Top 7 mistakes Recruiters make in the age of social media


Have gone the days when it is a must to provide contact details for references in the CV.
I can still see that most of the HR professionals and recruiters :
1- Demand reference contact details to verify the details of the candidates.
2- Look for contacts from an old employer silently in different ways.
3- Use same old same old tricks of psychological, behavioral and other aspects of personality by making candidates wait for a while before the interview.
4- Waste most of their notes on education and degrees of the candidate.
5- Ask same questions in the same pattern, what do you know about our organization, why did you not write your birth date in the resume you sent us, etc of the non-sense.
6- Be too much provocative to discover the psychological, pressure, etc of the useless Recruitment old school theories.
7- Criticize or scan, read and go in detail about each and every line in the printed CV at the time of the interview, worse if it is in front of the candidate.

Today the game is totally different. Most of the candidates if not all are obviously connected online and their timelines can tell more than the CV printed document. It is important that the interviewer does his/her homework and review the CV and the candidates’ profile/s online to know more about them. It is better if the interviewer be practical and go through the session in a smooth flow and make it brief , as long interviews are always distracting and get candidates to lose focus. Nothing is classified today and organizations are fully exposed online, so no need for this to be questioned by the interviewers.

While the mentioned ideas are not so welcomed by candidates and job applicants today, still some new waves of hope are around and in good numbers. To show a good picture for this, are the young and smart professionals in recruitment and the way they dynamically conduct interviews at Glowork ,  ” is a local start up with too much buzz and glowing achievements scored in a time span of two years. It helps women find jobs in Saudi Arabia”, I hope to see more recruiters and HR professionals shift gears and adapt to the rapid change we see in the human knowledge evolution today.

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