Zmień język / Choose Language / Ablösung Sprache / Choisir la langue Polski English Deutsch Français
Recruitment process, how to tame it

Before you sign the dreamed contract, recruitment process will be awaiting you. Depending on the company profile it’s going to be more or less complexed, nevertheless it’s main goal remains to gather as much information about you as possibile in a way that your qualifications and potential will match future position. Obviously gaining such knowledge during one meeting is a breakneck task, therefore there has been some research done on certain helpful methods applied by recruitment specialists to allow them quick and competent evaluation of the candidates’ skills.

What is the point of using some of those methods and whether they really increase the knowledge about the aplicant is a matter of dispute. Are they suppose to be effective means of finding things out or do they merely fill in the gaps of poor recruitment strategy? We pose a question then: where exactly lie the boundaries of absurdity and incompatibility of the recruitment processes to it’s initial goals, and also, which way do we go when we find ourselves in such an odd situation?

Already searching for offers can become pretty misterious since some job agencies publish adds without revealing the hiring company’s name. It’s an open secret though, that agencies that at the given moment don’t have many errands and they are merely simulating actions while in actual fact thay’re at a standstill engage themselves in such practices. They also sometimes do it to build or expand their data base.

Among people searching for work there are some legends spread about questions asked at interviews that baffle even the best of best, to say the least. Opinions about such questions differ drastically. Not less mesmerising seem beheaviours like arriving late (we talk here 30 min to an hour) to the interview, which apparently is a common practice at some agencies. Contrary to what has settled in parts of the trade, these are not innovative and modern assessment methods, but rather common rudeness and lack of professionalism. Therefore, in general, please do not take lack of manners for unconventional recruitment techniques as misleading as it can be.

Less controversial than being late but still quite surprising for the aplicant are questions very much not contected with aplicant’s profession nor with the position he/she applies for. Examples of some of them: „Why is a manhole cover round?” or „Which place on Earth would you like to see soon and why?”. An answer to it poses quite a challenge to the candidates since it doesn’t concern directly their professional skills and one can immidiately sense a catch over here. One realises it’s a way to test abstract thinking abilities or reaction rate to unusual sitiuation so it is quite stresfull to give answer knowing the consequences. Recruitment specialists emphasize though, that usage of questions like „If you were a superhero, which one would it be and why?” often can’t be substantially justified because most of the recruiters aren’t enough qualified to be able to analise and conclude such matters. As an effect the assessment of such question comes down to personal opinion of the HR official and is not measurable in any way.

Correct interpretation of personal aplicants choices like: which animal would you like to be? or what kind of an object would you take with to a deserted island? requires significant scoped psychological knowledge which hardly any recruiter possess. So in most of the cases those questions are pointless and they give away an unprofessional worker. Unless we are lucky enough to find ourselves in hands of one in a milion that is really qualified for his/hers job adn really is able to make a use of such questions. There is also a possibility that mere point of those questions is to lead us away from well known paths of recruitment thinking and to check  how well we adapt to new situations. In such case every possibile answer is good and it will prove our wit and brilliance, no deeper psychological analisys in the background.

Of course it’s fairly difficult on the candidates side to assess whether the recruiter might be or not one of the rare kind of professionalists, so usually it’s useful to aproach the interview corectly and try to gather as much information as possibile about the person that will be interviewing with us beforehand. Important facts for us would be: how many people will be present at the interview, what is their position, what are their duties and authorities. In short, it will pay off to make an effort and find out who we will be dealing with just to have a chance to prepare for the meeting and to gain a realistic picture of our future interlocutor. That always helps, now doesn’t it?

When you as a candidate encounter a recruiting person who will give him/herself away with little competence by not showing lacko f respekt or using highly controversial methods, remember: it’s you who makes the decision of terminating or continuing such conversation. It’s understandable that a prospect of employment is at stake and the result depends on the impression will give to the company representative. Nevertheless there are some boundaries to everything and we should also remember that recruitment process itself gives a testimony to the company as well. So maybe we should carefully consider whether controversy at the interview will lead us to undertake a satisfactory employment opportunity or on the contrary?


Sława Wyrwa-Combrinck

City of Work Team





Image: Ambro /


Remember me (?)
Forgot your password?
staże i praktyki
Latest offers directly to your e-mail address. Receive it free.
Universities more schools

Terms and Conditions | About us | Contact details | City of Work - Quality of the Year 2012

Career Office / 2011. All rights reserved.
Our channel facebook
Zmień język / Choose Language / Ablösung Sprache / Choisir la langue Polski English Deutsch Français