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nlike a(aaa)ll the other articles on how to be a good human resources recruiter, this time we weren't talking to experts in the field. Yes, we went to talk to the candidates/interviewees and asked them about what they least like about an HR professional. So if you work as an HR recruiter, this article is for you.
1. Questions about the candidate's kids
This type of question illegal, because it can be discriminatory, and also most candidates know this these days.
The problem is that we've all been asked about it at some point. Correction: all women have been asked about it.
There is no right way to approach this topic. In fact, there is: don't ask - ever! These are personal questions and, I remind you, they are illegal.
Do not ask the candidate if they want to have children, or details about the children's age or gender. Or even if there is the “intention to have more”. Or who takes care of them when they get sick or who will stay with them during work trips. The family logistics of each person does not concern neither the HR recruiter nor the company.
2. No information about salary
“I solemnly hate that they don't mention the salary range of the position in the job ads”, declares Maria Mano, UX & UI Graphic Designer.
The salary topic is very important. However, many companies seem to prefer to shroud this information in enormous secrecy. Others treat the issue as secondary, as if the candidate had to be grateful to be able to work there. This is very wrong.
And what about organisations that present themselves as "market leaders" and with "above average growth", but then say they are in a phase where "we still can't afford to pay this much" and/or offer an internship and/or the minimum wage to perform more qualified tasks?
Informing the candidate about the salary is a way of pre-selecting candidates. In addition, it is something that reveals a lot about the company - what you consider fair, the transparency with which you work and the way you value your employees. In addition, according to some studies, it is a way of guaranteeing a balanced salary between different professionals.
Informing the candidate about the salary is a way of pre-selecting candidates. In addition, it is something that reveals a lot about the company - what you consider fair, the transparency with which you work and the way you value your employees. In addition, according to some studies, it is a way of guaranteeing a balanced salary between different professionals.
The same goes for compensation. Offering benefits that cover trips to the gym or SPA, access to massages or visits to the psychologist, for example, is a way of adding value to the “emotional salary”.
3. Lack of professionalism
A good HR recruiter has to be interested and well prepared: read the resume beforehand, ask questions related to the job, etc.. And, preferably, without yawning. Or without chewing gum. Or without answering the cell phone in the middle of the interview, as happened with Simone Nunes (former receptionist).
Then there are more extreme cases and a huge lack of sensitivity, such as what happened to Carla Pinto, a jurist and HR manager, who recalls that, when in an interview she said she was an oncological patient, her name was crossed out - “Yes, during the interview! Yes, in front of me!", she describes. When working with people management, being tactful is essential.
4. Not providing feedback
This goes hand in hand with the previous point and is a common complaint: the absence of the “no”. Is it that hard to send an email, even if it is automatic, to communicate that "you were not selected"?
It's even worse when the candidate has already done one or more interviews, exercises, used their time preparing, and doesn't receive any feedback later.
5. Questions about the previous job
It's one thing to want to know what the candidate used to do and even ask to share their achievements - but not more than that. It is not right to put the candidate in a position where they have to make comments about a former company or former managers and colleagues.
Besides the ethical issues and the discomfort, what exactly is intended with this type of question? After all, if they say something bad, they will end up being catalogued as indiscreet. On the other hand, if they say something nice, it may raise doubts about them leaving the previous company.
6. Projections
Why do recruiters continue to insist and want to know where the candidate will be in ten years?
The labour world is no longer the same and, today, professionals hardly sees themselves staying for ten years in the same company or even staying in the same role.
While the purpose of the question is understandable, it may be better to prepare it in another way, asking directly about the candidate's ambitions.
While the purpose of the question is understandable, it may be better to prepare it in another way, asking directly about the candidate's ambitions.
For an employee to live happily ever after, it is important for HR to take these considerations into account. Today, the way the selection process is conducted also says a lot about your company. In addition, a good job is a way for professionals to elevate their career and the company they represent. After all, that candidate is a potential employee but also a potential client and brand ambassador.
Whatever the future of work, values such as professionalism, humanity and dignity can never go down in history.
The end.
