Importance of Creating Candidate’s Persona for Interview

Recruiter: Hi Rahul, my name is Nitya, and I have called you for a job opportunity with one of my clients, are you looking out for a job right now?

Candidate: Hi Nitya, not actively, but can you share the JD on mail and I shall get back to you once I go through it.

Recruiter: I shall share it for sure, but would you like to know more about the work profile?

Candidate: I am a bit held up right now, can we have a call later, please!

Boring conversation, isn’t it?  Yet most recruiters end up doing the same.

As a recruiter, one can always save himself/herself by saying that the candidate wasn’t interested, but did he/she truly try and convey the idea properly and persuade the candidate with the first greetings itself?

The answer is NO.

In recruitment, it is important to understand that this industry is very fragile compared to any other across the globe. The essence is:

“One person needs to convince the second, to work for/with the third”

As a candidate, one would always want to listen to something interesting about oneself first, a few good pointers and then jumping into the matter would help in breaking the ice. It is always necessary to understand the mood, schedule, situation of the person before ringing him/her.

With millennials being the lion’s share of Employer’s/Recruiter’s target audience now, one doesn’t really need to worry if it is a start-up for which he/she is hired. It majorly depends upon the approach we take to convince the potential employee.

When a bird builds its nest, it travels long distances with twigs many times and only then does it finally end up with a nest. During the course, many times the twigs fall, but the bird never stops till the nest is built. The end goal is to build a nest, but with every twig it carries, it has a target to make sure it reaches the destination.

“The short-term goals we set, help us to achieve the long term and bigger goal”

With respect to recruitment, the short-term goals could be:

  1. Building the Brand of the Employer
  2. Ensuring that the candidate is interested
  3. Engaging the candidate for interview processes
  4. Creating a Persona for Interview
  5. Post Interview Engagement, making sure the candidate joins
  6. Feedback on work culture

With all the six points mentioned above covered step by step, one can easily have more number of closures, and a better aura created around the candidate.

“No human is a product to be just sold by words, one needs to always add value to make things happen”.

If an employer feels it is a tedious task, it is suggested to outsource the same to specialists to create a brand image and build his/her team with talented individuals.

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