Hot HR topics

“Candidates ask, recruitment consultants answer” - part 1

Our monthly rubric “Candidates ask, recruitment consultants answer” is oriented to answer all the inconvenient questions related to searching and finding the perfect workplace. The questions are collected anonymously through a questionnaire. Afterwards, we share the answers here with you. They are given by our recruitment consultants who face a variety of cases from the human resources sector on a daily basis. Nora Naydenova, Process Improvement Manager in HRS Bulgaria, gives answers first:
1. My professional experience includes many but short term placements since in almost all cases I was employed on a temporary contract for a fixed period of time. Mostly, the employers perceive this as inconsistency even though they don't know the reason behind it. How can I avoid this issue?

It’s a fact that most HR specialists on the employer’s side take no more than 1-2 minutes to review the candidate's CV - extremely insufficient time to understand all the details about the employee’s experience and skills. Our advice is to make a note in your CV that you have been working on temporary projects. You can do that by writing next to the name of the role  - “temporary assignment”. Thus, you state clearly about the type of work you have taken and every recruitment specialist looking at your CV will be able to see the reason behind the change of your workplace.

2. How well do recruitment consultants know about the specifics of the role and its operational functions?

In order to be successful, the recruitment consultant is well prepared and knows about the nature of the role and its functions. It is no coincidence that in most companies the HR specialists go through various training sessions where they learn about the specifics of the different job roles on which they will be focused. Moreover, typically in the HR agencies, some consultants specialise to work within specific industry fields (for example, marketing and communications, sales, accounting, finance, IT and others). In that way, they know the requirements and trends in these fields very well.

3. How to negotiate for a higher salary without proposing any specific figures?

In case you do not want to disclose your current salary directly, you could always say that is confidential. It’s reasonable to ask for a raise in the new salary within 20-30% and most of the employers are well aware of that. Our advice is always to provide an approximate range of your expected salary, which varies with 500 BGN net. For example, if your goal is to have a net salary of BGN 2500, you may give an estimate of BGN 2400 - 2900 net amount. Usually, employers choose something in the middle and thus there is a room for negotiation.

4. I decided to completely change the work industry. How to convince employers that I am a serious candidate, despite the lack of a sector-specific experience?

Changing the industry you work in has always been a hard and challenging task. Unfortunately, most of the employers don’t give a chance to people who make this type of change. The key point here is to prove that you have a real interest in the sector - by investing time in studying and involving yourself with some practical courses. Also, make sure to include the accomplishments in new projects in your CV to prove that you learn and absorb new information quickly.
The best way to get started is by finding an entry-level position in the industry which you prefer because it does not require much experience. For more information and tips on how to change the job industry, you can get in touch with our recruitment consultants.

5. When I am applying for a job online through different websites, is there a legal deadline for me to receive an answer as to whether I have been approved?

Sadly, there is no such legal regulation for a specific period in which the companies should provide an answer. In most cases, if you don’t receive any response within 2 working weeks, it’s highly likely that they have chosen another candidate. Of course, there are always exceptions and it’s possible there to be another reason for the late response. However, in most cases, 2 weeks is quite enough for the employer to review all applications and select the people they want to continue the hiring process with.

We believe this information will be useful to you regardless of whether you have asked the questions, as it answers widely discussed but unanswered questions from the human resources sector. In the coming weeks, we will continue to share more questions and answers. If a question just popped up in your mind, please feel free to share it with us and we will address it within the next few weeks.