Recruiters and candidates:
prepare well for the start of the new school year!

The start of the new school year always symbolises a fresh start. But when it comes to professional transition, preparation is of paramount importance, especially in a fast-changing job market.
So how do you stand out from the crowd and do what’s right when every job counts in a tense environment?

From the headhunter’s point of view…

Faced with a shortage of talent, it can be tempting to embellish a position or “oversell” it in order to attract more applicants. But this strategy is often counter-productive, and risks generating more disappointment than pleasant surprises. An over-ambitious promise, an embellished job description: the candidate soon discovers the reality of the situation, and this means running the risk of disappointment, rapid demotivation, loss of confidence and, sometimes, turnover, or even tarnishing our reputation and that of our client.
Honest, clear and transparent communication lays the foundations for a relationship based on trust, which is essential for long-term recruitment.

The headache of the job description

At Mind Partners UK, we believe that the job description should be a faithful reflection of our customer’s daily life: concrete missions, real challenges, possible constraints, as well as prospects for development and the values promoted by the company.
From the very first contact, this clarity encourages the candidate’s commitment and avoids approximations and hypothetical disappointments.
To make this wish come true, we make a point of knowing our customer, his environment, his needs and his culture inside out. We understand their organisation and their expectations, so we can give each vacancy its rightful place. For us, each job contributes to the whole, and our role is (also) to enhance its usefulness by giving it its rightful place in the collective success.

Understanding each profession

Sometimes, ome expertises are unfairly devalued, perceived as less attractive or strategic. But we sincerely believe that all of them are essential to the smooth running of the ecosystem.
So while the role of the recruiter is to re-establish the meaning of the job and explain its mission in simple terms, the role of the candidate is to ask themselves in-depth questions.
“How is this job useful? What role does it play in the company’s ecosystem? What contribution does it make to the project? How does it enable the individual to deploy their skills, make a contribution, develop and gain recognition?

What happens next? To recruit or not to recruit…

Whatever the outcome of a recruitment process and whatever the hierarchical level of the position within the company, respect for the candidate continues after the interview.
Sometimes, the aftermath of an interview, or even of several successive interviews, is unclear…
No news, unclear information: candidates in a state of limbo feel badly considered, particularly after the event if they are not ultimately selected for the position to be filled… and we understand!
At Mind Partners, we see every meeting as an opportunity for future collaboration. It’s hard to claim to be perfect, but we try to do at least the minimum: personalised, honest and constructive feedback, to keep a door open to the future and lay the foundations for a lasting relationship.

Foor us, saying ‘no’ today sometimes means preparing for a bigger ‘yes’ tomorrow.

recruitment #HR #topmanagement #executivesearch