How employers get recommendations
Employers mainly use 2 methods:
Candidates are asked to provide letters of recommendation from previous places of work, and then they selectively check their accuracy by contacting the contact person.
Unbeknownst to the applicant, they contact the former authorities or colleagues of a candidate for a vacant position. In many areas of activity, for example, in banking, managers know each other and easily find interesting information about former employees.
Live oral reviews are definitely more valuable than written recommendation letters.
Why do employers recommend
1. Check information from several sources
The approach, as in journalism. Reviews from the previous place of work help to find out several points of view about the personality of the candidate, his competencies and professional knowledge. Therefore, it is important that there are several recommendations.
2. Pay attention to the features of the candidate
For example, his recommender notes that a person has some difficulties in adapting to new people, the leader will pay special attention to this during the period of adaptation of a beginner to the team.
3. Find a definite answer to the question about achievements
It happens that a candidate is lost during an interview, because it is difficult for him to tell, for example, about his achievements. The recruiter has a question whether the person will cope with the tasks, in this case, feedback from previous employers can significantly help.
Or, conversely, the candidate painfully talks about his merits at the previous place of work, the employer has doubts that he wants to dispel.
Checking the recommendations, employers obviously do not want to find a catch, but if the information announced at the interview is radically different from a few reviews, you will have to explain: why didn’t they bother the former employers or why they told a lie.
How do recommendations affect a job decision?
Differently. But certainly reviews are not taken absolutely literally, because recommendations are most often subjective in nature, as people give them. For example, a candidate can be described as a risk-averse and skeptic - at first glance, the review is not the most attractive. But given the composition of the team, such a person can be indispensable if all the employees there are generators of ideas.
“We are trying to talk with a colleague, find out why he thinks so, and not otherwise. In any case, the decision to hire a person on a recommendation does not go without a standard evaluation procedure, ”says Felix Kugel, vice president and managing director for CIS, ManpowerGroup HR Corporation.
Moreover, recommendations from the series “I could rely on him / her” or “I was comfortable working with him / her” are divided into two. Because such characteristics of the candidate are dependent on the personal qualities of the person who voices them.
“Positive and constructive recommendations have a real impact on the choice of a candidate. It is unlikely that they will be the most important factor in this case, but they will definitely help to make an informed decision, ”admits Elena Evstyukhina, head of the group of consultants for the selection of personnel at Ankor personnel holding.
But candidates should not rely only on excellent reviews, as it comes to recommendations only at the final stage, and interviews and possible test tasks precede it.
Employers mainly use 2 methods:
Candidates are asked to provide letters of recommendation from previous places of work, and then they selectively check their accuracy by contacting the contact person.
Unbeknownst to the applicant, they contact the former authorities or colleagues of a candidate for a vacant position. In many areas of activity, for example, in banking, managers know each other and easily find interesting information about former employees.
Live oral reviews are definitely more valuable than written recommendation letters.
Why do employers recommend
1. Check information from several sources
The approach, as in journalism. Reviews from the previous place of work help to find out several points of view about the personality of the candidate, his competencies and professional knowledge. Therefore, it is important that there are several recommendations.
2. Pay attention to the features of the candidate
For example, his recommender notes that a person has some difficulties in adapting to new people, the leader will pay special attention to this during the period of adaptation of a beginner to the team.
3. Find a definite answer to the question about achievements
It happens that a candidate is lost during an interview, because it is difficult for him to tell, for example, about his achievements. The recruiter has a question whether the person will cope with the tasks, in this case, feedback from previous employers can significantly help.
Or, conversely, the candidate painfully talks about his merits at the previous place of work, the employer has doubts that he wants to dispel.
Checking the recommendations, employers obviously do not want to find a catch, but if the information announced at the interview is radically different from a few reviews, you will have to explain: why didn’t they bother the former employers or why they told a lie.
How do recommendations affect a job decision?
Differently. But certainly reviews are not taken absolutely literally, because recommendations are most often subjective in nature, as people give them. For example, a candidate can be described as a risk-averse and skeptic - at first glance, the review is not the most attractive. But given the composition of the team, such a person can be indispensable if all the employees there are generators of ideas.
“We are trying to talk with a colleague, find out why he thinks so, and not otherwise. In any case, the decision to hire a person on a recommendation does not go without a standard evaluation procedure, ”says Felix Kugel, vice president and managing director for CIS, ManpowerGroup HR Corporation.
Moreover, recommendations from the series “I could rely on him / her” or “I was comfortable working with him / her” are divided into two. Because such characteristics of the candidate are dependent on the personal qualities of the person who voices them.
“Positive and constructive recommendations have a real impact on the choice of a candidate. It is unlikely that they will be the most important factor in this case, but they will definitely help to make an informed decision, ”admits Elena Evstyukhina, head of the group of consultants for the selection of personnel at Ankor personnel holding.
But candidates should not rely only on excellent reviews, as it comes to recommendations only at the final stage, and interviews and possible test tasks precede it.
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