If you have been out of work for a while, been made redundant, been looking for a while or are anxious from all the negative recession media coverage, it is easy to lose confidence and feel dejected. When this happens, fear can stop you from taking action. For some, the Recruiter seems to hold all the power and control over their personal situation and as a result stress builds up around their perceived “helplessness”.
If this sounds familiar to you, then I want you to remember that the “decision to hire” is a real leveller to the balance between the applicant and recruiter:
Taking on a new person is a risk. The size of the risk will be determined by the position being recruited and / or the size of the organisation, but a risk nevertheless.
The right employee will be an invaluable asset. They will hopefully develop the company further, perhaps increase its turnover, reduce costs, refine processes, save time, increase efficiency or maintain its position. They could affect its attitudes, sway its direction, determine its culture, improve its environment, contribute to its achievements and solve its problems.
As all methods of recruitment have some cost, the wrong “fit” will at the very least have been an expensive mistake. It could of course be much more. The wrong person could set the company back, jeopardise its business (either existing or future,) lose it invaluable time in a competitive market, sabotage its plans, or even break its processes. The wrong personality could upset the team that may result in existing staff loss, employees whose experience maybe irreplaceable. The effects of a bad hire could be felt for some time to come. Poor decisions, especially strategic ones can have a ripple effect that may be felt years down the line.
The Recruiter has the responsibility to make the hiring decision and the potential employee will reflect upon them. Just like inviting a friend to a family party, your guest’s behaviour could change opinions held about you. Many will hold you responsible. So the Recruiter is aware that any decision they take could have an impact on their own position and career. You could, therefore, argue that they have as much as, in some cases possibly more, to lose or gain than you. The balance of power is much more even than you could have first anticipated.
If you bear this leveller in mind, you can assist the Recruiter throughout the process to take the leap of faith they require in order to recruit you into the post. Essentially though, if you can demonstrate to them that you are part of the solution and not the problem, you would have gone a long way to securing that role.