recruiter – The Remote Internship.Com

Win the negotiation with your recruiter

If there is something that worries a person facing a selection process, it is the time of the interview, because it is there -mainly- where the candidate can be discarded. However, there are some tips that can help you have good results with the recruiter.

Win the negotiation with your recruiter.

María Paula Murcia, director of e-hunters, affirms that neuronegotiation is the ability to negotiate while understanding the interlocutor. Be clear about how he behaves, how he captures information and how he makes decisions. Actions, attitudes and non-verbal language are key inputs to understand such behavior.

Beatriz Elena Ríos, senior consultant for e-hunters, assures that neuronegotiation helps make our negotiations much more effective. “For example, if the recruiter touches their hair or nose, the idea is that you copy that movement.”

Ríos explains that out of eight movements that your interviewer makes, choose three and copy them. Of course, do it during the interview, but give a time frame of about 11 seconds after he does the action, so he doesn’t notice. With this exercise you can generate empathy and make the interview or the selection process much more enjoyable and effective.

The expert exemplifies a kind of negotiation. “If the interviewer tells you that they need a person who is knowledgeable in digital innovation, goal-oriented and has the ability to work in a team, reply: ‘I fully understand that you need someone who knows about digital innovation and who can get along well with other people. at work’”.

What Ríos refers to with the previous example is that it is advisable -when responding- to repeat some phrases expressed in the question by the interviewer. That is one way to persuade when negotiating. Obviously, it must be very subtle to be effective, otherwise it can have adverse results.

Other tips for negotiating in a selection process are, for example, controlling anxiety, listening, being clear that what they offer is what you like and are passionate about. In addition, having the salary aspiration identified, since that speaks of the safety of the person and how they value their work.

It is essential that you present your ideas, that you show negotiation paths, but you should always remember that the one who has the power and makes the decision is the recruiter. He gives ideas, but don’t impose them.

For his part, Murcia, expresses that in order to be able to project what one wants in an interview, it is key to know oneself. Know what your strengths and weaknesses are and be able to highlight them without exceeding yourself. In addition, it is vital to know the company and the person who is going to interview you.

“If we take the time to understand and understand the people/interlocutors with whom we interact on a daily basis, it will be easier to make what we seek and want happen, both at a professional and personal level,” concludes Murcia.

It is important to keep in mind that applying all of the above can give you a plus in the selection process, and make you stand out from the other candidates.

What is seen besides the resume

“Apart from the resume, in a selection process the attitude of the person is validated and non-verbal language influences. In addition, the tone of voice with which you answer the questions is taken into account. It is also detailed that the person knows the place where he wants to go. In a selection process, not only experience and study matter. In the same way, it is important that the candidate is aligned with the DNA of the organization”, assures Beatriz Elena Ríos, senior consultant for e-hunters, a company specialized in talent search and selection.

Sign up for the workshop: How to achieve an effective interview?

One course will take place on September 17 from 7:00 a.m. to 11:00 a.m., and the other on September 27 from 4:30 p.m. to 8:30 p.m.

Value: 490,000 COP + VAT. The workshop is paid once to attend a 4-hour session.

Workshop content:

In this workshop attendees will be able to:

– Build a good professional profile

– Highlight your skills and interests on your resume

– Understand what a recruiter evaluates

– Resolve doubts and myths around selection processes

– Obtain tools to enter the labor market stronger than ever

Keys to understanding the “blade” recruiter

In the interview the recruiter or selection professional will delve into the candidate’s capabilities, knowledge and experience. This individual may be the person who allows you a chance to get a job, but it is also possible that it will become your nightmare.

Although not all interviews are the same, there are questionnaires related to the field of work that are predictable. But do not be trusted, there are recruiters “blade” that make the aspirants suffer.

To find the right person, recruiters must know very well the sector and the company for which they work and, of course, who they require, doing interviews that discover all the strengths and weaknesses. “As interviewers, we usually validate reasons for retirement from previous work or salary aspiration, also on the type of goals, which should agree with the organizational culture of the company to which you apply,” says Andrea Ocampo, recruiter of Summar.

Through his attitude and his questions, the interviewer can be spare, serious or distrustful, because he needs to emphasize those profiles that are best suited to vacancies, allowing himself to “push” a little more to find the right one, not only professionally, but also psychologically.

Therefore, “when a candidate comes out of an interview with a difficult recruiter, you almost always have the feeling of having done a bad interview, but it must be taken into account that many times the attitude to evaluate the candidate in times of pressure is predetermined,” says Alejandro Paz, executive director of Adecco Professional.

“Difficult interviews help to understand how a certain sector or company works and overcoming them is a great task,” complements Carolina Forero, Marketing and Communications Manager of Hays Colombia.

Finding this type of “blade” recruiters can also be an advantage for the interviewee, in case he does not keep the position or cannot advance in the selection process. In addition to testing your knowledge, your reaction and response, it also allows you to better prepare for future interviews.

Keep in mind that the interviewer’s attitude toward you can be a strategy to know your reactions. Remember thatquestions with a discriminatory tinge have no place in the interview. You must answer in front of your recruiter as long as the questionnaire “is related to the work of the position you want to approach and the work experience,” says Forero.

The questions “related to expectations, level of adaptation and problem solving, personal challenges and what you can contribute to the company from your experience and knowledge can be more complicated, because they allow analyzing strengths, weaknesses and behavior during the day to day of the candidate,” warns the expert of Hays Colombia.

The sectors that most use the figure of the “blade” recruiter “generally, are the technical and highly specialized areas, which require ensuring suitable profiles that work with specific concepts, work under pressure in remote places or in the same way in positions of great financial responsibility,” says Alejandro Paz, executive director of Adecco Professional.

“The financial sector is one of those that most requires caution when selecting personnel, here it is taken into account that the candidate is not reported in risk centers or that they do not have a background that may affect their resume,” adds Ocampo.

Finally, apart from the attitude and your security in terms of your own knowledge, you must make a self-reflection, thinking about how you will contribute professionally to the company to which you apply, and the possibilities that exist to do a good job in the position. These are the keys you need to face any type of recruiter, because you never know who you are with at the time of the interview.