Recruitment Juice Canvasses the Experts on Candidate Perceptions

A new survey conducted by Recruitment Juice, the international industry trainers, explodes a few negative myths about the industry at the same time as providing some useful advice for those applying for jobs in the current climate. Rather than simply asking job seekers what works, Recruitment Juice has called upon the industry itself to comment on different aspects of the recruitment lifecycle, focusing in on their perceptions of candidates and they role they play in the process. The company hopes that this insight will support job seekers in a challenging period, as well as improving success for recruiters, its key theme for 2009.

ìShoring up the candidatesí capabilities and understanding of what we do can only help recruiters achieve more for the businesses they recruit for. Every client, every brief and every vacancy counts right now;î commented Roy Ripper, Recruitment Juice Director and renowned industry trainer. Matt Trott, Recruitment Juice Director and Managing Director of the Spencer Group added; ìRedundancies increased by 50% in many sectors in Q4 2008 according to the Office of National Statistics, which is bringing more people unfamiliar with recruitment onto our books. Weíve used everyoneís input to create ëTen Commandments of Job Hunting Successí to help both recruiters and job seekers get the insight, tips and advice they need to succeed.î

Despite what some might perceive about recruiters not bothering to pre-screen candidates, they are a selective bunch who work hard to ensure the best fit on behalf of their clients. When asked how many candidates who initially express an interest in a role - be it responding to an advert or contacting them about general job opportunities - are then seen or spoken to, the spread was pretty even, but a slight majority (17.5%) said only 1-10% make the grade. Initial contact is made ideally by telephone (63.8%) or email (33%) for the obvious reason that ìinitial telephone and skills assessment saves time for all parties concernedî. However, many went on to explain that this is not the ideal situation. ìWhile I can do a thorough interview via phone there is nothing like a conducting a behavioural interview face-to-face.î

After this initial phase, nearly half of respondents (49%) will only put through up to 20% of potential candidates, while no-one approves over 90%. This shows that there is a real job to do in ensuring that job seekers are properly prepared for the role, and know how to pick vacancies that are relevant to the reality of their situation. No-one felt they would reject a potential candidate due to looks or hygiene, but experience (40%) and skills (30%) are common problems. Interestingly for a downturn time, and in direct challenge to many other pieces of research, only 1 respondent felt that unrealistic salary expectations would be an issue that prevented them from progressing a candidate further.

When surveyed on the physical appearance and presence of a candidate at interview, recruiters show their political correctness (mostly). 43.5% said that looks were irrelevant (although 2 did feel they were vital). One respondent however did comment that; ìYou would think that looks would not come into play but it certainly seems so.î

Sensibly, once a candidate gets an interview opportunity, 49% feel that hygiene is vital, with one going so far as to succinctly remark that ìsmelly drunks don't do well at interviewî. Confusingly, given the importance placed on hygiene, chewing gum during an interview was deemed by nearly 50% to be a deal breaker. Flirting with the interviewer, being overly ambitious or serious were also deemed either a bit daft or rather silly by the majority of recruiters. One recruiter summed it up perfectly though: ìChew the gum and eat a mint BEFOREHAND! Yes, be ambitious. Build rapport, be friendly, recognise gender - but don't flirt. No smile would be awful, but humour needs careful handling.î

Recruiters going the extra mile was another interesting topic. When asked whether they have ever put a ësquare peg in a round holeí, opinion was polarised to say the least. Comments ranged from ìclients pay agencies to find round pegs for their round holes. They can find square pegs themselves;î all the way through to ìfrequently – itís all about knowing what the client will likeî. It seems to depend on the maturity of the agency / client relationship however as one remarked that they have done so ìmany times but only with longstanding clients that have used me for years.î

The survey also highlighted some unnecessary frustrations. Outside interests and hobbies that are generic, such as cooking, music and the arts are felt by most to be irrelevant and should only be included if they can be talked about at a detailed level. ìI hate the I like socialising with my friends answer and Reading when the last thing they actually read was Heat or Hello/OK magazine.î In addition, over 90% of recruiters always provide feedback after an interview, most commonly via telephone. However, only 5% if respondents felt that this feedback was always taken on board to improve the candidateís chances in future interviews.

When asked for their top three tips for interview success, the overwhelming response was preparation and research, with some respondents even marketing these as their first, second and third tip! In light of some additional comments that were made during the survey, this is not surprising. The second is to be punctual and appear professional. Finally, showing confidence and enthusiasm, at the same time as communicating insight through the interview conversations, was deemed to be another vital tip.

Recruitment Juiceís new product, The Juicy Bits of the Recruitment Process, is available now from www.recruitmentjuice.com, priced at RRP 799 VAT. Covering each element of the complete recruitment process in twelve simple steps, the new series takes recruiters through a thorough and structured process to ensure successful placements for every single vacancy.