Fears no more: how to conquer what scares the life out of recruiters
Halloween or not, all recruiters have fears. We've gathered the 10 most common that almost every recruiter faces every day. Frightening? It is! We're here not to frighten you, but rather to help — we will reveal the 'spells' (tools) to make all your fears vanish. Dare to go further and discover the solutions that will let you feel safer while hiring.
Fears no more: how to conquer what scares the life out of recruiters
Halloween or not, all recruiters have fears. We've gathered the 10 most common that almost every recruiter faces every day. Frightening? It is! We're here not to frighten you, but rather to help — we will reveal the 'spells' (tools) to make all your fears vanish. Dare to go further and discover the solutions that will let you feel safer while hiring.
1
Ghost-candidates. They don't look so cute as this emoji. They disappear before the interview and never return. We suggest you put a GPS tracker on them… Just kidding!
✨The way to deal with ghost-candidates and minimize the risk of them skipping the interview is to stay in touch all the way from the moment of initial contact and try to build a sincere relationship. Make the candidates feel comfortable so that they'll share their true thoughts, and agree early on to be open and honest. At VCV, you can also customize an automated reminder-email that will tell your candidate that the meeting is happening soon.
2
The opposite of the ghost-candidate but no less frightening is the trick-or-treating job seeker. These are candidates who keep asking for feedback. Again and again. Even after you've given it to them.
✨Don't give a candidate the opportunity to do this, so be ahead of the curve and send proper feedback in time. Don't miss your own deadlines. Make feedback personal and structured. This won't take a lot of time if you prepare in advance: work out ready-to-go templates and customise them. Automation tools such as VCV help give feedback easily and not to forget anyone. For example, we have templates for all possible scenarios: for offering a candidate to record their video CV, for making an offer, for rejecting a candidate and much more. You can add your own templates and send them by just one click. (Templates are sent out automatically when you attach a certain status to a candidate).
3
Makes you feel as if in a hot pot and sends shivers down your spine – The Burning Man. Or, in other words, a very hard position to fill, along with a very tight deadline.
✨A recruiter can usually detect such a situation as soon as they see it. So, don't rely on chance — work out a plan and a schedule. Don't keep the hiring process and the info you need on paper notes or in Excel files; but rather, start using digital tools to help you better track and assess a candidate. For example, define in advance the skills that are crucial for the position, and give scale points to candidates and leave notes on each. That will help you to find the one and only who you've been seeking for without the stress.
4
Welcome to the Cemetery of Hopes, or rejected job offers. The third time in a month, huh!
✨The key to come out as a winner (or at least not a sad loser) is to brace yourself from the very beginning. So prepare for the worst, but of course hope for the best. Another thing is that even if the candidate accepts the offer, don't go on a drinking binge to celebrate, but rather keep looking for more candidates before the contract is signed. And don't boast too much when the offer still hasn't been accepted (oh, especially to the hiring manager). Overall, Murphy was right!
5
Catch me if you can, or hiring managers who need new team members but don't have a minute to review a CV or even a video resume. One day they again postpone feedback on the fruits of your work; they might even say 'Relax, it's my fault, it's me who is making the process drag out. But the next day they come and say, raising their eyebrows: 'Why isn't the position filled yet? We need this person urgently!'
✨We won't say the fight will be easy, but there are ways for you and the hiring manager to have a win-win situation. First, agree on the process and set up deadlines for feedback. Don't feel shy about reminding that you need the manager's approval. If you don't use video CVs yet, try them — it takes just minutes for the hiring manager to look through candidate video resumes and they can do it anywhere: during a coffee break or lunch, waiting at the airport or even while taking a bath at home. Or, if nothing works, sneak into the manager's office and put an alarm clock there, leaving a reminding note… *shrugging of responsibility for giving this piece of advice*
6
Broken magic… a situation when you find a great candidate for the position, but then you proudly go to the hiring manager, only to learn that the search has been cancelled.
✨Be in touch with the hiring manager, as much as possible. Try to make short syncs every other day. There is another fear that goes hand in hand with broken magic — it's the monster that hits you from the back. Or when you find a perfect candidate, but the hiring manager met the one they like accidentally at an event on Friday night and forgot to tell you about it. Again, syncs help, and also you need a great reserve of patience!
7
Deletrius the Eradication Spell: one day you realize that the candidates' data has vanished. Maybe it was a technical glitch, maybe you accidentally deleted it yourself, maybe someone else got access to the files and sabotaged your whole work – whatever the reason is, we're sure that doctors will equate losing vital information to a small heart attack.
✨The remedy for this threat is an ATS (Applicant Tracking System)! If you want to have an even better record of all your candidates then make a video database at VCV, always available and never deleted. And be careful about with whom you share access!
8
The X-files or hiring someone who is not the person they pretend to be. Does everybody lie? Not always, but stay vigilant.
✨Of course your experience in recruiting is the best friend to face this fear with. Try to find a key to the applicant's soul and reveal who's a liar. Unstandard questions can help you with that — use those that reveal a candidate's personality. Like, what movie would describe them best or what would they like to change in themselves. Here you can find more such questions. You can ask these questions even remotely, before meeting the candidate: just ask them to record video answers to your questions, and customize the questions not to be re-recordable.
9
Put a quart into a pint pot, or find the perfect candidate for a typescript developer with 15 years experience. Basically, to make dolphins fly or beetles speak.
✨The only thing you can do to escape this situation when a hiring manager gives you an impossible task is to make the manager look at the task from another perspective. Try to discuss the conditions, give reasons and practical examples. Don't shout 'The typescript appeared in 2012 and we're living in 2020; it's been just 8 years!' When you find a good candidate, come to the hiring manager ready to present their strong points, show their video CV — persuade, and not point to the impossibility of the initial job request.
10
Jack-o-lantern: too much work. You, your notebook, a candle in a pumpkin and you stop distinguishing day from night.
✨Get rid of the routine, hand it over to automation — you can automate at least 70% of your usual hiring procedures. From sourcing to scheduling. Use platforms like VCV to digitize your hiring and make the whole process smooth! Give yourself more time to analyze the candidates and find the best of the best.
We're all taught to confront our fears, and this is what we've done together in this article! Save this advice to feel safe whenever you come face to face with the recruiting monsters. Did you enjoy this trip to the 'world of recruiter fears'? Share this advice with your colleagues and friends!
VCV.ai helps you make this process as straightforward and easy as possible: create a vacancy and a list of questions; then ask the candidates to record their answers in video format, and select the best ones. You can also create tests to gauge a candidate's knowledge: use audio, video and pictures, and also utilize the anti-cheating feature.

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