2023-05-04 15:52:21
Job search advice
According to the study “The Future of Work 2023″ carried out by job search site Monster, 1 in 4 candidates is ready to abandon an application process if there are too many interviews. If companies adapt accordingly, the challenge remains the same for candidates: convince the recruiter and stand out. Decryption with Romain Giunta, Marketing Director of Monster France.
How is the relationship of candidates to the recruitment process changing?
I think it’s not only the relationship to interviews that is changing, it is more generally the relationship to work that has changed in recent years. We also have a job market that has turned completely upside down, with more job offers than candidates, who can therefore be more demanding. This impacts both the expectations and benefits that companies can offer candidates, but also the application and interview stage. When a candidate applies for the same position and on a similar salary within two companies, one of which imposes a three-month recruitment process, the choice can be quickly made.
That’s the whole point, candidates need transparency and efficiencye. We advise companies to specify on their offers if they have a recruitment process that can be fast, and if it takes a long time to explain it in full transparency, so that the candidate knows what to expect.
Companies are reviewing their ways of proceeding, but for candidates there remains the difficulty of getting an interview. What advice do you give them?
Indeed it remains difficult, especially with the volume of advice and help that can be found on the Internet today to better build your CV and learn how to highlight your interview skills. A recruiter can receive a lot of CVs every day and spend twenty seconds on each one. So we advise to bet from the beginning of your application on the adequacy of your profile with the position, on the adaptation to the expectations of the company so that this is obvious for the recruiter. The first advice is therefore classic: have a careful reading of the offer and formulate your CV and application accordingly, bet on soft skills. A recruiter will very quickly see if the CV is a lambda CV, sent as is to all the companies on the market. Ditto for the cover letter, even if we practice it less and less. I most often advise to transform this into a motivational email, to introduce yourself via a shorter, more personalized and more attractive message. And then the difference will be made during the interview stage, where it will actually be necessary for “the magic to work”.
Read also: In interview: Highlight your achievements!
How to react and understand when you get no response or negative feedback on an application?
You already have to understand and know what market you are operating in, if there is a lot of competition. As a first step, I already advise to think about following up with the companies or the recruiter, by email or via LinkedIn to ask for feedback, an explanation to understand why the application was not selected, so as to adapt for the future. This is also why we encourage recruiters to provide as much feedback as possible, if possible in a personalized way. What I also offer candidates is to have their CV proofread by an outside person. By a work colleague, a former internship supervisor, an active acquaintance in his sector… A person who can have a critical and constructive look at the CV.
We are never safe from a company that has recruited someone else whose contract is broken during the trial period or for any reason. And coming back to ask for feedback and call back your application can come at the right time.
The interview stage is dreaded by more than one candidate, how to approach it well?
It is true that the interview is something very stressful for candidates. It should not be approached as an interrogation, but as an open conversation with the company and the recruiter. If the exchange turns into an interrogation, it is rather a sign that something is wrong with the company on your side.. It must be remembered that the recruiter is an employee of the company like any other who does his job and overcomes this psychological barrier. Then, of course, you have to prepare for your interview, without learning sentences by heart to avoid the lack of naturalness. The candidate must know how to speak in the interview about the skills he has mastered, in line with the job description, but also about the skills that he still needs to develop. and how he could develop them in this business.
The interview is also a moment that allows the candidate to establish whether or not there is a match on his side, it is also up to the company to convince the candidate, and don’t forget it!
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