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Tag: recruitment

Cut through the noise and identify real experts who actually get things done

Many people struggle with this, especially now when everyone has a polished CV, LinkedIn title, a fancy website, or a polished social media profile claiming they’re a “guru” or “specialist.”

Here are a few ways to cut through the noise and identify real experts who actually get things done.

Track Record Over Talk

Look for results, not just words. Have they solved real problems? Delivered measurable outcomes? Helped others achieve success? You can ask questions such as “Can you show me examples of your work?” or “What did you achieve in your last project?”

What Do Others Say? (Reputation)

Trusted referrals are gold. What do clients, peers, or people from the industry say about them? Remember, true testamonials come from unexpected people in unexpected situations or places.

Do They Ask the Right Questions?

Real experts don’t jump to solutions instantly. They ask smart questions, dig deeper into your problem, and customize their solutions. They sometimes say, “I don’t know, but I’ll find out”.

Depth Over Hype

They speak with clarity and depth, not just buzzwords. If someone can explain a complex concept in a way that makes sense to you, that’s a strong sign they know their stuff.

Test Small, Then Go Big

If you’re hiring or working with someone, start with a small project or trial period. If they deliver value early, it’s a good sign.

They Keep Learning

Real experts are always learning, adapting, and improving. They stay current and aren’t stuck in outdated methods. You can ask questions like “What’s the latest thing you learned or tried in your work?”

These are just a few points. You can utilize the ones you prefer to strategize and succeed in your recruitment.

Salary Transparency – Reality, Trends, and Possible Candidate Pitfalls

Salary transparency is still a fresh concept in Sri Lanka. While it’s not yet widespread, we’re starting to see some early trends emerge locally as companies experiment with openness about pay.

Is There a Real Trend in the World?

Yes, salary transparency is a growing global trend, especially in places like the U.S. and Europe, where laws and worker expectations are pushing companies to share pay details. A real-world example is Buffer, a tech company that adopted full salary transparency in 2013. They publicly share every employee’s salary online, from the CEO to entry-level staff. Buffer says this openness builds trust and boosts job applications, proving it’s not just a passing fad but a shift toward fairness and accountability in workplaces worldwide. Sri Lanka might be behind, but the global movement could inspire change here too.

Benefits of Sharing Salary in Job Ads

Posting salaries in job ads can attract the right candidates. People who know what they want and won’t waste time if the pay doesn’t match. It also cuts recruitment effort by filtering out mismatches early, saving companies time and resources.

Challenges with Transparent Salary

However, transparency isn’t all smooth sailing. One challenge is employee morale. As an example, at Reddit, which removed salary negotiations to promote fairness, some workers still felt uneasy comparing their pay to new hires, showing how openness can spark tension. Another issue is competitors poaching talent. If a rival firm sees your salary range, they might offer more to lure staff away.

Possible Candidate Pitfalls

Candidates need to watch out for tricks too.

Bait and switch recruitment: Some companies post high salaries in ads but never hire. Their real goal is to look like a top paying company.

Selective transparency: Organizations might display salaries only for their highest-paying roles while keeping compensation for average positions undisclosed.

Range manipulation: Some employers post extremely wide salary ranges (e.g., “50,000-120,000 based on experience”) that provide little meaningful information

Salary transparency is creeping into Sri Lanka, following a real global trend. It promises better hiring and trust but brings challenges and pitfalls too. For now, both companies and candidates here need to tread carefully as this idea takes root.

Knowing the Status of Your Job Application: Is It a Right or a Privilege?

Have you ever applied for a job and waited weeks or even months without hearing back? You’re not alone. Many job seekers face this frustrating situation, and it often leaves them wondering: Do I have the right to know the status of my job application? Let’s break this down in simple terms.

Job Applications: A Free Commodity, Not a Paid Service

When you order food through Uber Eats or track a package from an e-commerce site, you expect updates. Why? Because you’ve paid for a service. But job applications are different. Applying for a job is free. Companies don’t charge you to submit your resume or attend an interview. Since it’s a free process, some argue that candidates can’t demand updates or transparency. After all, you’re not paying for the service.

But here’s the thing. Just because something is free doesn’t mean it shouldn’t come with basic courtesy. While companies aren’t legally obligated to share application statuses, doing so can create a positive impression and build trust with candidates.

Exposing Application Status: A Company Decision

Whether or not to share the status of a job application is entirely up to the company. Some organizations have automated systems that send updates at every stage, like “application received,” “under review,” or “position filled.” Others prefer a more personal touch, where recruiters or hiring managers communicate directly with candidates.

The approach a company takes often depends on its values and resources. Automated systems are efficient, but they can feel impersonal. On the other hand, human interaction takes more time and effort but can leave a lasting positive impression on candidates.

The Culture of Ghosting: A Sri Lankan Perspective

In Sri Lanka, ghosting, a suddenly cutting off communication without explanation is a common practice, not just in dating but also in professional settings. If someone doesn’t want to deliver bad news or feels uncomfortable saying “no,” they might simply disappear. This cultural tendency often spills over into recruitment, leaving job seekers in the dark about their application status.

While ghosting might seem like the easier option, it can harm a company’s reputation. Candidates who are ignored may share their negative experiences, which can deter others from applying in the future.

A Solution for Transparency

At ITPro.lk, we believe in the power of human connection. Our platform allows recruiters to manage candidate application statuses and notes internally, but we also encourage them to communicate these updates to applicants. Whether it’s through automated emails or personal calls, keeping candidates informed is a small step that can make a big difference.

What’s Your Opinion?

So, is knowing the status of your job application a right or a privilege? While it may not be a formal right, it’s certainly a matter of respect and professionalism. Companies that prioritize transparency and communication not only stand out but also build stronger relationships with potential employees.

What do you think? Should companies be more transparent about job application statuses? Or is it okay to leave candidates waiting without updates? Share your thoughts in the comments below!

Other Side: Things Job Applicants Never Tell You

While we’ve explored the less-discussed aspects of the recruitment process from the recruiters’ perspective, it’s equally important to consider the other side of the equation- job applicants. Just as recruiters have their unspoken realities, job seekers also have things they rarely disclose during the hiring process. Understanding these hidden truths can help both recruiters and employers build more authentic and productive relationships with potential employees.

The Applicant’s Unspoken Realities

Current Job Satisfaction

What They Say: “I’m looking for new challenges.”

What They Mean: “I’m unhappy with my current job, boss, or company culture.”

Why It Matters: Knowing this can help you understand their motivations better and assess if your company can truly offer what they are seeking.

True Career Aspirations

What They Say: “I’m excited about this position.”

What They Mean: “I see this job as a stepping stone to something else.”

Why It Matters: Recognizing their long-term goals can help in offering roles that align better with their career paths and increase retention.

Strengths and Weaknesses

What They Say: “My biggest weakness is that I’m too much of a perfectionist.”

What They Mean: “I’m mentioning a safe weakness to avoid appearing incompetent.”

Why It Matters: Digging deeper can reveal true areas for improvement and how they handle challenges.

Reason for Leaving Previous Job

What They Say: “I’m looking for growth opportunities.”

What They Mean: “I left because of conflicts, dissatisfaction, or job insecurity.”

Why It Matters: Understanding the real reason can help in assessing their fit within your organization’s culture.

Work-Life Balance Preferences

What They Say: “I’m flexible with working hours.”

What They Mean: “I need a job that respects my personal time and family commitments.”

Why It Matters: Being clear about work-life balance can help attract candidates who align with your company’s policies and culture.

Salary Expectations

What They Say: “I’m open to discussing salary.”

What They Mean: “I have a minimum salary requirement but don’t want to seem greedy.”

Why It Matters: Having an open and honest discussion about salary expectations can prevent future dissatisfaction and turnover.

Company Research

What They Say: “I’ve researched your company thoroughly.”

What They Mean: “I’ve skimmed through your website and read a few reviews.”

Why It Matters: Providing more information about your company’s culture, mission, and values can help candidates make more informed decisions.

Bridging the Gap

Just as recruiters try to understand and mitigate biases in their processes, job seekers often aim to present the best version of themselves, sometimes glossing over less favorable truths. To make better hiring decisions, both parties can benefit from open communication and mutual understanding.

For Recruiters

  • Encourage Honesty: Create a safe space for applicants to share their true aspirations and concerns.
  • Ask Open-Ended Questions: This can help reveal more about the candidate’s genuine motivations and experiences.
  • Provide Clear Information: Be upfront about job expectations, company culture, and growth opportunities to help candidates make informed decisions.

For Job Seekers

  • Be Transparent: Honesty about your career goals and expectations can help you find a job that truly fits your needs.
  • Research Thoroughly: Understanding the company’s values and culture can help you assess if it’s the right place for you.
  • Communicate Needs: Clearly express your requirements for work-life balance, career growth, and other important factors.

By recognizing and addressing the unspoken realities on both sides, we can work towards a more authentic and effective hiring process. After all, transparency and honesty are key to building trust and ensuring long-term satisfaction for both employers and employees.

The Unspoken Truths About Recruitment, What They Never Tell You

Listen to what people say, but understand them by watching what they are doing.

This golden strategy unlocks many opportunities in identifying needs. When applied to recruiters, it provides valuable insights into their processes and priorities.

Who Are the Recruiters?

We refer to the individuals within an organization involved in shortlisting your CV, conducting interview panels, and making decisions about your salary and hiring confirmation. They play a crucial role in matching candidates with job vacancies.

Job Vacancy Advertisements is The Tip of the Iceberg

Job vacancy advertisements often focus on the hard skills required for a role. However, there are many unspoken requirements and preferences. Understanding these can give you a significant advantage.

The Interview Focus

About 80% of interviews focus on evaluating the candidate, leaving very little time for the candidate to learn about the company and the team they will be working with. This imbalance can leave candidates unaware of the full scope of the company’s needs and culture.

Unspoken Factors in Recruitment

Profile Picture in Your CV: Including a photo on your CV is a debated topic. The general recommendation is to include a picture if your appearance is relevant to the role. However, it’s fine to have or not have a photo. If someone shortlists your CV based on a positive impression of your photo, that’s great. If they decide not to choose you based on your photo, it’s also fine, you likely wouldn’t fit well in their environment anyway.

Sexual Attractiveness: While it may be uncomfortable to acknowledge, physical attractiveness can play a role in hiring decisions. Studies have shown that attractive individuals are often perceived more positively and may have an edge in job interviews. This isn’t fair, but it’s a reality in many workplaces.

Your Personality: Your personality creates an emotional response in others, which can influence their decision-making process. This response varies depending on the personalities of the interview panel. Positive feelings during interviews can increase your chances of being selected. Interviewers document their feedback using factual information, but these facts often stem from their emotions, even if unconsciously.

The Realities of a Competitive Job Market

In highly competitive job markets, your CV might sometimes go unnoticed among many applications. This is not necessarily a reflection of your abilities but can be due to recruiters’ oversight or the sheer volume of applications.

Emotional Decision-Making

No matter how skilled you are, hiring decisions are often influenced by personal preferences and emotions. Recruiters tend to select candidates they feel a connection with.

Solutions

It’s important to acknowledge that not all recruiters fall into the pitfalls mentioned above. Many recruiters and hiring managers are aware of these potential biases and actively work to mitigate them in their processes. Probably we could discuss them in a new article.

Moving Forward

Understanding these dynamics can help you navigate the recruitment process more effectively. Stay true to yourself, present your best qualities, and remember that finding the right job is also about finding the right cultural fit.

Do you have anything in your mind? Feel free to share in the comments section, and let’s discuss!