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Employer's Career Advice ! |
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What You Don't Say to Candidates |
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As recruiters or human
resource managers, we often walk a fine line between full disclosure and
holding our cards close to the vest.
For example, there are some things you SHOULD discuss with your candidates when
presenting a job opportunity. These include:
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Job title, responsibilities and expected results
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Salary, benefits, reporting relationships and promotion potential
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Size, history and ownership of the company
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What to expect during the interview and offer process
Obviously, you can withhold certain information during an initial candidate
screening, especially if you feel the candidate lacks sufficient interest or
fails to meet the qualifications for the job. Or, if your search involves the
confidential replacement of an incumbent, the employer may instruct you to use
discretion in order to avoid internal strife or confusion.
On the other hand, there are some things you SHOULD NOT discuss with the
candidate, such as:
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Proprietary technologies or strategies used by your client
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Qualifications or identity of other candidates
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Any personal feelings you have about the company or its employees
Since enthusiasm is a key element to any recruiting effort, it's okay to
describe your client company as "wonderful" and its employees as "terrific."
Just be careful not to overreach and misrepresent the company's people or
performance. To cite your client's expectations of landing a big contract is
decidedly different than stating their expectation as fact.
How Does that Make You FEEL?
Regarding my personal feelings, I've never considered them relevant to my role
as a recruiter. True, it's nice to feel warm and fuzzy about a client. But if I
can't relate to a manager's style or personality, that's MY problem—it doesn't
mean the candidate won't benefit professionally from working for the person or
joining the company.
And if the manager's a real jerk and it negatively affects our working
relationship, I'll simply take a pass on the job order—while taking care not to
burden my candidates with baggage that's none of their business.
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About The Author
Dahlia Astifo is the job and career expert at
http://www.ArabiaHotJobs.com. Dahlia has over 10 years experience in
staffing and human resources. She has worked both as a recruiter and career
counselor. Ms. Dahlia has been the Managing Editor at
http://www.ArabiaHotJobs.com for the past 5 years and her articles have
helped thousands of job seekers and hundreds of recruiters.
Re-Print Guidelines
Permission is granted to reproduce any of these articles but the article
content CANNOT be altered and credit must be given to the author and also an
active link to http://www.ArabiaHotJobs.com.
As a courtesy, please email HR at
HR@ArabiaHotJobs.com if you decide to use any of her articles.
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