1. Choose not a resume, but a person
At the stage of reviewing a resume, you should not demand that the text match with some ideal model, find fault with the design and monitor the accuracy of the wording. Read "between the lines" - evaluate the experience and skills of the candidate.
Not everyone can present themselves correctly, but if a specialist has worked for ten years in a company of a similar profile, this testifies in his favor much more than beautifully described achievements.
2. Don't judge superficially
Avoid template interviews: do not adopt only a few of the simplest tricks from different techniques. Believe me, experienced applicants have long learned the rules of this game: they politely respond to a stressful situation, talk enthusiastically about the previous company and demonstrate a detailed acquaintance with the features of the new employer. However, in reality, sometimes it turns out that such a person does not have knowledge and practice; in a real conflict situation, he begins to panic and make mistakes, and does not inspire confidence among customers. It was then that the recruiter of the candidate he had eliminated recalled, who, in response to a stressful interview, crossed his arms over his chest and asked: “What do you allow yourself?”.
3. Avoid Ageism and Resilience Testing
Ivan D., recruitment specialist:
“Middle and older job seekers often give up looking for a job, despair, and accept positions below their qualifications. The reasons are that not all recruiters are able to appreciate such employees, and this is a big mistake.
At the same time, they are favorably distinguished from young colleagues by many positive qualities, and especially by a high degree of responsibility. In a difficult situation, they are ready to work for days, rooting for the common cause with all their hearts. They will literally pull the team out of the swamp with their teeth, although they are unlikely to pass the team orientation test and explain what team building is. They not only work to achieve results themselves, but also serve as an example for young employees, setting the bar quite high.”
Such specialists take themselves seriously and will probably not pass the stress test - rather, they will leave the interview. But they don’t need such a check - they simply don’t get into stressful situations. But how will this taciturn, unsmiling person work with clients? Easy. He inspires confidence with his serious appearance, solidity, stability.
If the company's clients are people of a similar warehouse, then they do not need a "young, energetic, stress-resistant manager with a positive outlook on life." They prefer to communicate with a laconic, thorough person.
4. Try to please him
As a rule, a good candidate with solid experience prefers to talk straight to the point, so before the meeting, carefully study his resume and make notes - what exactly you would like to clarify. You can ask him to talk about the methods he uses, give an example of a difficult situation from which he got out, etc. But do not drag out this part of the interview - you should not force such an applicant to sort out cases for a long time or answer tricky questions.
Here is what Marina R., a recruiter at a real estate agency, says:
“I often have to select candidates aged 40-50 and older, because when it comes to buying, renting housing or office space, clients prefer to communicate with respectable people. This is understandable, because in our area there are quite a lot of scammers. Often such candidates perceive negatively the fact that the interview is conducted by a person much younger than them, so I always try to defuse the situation. I immediately inform you that I am conducting only the first part of the interview, then they will be evaluated by their immediate supervisor, and my task is to clarify some formalities. This makes it possible to build a further dialogue without tension.”
5. Prepare for the interview
You must understand: you will also be evaluated. A good candidate has the ability to choose, and you need to try to get him to choose you. For example, HR professionals constantly tell candidates not to be late, but at the same time they themselves allow themselves to be disrespectful of other people's time. If you delay the interview or constantly interrupt it, be prepared for the fact that a good specialist will not return to you.
You should not show the applicant the attitude: “There are many of you, but I am one!”. But to demonstrate interest in a person, attention to his words, awareness of his resume and cover letter is definitely worth it.