WHAT RECRUITERS REALLY WANT… The requirements that don’t make it to job ads often become deciding factors for recruiters during job interviews. Ankita Shreeram lays the floor open for leaders to tell candidates what they really want from them

SUBHASISH BISWAS, GLOBAL HEAD – BUSINESS EXCELLENCE, WIPRO BPO 

LINK THE JOB WITH YOUR MID-TERM PROFESSIONAL GOALS: 
While in a dynamic business environment, projecting too much into the future is difficult. A candidate should be aware of how the new opportunity can present a ‘win-win’ for the organisation and him/her. This is even more critical in case one is exploring an industry/service line change. 
KNOW YOUR INTERVIEWERS: 
Typically, the interviewing style and orientation of a professional HR manager will be different from that of the business manager. While the HR manager will be evaluating the people angle primarily, the business manager will study the candidate’s business alignment potential. Based on this understanding, the candidate should frame the answer. 
 INTEREST V/S DESPERATION: 
How do you conduct yourself? Do you display ‘interest’ in the role being offered or show ‘desperation’ for the job? There is indeed a fine line separating the two, but it calls for maturity to make the distinction.

 

RITUPARNA CHAKRABORTY VICE PRESIDENT, INDIAN STAFFING FEDERATION 

SHOW BRAND ‘YOU’: 
The first impression you make on your potential employer can do wonders for you. You should know how to sell yourself amidst other candidates. Emphasise on the work you have done and the achievements that set you apart. 

DISPLAYING AMBITION ISN’T A BAD THING: 
Your knowledge about the industry in which you want to work and your zest should reflect how ambitious you are. Let everyone know that you have already set targets for yourself and your plans to achieve them. 
ESTABLISH TRUST: 
It is very important for every job candidate to try to establish trust with their potential employer within a meeting. Try to be honest about your previous experiences and future plans.

 

SK DAS CGM (HRM), BANK OF BARODA 

OVER-QUALIFIED CANDIDATES; DO NOT APPLY: 
We don’t really look for high qualifications. It’s easier to mould people who are not over-qualified. Besides, the chances of attrition are higher with candidates possessing greater qualifications. 
 DISPLAY A SPIRIT OF ENTREPRENEURSHIP: 
In the banking business, you are entrusted with the task of making people’s money grow, which is a lot like managing a business. Candidates who can work independently always have an edge. 
YOU COULD HAVE AN EDGE IF YOU ARE A ‘SMALL-TOWN’ CANDIDATE: 
Candidates from humbler backgrounds and Tier-II cities tend to be more down-to-earth. They also have greater aspirations. They are also less likely to leave the company for greener pastures. 

 

Source: Ascent

Date: 23rd October 2013

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