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  • Request for Recommendations (for Young Recruiters)

    How often you have a vague feeling of uncertainty after a regular interview? It seems to you that a candidate is eligible; he has made a good impression and has a solid work experience. But still you have some doubts as to his future employment in your company. What are your actions then?

    The best way to help yourself clear things up is to request for recommendations. The procedure is rather simple and you will need few minutes to get the most truthful information. During an interview you find out information about a candidate’s work experience, functional authorities and responsibilities. Ask a person to give you the contact numbers of his previous places of employment, reasons of dismissal, general review of each place of employment and his own work. Try to discuss pluses and minuses of his previous jobs, his own perception of contribution to the team work, relationships with colleagues and a general impression he has left. After an interview pick out one telephone number of a candidate’s previous place of employment, the description of which seemed to you the most doubtful and improbable. But be careful not to waste your time and effort. If you just call and ask to tell something about their ex-worker, it’s most likely your inquiry will be disregarded by a common phrase, “Oh, yes, he is a good manager and a nice fellow”. And maybe your interlocutor won’t even try to recall whom you are talking about. To save your time and get the most truthful information during the telephone conversation with a candidate’s ex-employer follow this scenario:

    1) Introduce yourself: “Hello, I’m a recruiter of a …..Company. My name is …..”
    2) Tell a person about the aim of your calling. This is a crucial moment in obtaining truthful information: “Your ex-worker, …. (his name), applies for a job in our company. He has told us several facts concerning his working period at your firm. Could you please confirm or disprove his words? ». Stick to this exact wording, because the person who hears it will think: “Oh, that’s interesting. Let’s see what he has told them!”
    3) Enumerate some important things about the candidate’s job he has told you during an interview (first of all his own professional achievements at that post.) And if your applicant has given a false colour to something or has exaggerated the results of his professional activity or other facts, be sure his ex-employer will certainly tell you about it.
    4) When you have got a general answer, try to go into details: “Can you specify some results of his professional activity? As compared to other staff? How his achievements and the scope of work were changed in the course of time?”
    5) Then ask your interlocutor to assess the candidate’s job according to the scale from 1 to 10, where 1 is “very bad” and 10 is “ideally”.
    6) Ask if the candidate was often absent because of illness or some family problems; or has often made stupid mistakes, which cost the company money and resources. It is proven that what we call unproductive employees are predisposed to frequent diseases and other troubles.
    7) And finally the last question: “Would you take him back if he were eager to come back to your firm? ”

    And of course, try to listen carefully to WHAT and HOW your applicant’s ex-employer answers, because sometimes we can get even more information not from the words but from the tone of voice and intonation. So if your interlocutor gave positive answers at all points, we congratulate you on recruiting a new skilled worker!

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