Read Part 1 here.
More than creating your own personal brand and being proactive in reaching out to recruiters, our speakers also shared more about the recruiting process and answer some of the major concerns when it comes to getting hired. Here were some key concerns that were being raised at our webinar on 10th June:
Q: Why do many hiring managers not send rejection notifications even when they have clearly gotten the position filled? Do you think it is a practice should be changed given that it is now easier to send out rejection notifications?
A: There are a few reasons over the inability to send out rejection notifications. Candidates who get interviewed will normally receive a rejection notification, which is the standard market practice. If you do get a rejection, it is normally a customisable template employed by the recruiter. Although not receiving notifications is also common, as there can be up to 500-600 job applications for a given role.
Sometimes, the selected candidate is on probation for the first 3 months. Then if they are not suitable, they may want to call up the other candidates. Hence, they might not want to send rejection notifications yet.
Q: For Claire, what are the odds of getting an internship at EY? What do you look out for when you assess applicants under EY?
A: “To assess the odds” sounded like a numerical tabulation needs to be done. I don’t think it will be a fair gauge for everyone in that case. Overall, we look for a fit. Internships are an assessment platform for us to do conversions into full-time hires. For internships, we are trying to project and visualise for ourselves whether the internship candidate can potentially be a full-time employee. The selection process for the individual interns will depend on the proficiencies and cultural fit of the candidate. We take in interns on a yearly basis as we want to provide conversion opportunities for them.
Q: Do you use any pre-screening software to filter your candidates?
A: At the first layer of filtering, we try not to label a candidate by grades. Our preliminary filtering is based on relevant keywords displayed in their resume. Thus, resume is very important. Riding on what Fiona has shared, LinkedIn is also very important as these records are a proof of validation of your competencies. In addition, there is a lot of people that we have have to screen through and interview. In order to further validate their competencies, we might invite them down for a face-to-dace interview. If they are applying for technical roles, we have in-house tests to evaluate their competencies.
Q: Will a candidate be penalised if they apply for multiple roles? What will be the perception of the hiring manager if the candidate displays interest for multiple roles?
A: The Campus Recruitment Team is a small team, we tend to work very closely with each other. If we know the candidate’s profile has a potential fit for other roles, we usually do a courtesy check. It is by exploring where they potentially fit that we discover their interests and motivations for applying to the roles that they have indicated interest in. If their motivations are validated, applying for multiple roles makes sense if they are able to convince us and show that their application to multiple roles is not a desperate attempt to land a job. Ultimately, it boils down to the thought behind applying to multiple positions. This is to be fair to all candidates who are applying as interviews tend to be scheduled back-to-back. We need to know where your priorities stand in order to avoid internal conflict over the roles you have applied for.
Q: How should I prepare for my interview with the hiring manager?
A: Firstly, get to know your interviewer. Find out who will be your interviewer through their social media. You will get an initial impression of how they are like before you meet them in person. Look out for some common questions that will be asked during the interview and prepare for them. The most common question that tends to be asked is “Tell me about yourself.” It is a question that tends to be guaranteed in most interviews. Leverage on that question to display your motivations for applying and showcase your suitability for the role that you are applying for. Another question that will be commonly asked would be, “What are your strengths and weaknesses?” It is a favourite question asked by hiring managers. Frame your weaknesses as areas of improvement that you are currently working on and display actionable steps that you are taking to work on them.
Q: How important is the cover letter in job applications? Do most companies disregard it in the application process or are they considered as well? How can I make sure that my cover letter stands out from the rest?
A: You have to understand the recruiting process at the different levels of screening job candidates. At the first round of screening, given the large volume of job applications that are coming in, a cover letter may not be a top consideration. However, it depends on the company. There are some companies who use cover letter as a screening criteria. You would notice that some of the companies would request the candidates to complete certain questions as part of the job application criteria to validate the candidate’s motivations in order to differentiate a homogenous pool of candidates. Ultimately, the hiring managers make the final decision. At the later stages of the interviews, you will get to meet the hiring managers. By that time, the pool of job candidates will have been reduced drastically. Every contact point that you have with the hiring managers will create an impression of yourself. Do take that into consideration and think of how you can distinguish yourself in that cover letter. The best way to distinguish yourself is to present yourself as the most relevant candidate for the role that you are applying for. Think about how the company’s mission and values attracts you and let us know how you have come to that conclusion. That would paint a more concrete picture for us to remember you for.
Thank you Richa, Fiona and Claire for taking the time to share your insights with us on the recruiting process! It was an insightful discussion getting to know more about the recruiting and hiring process. As we have seen from the insights that were shared, it is not enough to only get good grades. To stand out from the rest of the crowd, one has to constantly adapt and be prepared for the needs of the ever-changing job market. If you would like to find out more about how to stay relevant in today’s job market, do check out our telegram bot (or search @matchubbot on telegram). Stay tuned for more exciting content and webinars to come!
Read Part 1 here.