We all know about the current job climate– that there are more jobs than candidates, right? But does this mean that candidates can treat Recruiters however they see fit?
Naviga’s Recruiters are busier now than they have ever been in the last 20 years. Our Recruiters have a high volume of positions that they are working for employers worldwide. They are speaking to many candidates daily and constantly evaluating their effectiveness, results, execution ability, behaviors, and tenure to determine if they are worthy of being presented to our clients.
As an executive search firm, our number one priority is to have candidates remain with our customers long-term. We do not want to select candidates who will only last for 90 or 120 days. We place professionals who will stay with these organizations for many years and grow into leadership roles or continue to be the top leader in the organization based on their success.
The evaluation skills of Naviga’s Recruiters require discernment, toughness, pivoting, high volume evaluating, and being able to choose the best of the best when deciding to submit the top candidates to our clients.
As a candidate, knowing this discernment insight is essential. Candidate’s need to understand that every interaction that they have with a Naviga Recruiter, even if it’s friendly, laughing together, sharing experiences, letting your guard down, that we’re always evaluating and making selection decisions.
At every single moment, the Naviga Recruiter is always evaluating other candidates against their current pipeline. No matter how successful a candidate has been in their current organization, we are watching current behaviors in the recruiting process. An example of the critical behaviors that we watch are; how fast a candidate is getting back to us, following through with their commitments to our process, disposition, grammar, friendliness, communication style, etc.
Always keep a high level of professionalism and treat us as if we are the employer of choice. Candidates should move forward and use this perspective to their benefit in the recruiting process. The impact will have a positive effect on your candidacy.
