Hicron’s Human Resources department prepared answers to questions which are of greatest interest to the job applicants
After the talk with the recruiter the phone falls silent. You do not know how to properly prepare for the task requested of you to qualify for the position. Is it OK to call and ask a few questions? Often times you sacrifice this opportunity so not to appear intrusive. Is this the right course of action? Hicron’s HR department prepared five questions that are most often NOT asked by applicants.
An invitation to the interview is a reason to celebrate: your CV has been noticed and selected to go through to the next qualification stages. This marks the beginning of a game with a new job at stake. As in any game, here doubts can also surface. Hicron has prepared a short manual which should prove useful, but not only for IT specialists.
Question 1: I am looking for a job, my current boss is not aware of this. Can I ask you not to contact my current company?
At times it happens that recruiters decide to verify CV information with previous employers. However, the current boss does not know about their employee’s plans and such a call could cause quite a stir. What does the HR department say?
We are aware of the fact that looking for a new job while being employed is a delicate matter. For that reason we do not contact the current employers during the recruitment process. A possible call might be made further on during the latter recruitment stages; but only with the applicant’s consent. A good way of handling this is to emphasise this point in your CV regarding your current employer. This would make it clear to the recruiter that contact might bring about some undesired consequences – says Marta Zerka, Hicron’s HR Specialist.
A phone call or an email with a verification request is seldom requested. The main reason for this is that when parting ways with an employee, personal feelings could get in the way and the boss could write an unfavourable reference. This is why HR departments usually rely on information gathered during interviews and recruitment tasks.
Question 2: I have been assigned a task to complete but I have few questions. Can I ask them?
Any assigned task is an important element of the recruitment process and has the goal of verifying a candidate’s particular skills. Often times during the completion of the task some doubts arise. Is it better to leave them be or should we rather take the plunge and ask the recruiter?
A request for further clarification is not unwelcome. This demonstrates that the candidate deems it important to complete the task thoroughly and is not afraid to ask for help and is especially well received if the position in question relies heavily on teamwork. It is always better to dispel concerns since a badly executed task eliminates an applicant from the recruitment process – says Marta Zerka.
Question 3: I am curious what perks are offered by the company. Can I ask about this during the interview?
The work life and environment for many companies, especially those of a complex structure, often involves a wide range of perks for employees.
The matter of perks is unduly viewed as tactless by applicants. These benefits however, like private health care, sports cards or language courses, are elements of a company’s good image and constitute an important motivational factor for the employee. This is why we always mention them in job offers and during interviews – explains Marta Zerka.
Question 4: I was supposed to receive the reply yesterday, but the phone remains silent. Should I call the recruiter?
“We’ll call you back by the end of the week”: this sentence establishes a kind of deadline in the mind of an applicant. If you are enthusiastic and hope to get the job, each delay from the employer’s side can be very stressful. You think to yourself: should I call the recruiter or not? Interest in the recruitment progress works in favour of the applicant, it is important though not to go overboard. Numerous phone calls and emails, especially before the deadline, might show you in a bad light.
A professionally-orientated recruitment process is the best trademark for the company; which is why the recruiter should keep pre-defined deadlines. If the phone doesn’t ring you should not stress out since reasons for the delay might be quite trivial, for instance, the person responsible for the decision may be on a business trip. It is better to give the company an extra day or two and if there is no reply, contact the HR department by phone or mail – says Marta Zerka.
Question 5: I did not get the job and I want to know why. Was the salary I asked for too high?
The rejection of the applicant always poses the question: why? Once the recruitment process is finished it is helpful to request the reasons for the negative decision. Answers to this question might prove invaluable for the candidate.
If the applicant wonders about the reasons of rejection and if too high financial demands had contributed to that, it is beneficial to ask that question. It can help in negotiating a salary in the future. Substantive opinion will also dispel any doubts and provide appropriate conclusions regarding future applications – explains Marta Zerka.
Financial negotiations are often regarded as the hardest part of the recruitment process. Even before the interview is scheduled it is worth establishing the so called “salary bracket”, which will limit the range of salary negotiations. Crucially, these limits should not be modified. An applicant, who at the beginning of negotiations asks for a higher figure and later starts to lower it and asks for significantly less than initially suggested, and if subsequently employed, will make it known, often in a short timeframe, that the lower salary is insufficient. The result of this is that they will start looking for another job elsewhere.
The current job market is deemed as an “employee’s market”. Despite that, finding a job takes skill, and an ability to handle the recruitment process is priceless. If you have any doubts it is always advisable to ask the contact person any questions you happen to have on your mind and as applicants, you will be able to consciously decide on employment matters and avoid misunderstandings.