In my experience, the smaller a company is, the more experienced its reps are at recruiting -- but not always. That's logical if you think about it, because they usually have a smaller budget, go to fewer events, and therefore have one or two of the same people doing all their events. That means they get a lot of experience and practice.
With larger companies it's a totally different story. They usually go to a lot more events and need a lot more people to help at those events. Often those people lack experience.
This is why I am very comfortable with saying there are as many poor recruiters out there as there are good ones, simply for the fact that many don't do it enough to have the experience and practice needed to develop into good or great recruiters. This is reality. And the reality is that recruiting is a talent and a skill that needs to be practiced often to get better.
Experience and repetition is critical for recruiters to develop the skills and techniques that enable them to wade through a sea of candidates to consistently find the very best. It takes a substantial and continuous amount of practice and learning to grow and get better. How can you get better if you only do it once a year? Even a better question: How can you call someone a recruiter who only does it once a year?
Now you might be asking, "Why is this important to me?" Because it helps you understand the importance of preparing for poor or inexperienced people that are functioning in some capacity as a recruiter. If you get one of them, which I figure is about a 50-50 chance, you need to ensure that you do everything you can to prevent them from making a mistake.
This is exactly why I teach candidates and give seminars across the country. Job seekers need to format their answers so, no matter what the experience level or training of the recruiter or interviewer, the candidates give a complete answer that needs no probing or follow-up questions.
This is also why I train recruiters. They need to know that most, year-in and year-out, will not give them enough detail in their answers. The recruiter needs to know how to ask probing, follow-up questions to get the detail that they need to fairly assess a candidate's answer. However, I can train all I want, but I can't be in the room or at the booth to hear what's said. That is why the job candidate needs to prepare.
So tell your story in such a way that recruiter will want to "champion" you. Make your interview answers so great that the recruiter will take "championing" you personally -- regardless of their experience.
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