J – Judgement – Katrina Collier
Did you know, though, that if you have that little tick box that asks about a criminal conviction that 70% of companies will admit that they judge against somebody who ticks the box? Yet here in the UK, 50% of the criminal convictions for men are for driving offences, and only 8% of people with a criminal conviction actually go to jail.
Extraordinary, right? Yet we judge against them. That’s the recruitment process. So why am I talking about judgment? I mean, who am I, Katrina Collier, to think I have any right to talk about it?
Well, my expertise falls in candidate engagement. And the fact that most recruiters are completely unaware that they’re being judged. They forget that the candidates are looking at them and they’re looking at their company. So you need to make sure you look like you’re worthy of somebody’s time, like your opportunity and your company is worthy of somebody’s time like your hiring managers look worthy of someone’s time. Because you’re being judged.
So my recommendation as you go into 2019 is to focus on that, to make sure that you look worthy of someone’s time, that you’ve got the knowledge that you’re not wasting their time because you are being judged.”
Use the I.C.E learning workout below to help you use this video with your team.
Ideas to Consider
- Judgement is at the heart of the job of a successful recruiter.
- Recruiters have to judge people objectively and legally
- Clients judge candidates on what the recruiter says sends and they see through their own recruitment process
- Recruiters are themselves being judged by clients and candidates.
- How well do we know how what criteria our clients judge our candidates on? the CV, testing, social media profiles?
- What questions could we ask clients to better understand the criteria clients judge candidates against.
- What to candidates and clients look at online to judge us?
- How might what clients and candidates hear on a phone call that may negatively affect their judgement towards us
- What are the 2 things we could each to improve how people judge us on-line and after phone conversations?
- Each consultant to over the next day to ask 5 clients or candidates what judgements they may reach from looking at your Linkedin profile?
- As a team discuss what judgements your clients had made about your profile and what impact these judgements may have on your success.
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The candidates that reach the interview stage require extra effort – you need to sell them the role, as much as they need a new workplace. Unfortunately, this is where many recruiters fail.
After reviewing all the applications, choose the candidates who will go to the interview phase. These selected applicants will initially undergo a phone interview. The phone interview’s purpose is to save the recruiter’s staff and time by eliminating candidates. The most qualified ones will receive a notification, either by phone or e-mail that they will be scheduled for a face-to-face interview.
I have read your article complete, I found it very informative and useful article,
Thanks for sharing this content…
Rather than relying on AI to make qualitative judgments, we can — and should — use AI primarily to free up human recruiters to apply their own judgment. Where AI for recruiting really shines is in the realms of sourcing, mitigating bias, and automating communications.
This is very useful info. we cant use AI for judgment. Robots cant talks to a person and engage them as human can. The recruiter should always engage with the candidate