How to succeed in your recruitment
23 August 2010
Read by 1939 persons
It's the summer period, young recent graduates entering the job market for the first time don't know how to go about it, for the most part. They are embarrassed and hesitate between applying now, waiting for the new school year or even the end of Ramadan.
It's a real dilemma for these future executives. So, they must know that this year is an exceptional year because this holy month coincides with August and that most decision-makers took their holidays in June and especially in July. Therefore, there is no harm in applying during this period to maximize the chances of being recruited. But how to capture the attention of recruiters, especially during this summer period?
The answer is simple, and moreover our consultant Mohamed Benouarrek developed below that a good application is always well perceived. Having held the position of HR Director for several years in multinational companies and large groups, this expert advises applicants to prepare a well-crafted CV and cover letter to attract the attention of the HR manager or manager, arouse their curiosity and encourage them to request an interview. And maybe during this exploratory interview, the interviewer will offer a position that matches the job seeker's skills. This is not impossible, since companies now, for the most part, have reviewed their recruitment methods. They are looking for profiles that can fill a position and contribute to the development of the business. It is no longer enough to have diplomas, but certain criteria related to personality, adaptability, and perception of the future and the role to be filled within the company are determining criteria during recruitment.
Today's young people must be aware of one thing: good recruitment is a real strategic issue, for the simple reason that decision-makers are increasingly aware that employees are the company's most valuable asset. And for good reason, with equal technological weapons, it is the quality of the teams that will make the difference in the face of competition. Thus, by surrounding themselves with good employees, by retaining and valuing them, from their recruitment to their departure, the company will have put all the chances on its side to succeed. It is still necessary to learn how to manage teams so that everyone feels valued, becomes aware of their role within the company and is led to become an efficient employee while finding real fulfillment in their work, underlined Benjamin Chaminade, author of the book "Attract and retain the right skills".
"A successful cover letter and CV can convert an interview into a recruitment."
Expert opinion • Mohammed Benouarrek.
How to capture the attention of a recruiter or HR manager?
The first challenge in this sense remains to convince the recruiter to invite you to an interview. At this stage, the cover letter and CV remain the only showcase for the applicant. It will therefore be necessary to succeed in differentiating them from the dozens, or even hundreds of applications received per month. Cloned cover letters and CVs that resemble documents circulating in the job market are not likely to particularly attract the recruiter's attention. Some candidates unfortunately remain on a quantitative approach, "watering" companies with their applications without worrying about the quality of their CVs and cover letters, or their relevance to the position and the company in question. A limited number of well-crafted, targeted and customized applications are likely to have a better return than a hundred nebulous applications. A cover letter conveying your true motivation for the sector, the company and the position (in a funnel) demonstrating how your background has been consciously directed towards the position in question can make the difference compared to a standard copied and pasted cover letter. Also, a CV that meets the specifics of the position after careful and thorough reading of the announcement can well catch the recruiter's attention and invite them to make the first decision: to invite you for a first interview. It should be noted that, sometimes, even if the application does not correspond to a current need, and if the cover letter and CV are well done, the recruiter may invite you to an exploratory interview that you can convert into recruitment. With a good CV and a convincing cover letter, the applicant can not only seize job opportunities, but also create them.
What is the challenge after being invited for an interview?
If you are invited for an interview, it is because you are most likely eligible for the position to be filled. At this stage, the candidate must prepare their interview well by trying to dissect the text of the job advertisement, find out about the company and the sector, and if possible, who the interview will be with. For example, an interview with the HR manager is prepared differently from an interview with the direct or indirect manager or with the CEO. Each of them has their own angle of vision and background of expertise. The HR manager, except in exceptional cases, focuses on interpersonal skills, possibilities of internal redeployment, potential, adaptability to internal culture, etc., while the direct manager examines the technical aspects and explores the relational aspect: can I collaborate with this person? Can this person find a place among the existing team? Several interview simulations should be carried out by preparing the classic questions as well as potential questions. Interviews are often failed due to lack of preparation. You will need to ask yourself simple and fundamental questions: what is the key information you need to have before going to the interview? What are the requirements of this position? What are the qualities you need to have, show and especially demonstrate? This questioning will allow you to approach the interview with more serenity and self-confidence. A vital piece of advice: an interview is managed like a football match. You will have to show discipline, entrepreneurship, commitment and above all manage it until the very last minute. Particular attention should also be paid to the first and last thirty seconds. And don't forget: a question is not a fireball. It's an opportunity to score.
Should you follow up with the recruiter for feedback or a final decision?
You can ask the recruiter at the end of the interview when you will be able to have their feedback to get an idea of the timeframe. A reminder beyond the deadline announced by the recruiter will not hurt as long as it shows interest and motivation for the company and the position. That said, you should not harass the recruiter with several follow-ups, as this can be taken or interpreted badly. Sometimes, the urgency of recruitment is revised downwards and deadlines are postponed. You must remain attentive while remaining available and courteous. If you are not contacted immediately, this does not mean that you have been rejected.
What advice do you give to applicants?
Put yourself in the recruiter's place (or rather in their chair) before coming to your interview. A cross-check with the necessary overlaps will make your task easier during your interview. In general, a recruiter is looking for someone operational and quick. You must demonstrate your ability to meet the requirements of the position. Of course, you are not supposed to master all professional aspects, but you must demonstrate your ability to learn and understand quickly while integrating into the new fabric. One last piece of advice, you must enter into a logic of: what can I give instead of what can I get. Many candidates motivate their interest in joining the company they are applying to by the desire to learn instead of the desire to contribute to its success. This is a legitimate "selfishness" in the eyes of the applicant, but one that could be fatal in the eyes of the recruiter.
Published August 3, 2010
Posted online August 23, 2010
ode.ma
It's a real dilemma for these future executives. So, they must know that this year is an exceptional year because this holy month coincides with August and that most decision-makers took their holidays in June and especially in July. Therefore, there is no harm in applying during this period to maximize the chances of being recruited. But how to capture the attention of recruiters, especially during this summer period?
The answer is simple, and moreover our consultant Mohamed Benouarrek developed below that a good application is always well perceived. Having held the position of HR Director for several years in multinational companies and large groups, this expert advises applicants to prepare a well-crafted CV and cover letter to attract the attention of the HR manager or manager, arouse their curiosity and encourage them to request an interview. And maybe during this exploratory interview, the interviewer will offer a position that matches the job seeker's skills. This is not impossible, since companies now, for the most part, have reviewed their recruitment methods. They are looking for profiles that can fill a position and contribute to the development of the business. It is no longer enough to have diplomas, but certain criteria related to personality, adaptability, and perception of the future and the role to be filled within the company are determining criteria during recruitment.
Today's young people must be aware of one thing: good recruitment is a real strategic issue, for the simple reason that decision-makers are increasingly aware that employees are the company's most valuable asset. And for good reason, with equal technological weapons, it is the quality of the teams that will make the difference in the face of competition. Thus, by surrounding themselves with good employees, by retaining and valuing them, from their recruitment to their departure, the company will have put all the chances on its side to succeed. It is still necessary to learn how to manage teams so that everyone feels valued, becomes aware of their role within the company and is led to become an efficient employee while finding real fulfillment in their work, underlined Benjamin Chaminade, author of the book "Attract and retain the right skills".
"A successful cover letter and CV can convert an interview into a recruitment."
Expert opinion • Mohammed Benouarrek.
How to capture the attention of a recruiter or HR manager?
The first challenge in this sense remains to convince the recruiter to invite you to an interview. At this stage, the cover letter and CV remain the only showcase for the applicant. It will therefore be necessary to succeed in differentiating them from the dozens, or even hundreds of applications received per month. Cloned cover letters and CVs that resemble documents circulating in the job market are not likely to particularly attract the recruiter's attention. Some candidates unfortunately remain on a quantitative approach, "watering" companies with their applications without worrying about the quality of their CVs and cover letters, or their relevance to the position and the company in question. A limited number of well-crafted, targeted and customized applications are likely to have a better return than a hundred nebulous applications. A cover letter conveying your true motivation for the sector, the company and the position (in a funnel) demonstrating how your background has been consciously directed towards the position in question can make the difference compared to a standard copied and pasted cover letter. Also, a CV that meets the specifics of the position after careful and thorough reading of the announcement can well catch the recruiter's attention and invite them to make the first decision: to invite you for a first interview. It should be noted that, sometimes, even if the application does not correspond to a current need, and if the cover letter and CV are well done, the recruiter may invite you to an exploratory interview that you can convert into recruitment. With a good CV and a convincing cover letter, the applicant can not only seize job opportunities, but also create them.
What is the challenge after being invited for an interview?
If you are invited for an interview, it is because you are most likely eligible for the position to be filled. At this stage, the candidate must prepare their interview well by trying to dissect the text of the job advertisement, find out about the company and the sector, and if possible, who the interview will be with. For example, an interview with the HR manager is prepared differently from an interview with the direct or indirect manager or with the CEO. Each of them has their own angle of vision and background of expertise. The HR manager, except in exceptional cases, focuses on interpersonal skills, possibilities of internal redeployment, potential, adaptability to internal culture, etc., while the direct manager examines the technical aspects and explores the relational aspect: can I collaborate with this person? Can this person find a place among the existing team? Several interview simulations should be carried out by preparing the classic questions as well as potential questions. Interviews are often failed due to lack of preparation. You will need to ask yourself simple and fundamental questions: what is the key information you need to have before going to the interview? What are the requirements of this position? What are the qualities you need to have, show and especially demonstrate? This questioning will allow you to approach the interview with more serenity and self-confidence. A vital piece of advice: an interview is managed like a football match. You will have to show discipline, entrepreneurship, commitment and above all manage it until the very last minute. Particular attention should also be paid to the first and last thirty seconds. And don't forget: a question is not a fireball. It's an opportunity to score.
Should you follow up with the recruiter for feedback or a final decision?
You can ask the recruiter at the end of the interview when you will be able to have their feedback to get an idea of the timeframe. A reminder beyond the deadline announced by the recruiter will not hurt as long as it shows interest and motivation for the company and the position. That said, you should not harass the recruiter with several follow-ups, as this can be taken or interpreted badly. Sometimes, the urgency of recruitment is revised downwards and deadlines are postponed. You must remain attentive while remaining available and courteous. If you are not contacted immediately, this does not mean that you have been rejected.
What advice do you give to applicants?
Put yourself in the recruiter's place (or rather in their chair) before coming to your interview. A cross-check with the necessary overlaps will make your task easier during your interview. In general, a recruiter is looking for someone operational and quick. You must demonstrate your ability to meet the requirements of the position. Of course, you are not supposed to master all professional aspects, but you must demonstrate your ability to learn and understand quickly while integrating into the new fabric. One last piece of advice, you must enter into a logic of: what can I give instead of what can I get. Many candidates motivate their interest in joining the company they are applying to by the desire to learn instead of the desire to contribute to its success. This is a legitimate "selfishness" in the eyes of the applicant, but one that could be fatal in the eyes of the recruiter.
Published August 3, 2010
Posted online August 23, 2010
ode.ma
