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Additional Posts in Ask A Recruiter - Advertising
TBWA NY recruiter?
Ok be honest, candidates. I really love this set of questions, I’ve been considering shifting my current interview style to these questions - I think they really give you an idea of who this person would be within the work setting. But the questions almost feel too deep for a recruiter to ask. What would you think if a recruiter took a different path and asked these questions instead of the usual ones?
https://blog.shrm.org/blog/9-interesting-interview-questions-that-actually-reveal-a-lot-about-candidat
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Get it in writing. Always. People leave, situations change. All that matters is having it in writing. Timing, goals you need to achieve, promo and salary adjustment. Otherwise, all you have is a handshake.
Guarantee they won't put it in writing. And even if they did, a "review" guarantees absolutely nothing. Get what you want upfront or assume (and be ok with) it won't happen for 1 - 2 years.
I have been in a similar situation, did not get it in writing in the letter, and they told me they didn’t have to honor it if it wasn’t in writing. I don’t think you need to know the exact goals in the letter, just the fact that you’ll have the meeting/opportunity!
Sorry you had to go through that!
I did this without it in writing. They knew I’d leave if it didn’t happen. Proved my value out of the gate to make sure they wanted to keep me, and had the promotion right on time. May have given the company too much faith without it formalized, but I had a good rapport with my hiring manager so felt like we were in a clear agreement
I did this in writing and it never happened. Granted it was 6 months into the pandemic and we were all on pay cuts. But I just wouldn’t count on it unfortunately