RECRUIT
Factual feedback
Chloe Collet of YPI Crew talks about the need for feedback from every party involved in the recruitment and hiring process
F
eedback is a word used daily in every recruitment office in the world and yachting is no different. Yacht clients, crew candidates, everyone is expecting feedback from the recruiter with regards to a job order or profile submission.
As a recruiter, providing feedback to candidates and clients alike is a vital part of our job and requires multiple skills.
Feedback to candidates invariably starts with the registration process and advice and suggestions with regards to the candidate’s Curriculum Vitae. What needs to be modified, how to best present one’s profile to stand out from the crowd. Each department is different and recruiters help candidates tailor their experience and presentation to best match the candidate’s ideal role. This is a time-consuming process and not only linked to layout and presentation but also and most importantly to skills, qualifications and experience. Candidates should make the most of the personalised advice they can seek in an agency where a recruiter’s input is personalised and human. Not a Chat Box nor programmed Artificial Intelligence’s response to standardised questions!
Trust your recruiter: they know the current market and the client’s requirements and have one ultimate goal which is to get you an interview. Don’t fear what may appear as criticism, it is only in your interest. Posting your CV on multiple online websites may not necessarily improve your chances to obtain a job, it may only lead to frustration and feelings of rejection when no feedback is received for your submissions.
Feedback to candidates also continues in the job interview process. Experienced recruiters will take the time to prepare their candidate for an interview, run through possible questions and suggest alternative methods to tackle difficult questions.
Interviews can be stressful and having a trial run allows you to better articulate why you are the right candidate for that particular position. Build a relationship with your recruiter to be your partner, not just someone who sends your CV.
Once you have interviewed don’t forget to follow-up and let your recruiter have your feedback. Communicate with your recruiter about what you felt went well and where you believe you did not perform as well as you could have. This will not only help you to have a better understanding why you may not be eventually selected but also to ensure you have the skills to reply in a further interview should you have a second or third interview.
“Experienced recruiters will take the time to prepare their candidate for an interview and suggest alternative methods to tackle difficult questions”
If you get the job great, if not, review the possible reasons with your trusted recruiter. Don’t be shy to ask questions: what was the competition like? Were the other candidates better qualified, did they have any special skills or interests that may have made the difference? Review your communication skills, do you need to practice talking about yourself, your background, your goals and experience? Additionally
remember that an interview is also visual. Did you dress for the role you wish to fill, was your professional appearance in line with the information you had regarding the yacht. Each yacht is different and as in the corporate world each yacht has its own culture. A yacht’s culture can be relaxed and friendly or more formal and structured. Don’t take the rejection personally, look instead at ways to improve your professional yachting profile. Be better prepared for the next round, change elements that need it and above all be confident in your abilities. Talk to your recruiter if you feel overly disappointed or rejected. Recruiters have a first-hand experience of how to deal with rejection and can in some cases share feedback from the yacht’s perspective as to why you were unsuccessful. Keep positive and build a relationship with a considerate recruiter who will offer constructive feedback at each stage of your job search and interview process.
ONBOARD | SPRING 2022 | 153
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