open planned office that is very team-based?
    • Do you prefer to work in certain gender-based environments? Maybe you prefer a culturally diverse team or working with internationals.
    • Are slacks and slops more your style or do you like to suit up to work? Perhaps a more unstructured environment is your thing while others may opt for a corporate environment with strict processes and procedures in place (less grey matter)?
    • Are you concerned about the company staff turnover and or how many of their employees are promoted internally? Talk about it.
  • Which companies do you respect and why?
    • If you want a recruiter to successfully match you to relevant companies on your wish list, they need to know why they are on the wish list. Is it the types of projects they have been involved in, the geos they are expanding into, an innovative offering you want to gain experience in, or is it something to do with the brand culture they embody. Are there companies that you do not respect and why? All these questions will better aid your recruiter to apply your preferences to mapping out opportunities for you through their networks.

In summary, never assume a recruiter can speak (or assume) for your unspoken motivations or needs. Considering a career change should be seen much like going into a relationship, you need to think about what you want out of it and what will keep you happy in order to excel in that environment. What are your “hierarchy of needs”? If you are not moving for the right reasons the employment relationship will simply, not last.

 

If you have questions during your engagements with our recruiters, please speak up! If you would like to enquire about our Career Coaching services, feel free to drop us an email at careers@altgen.com.