Some months ago, I was phone screened for a Senior Recruiter role with a Fortune 500 retail company. During the phone screening, which lasted 75 minutes, I talked for roughly 10-12 minutes. Instead of digging deeper into the responsibilities of the role I applied for, the Recruiter spent most of…Continue
(Reposted from Make HR Happen 6/15/2012)
I wrote an article last week where I mentioned that one of…Continue
This post originally appeared on the SkillStorm blog: www.skillstorm.com/blog
If you’ve been feeling like it’s taking longer for companies to hire, you’re not imagining it. In a labor market where there are more applicants than positions, a new trend is emerging – companies waiting to hire the ‘perfect’ new hire at the perfect salary. It can…Continue
Added by SkillStorm on June 14, 2012 at 10:35am — No Comments
Hello all, and thanks for taking a minute to read this....I'm struggling to get my interviewing times down from 60 minutes to 30 minutes for in person and phone, and my phone screening times down from 30 minutes to 10 minutes or less.
I've tried being more aggressive in controlling the interviews better (I'm overly nice and I allow a lot of wasted chit chat because I am sympathetic to those seeking employment - I'm working on finding a balance that is true to me yet keeps me…Continue
Looking for Predetermined responses can cost you candidate!
Throughout my career there is one thing I have noticed out of novice recruiters, interviewers, HR personnel, companies who are young or in experienced with hiring and recruiting and hiring managers. That is the "predetermined response". The predetermined response is the response the person asking…Continue
Added by Dean Da Costa on May 30, 2012 at 7:18pm — No Comments
Since 1981, I have worked with over 3000 hiring managers across the United States. Most of whom have never been trained how to effectively interview. If they haven’t been taught how to interview, they certainly have not been taught how to select the best fit. Therefore, they bring their own unique interview techniques and questions to the interview party. Of course, the candidates bring their own special treats to the interviewing party; and I will share some of those also. Doesn’t it…Continue
Added by Bill Humbert on May 29, 2012 at 7:03pm — No Comments
Answer: It depends.
Scenario: You're a mid-career job seeker and have been applying for jobs left and right. Due to the competitive market, you have expanded your initial local search to include 5-7 key markets throughout the US. You start to make headway, and after gaining momentum, are invited…Continue
Added by Maisha Cannon on May 29, 2012 at 12:30am — No Comments
Completing the final classes to earn your online degree is an exciting time. It can also be nerve-wracking as you prepare for job interviews. You may feel unprepared, especially if you are moving into a new industry. Luckily, there are common job interview tips that apply across a variety of fields, even if you’re trying to change industries after earning a business degree online or an online criminal justice degree.
1. Dress the Part. Flip flops on the beach are…Continue
Added by Crystal T on May 25, 2012 at 2:00pm — No Comments
OKay we have read interviewing 101, we have read BTOS, and we have read conducting the interview. Now Feedback
At the end of your interview you should be able to say whether you think this candidate should be hired for this job or not. But do not just stop there, also state whether this candidate should be hired for another position you may be aware of. A key to remember is, that…Continue
Added by Dean Da Costa on May 23, 2012 at 1:51am — No Comments
Imagine that you have recently interviewed for the position of your dreams and walked away confident that you would receive a job offer. Professionally, there are very few greater feelings than sincere optimism about obtaining a role that could significantly advance your career. Now consider that, despite your outstanding qualifications and presentation, you find out that another candidate has been selected for the position. As you contemplate what could have possibly gone wrong, you…Continue
During the interview your goal is to gather information so you can make a solid hiring recommendation. It is important to remember that candidates come from a variety of sources. Not all candidates want to interview with Your Company. In some cases, we have persuaded them to consider Your Company and come meet with you. Always read the mail from the staffing consultant on the morning of the interview to learn more about the circumstances of this candidate. Perhaps they are a referral, a…Continue
And how to integrate video interviewing into your hiring process
Video interviewing will never replace the in-person, one-on-one, final interviews needed to ensure a potential employee is the right fit for your company's culture. But it can be an extremely valuable tool to find top talent faster and improve the overall quality of hires.
In an upcoming webinar hosted by MBA Focus, in partnership with InterviewStream, employers will…Continue
Added by Ryan Pratt on May 11, 2012 at 3:55pm — No Comments
Since 1981, I have worked with over 3000 hiring managers across the United States. Most of whom have never been trained how to interview. Therefore, they bring their own unique interview techniques and questions to the interview party.
This is the beginning of a series of quick stories that my candidates have experienced. The names have been changed - if there is even a name attached. Of course, the candidates bring their own special treats to the interviewing party and I…Continue
As executive recruiters we are frequently tasked with facilitating the hiring process for employers. Making the right hiring decisions is critical for employers, especially with respect to senior-level positions. Of course, in practice, it is impossible to guarantee that the right decision is made 100% of the time, but following some simple guidelines can help increase this probability. The Abacus Group has compiled a list of mistakes made by employers during the applicant selection process…Continue
Added by Gregory Saukulak on May 1, 2012 at 11:48am — No Comments
“Give me a job, give me security… give me a chance to survive…”
I don’t normally let candidates get to me. I’ve recruited in good times and bad, been screamed at, threatened, called names, and Lord knows what else by candidates who don’t handle rejection well. It’s rare, but it happens. I typically respond with a shrug and go on about my business. My experience with frustrated job seekers is, sadly, pretty broad (maybe it’s me?). Even still, this latest meltdown was…Continue
If you’re talking in more than nine second soundbites, you’re wasting your words, losing the attention of buyers, and positioning yourself as just another long-winded person trying to make your case. From soundbites on broadcast news to politicians delivering provocative statements to posts on Twitter, we’ve become a society that consumes information in smaller and smaller chunks. According to research at the University of California, the incredible shrinking soundbite has gone from 43…Continue
Added by Scott Wintrip on April 16, 2012 at 2:26pm — No Comments
We have all been there:
You have spent too long trying to fill a key position. At long last, someone emerges who appears to be an ideal fit. You are certain that she meets all of the technical qualifications. She has spent her career with an industry leader in your space where she gained ideal experience. She presents as very intelligent, capable and even has a sense of humour. She seems genuinely excited about all aspects of the business and is very happy with how you describe the…Continue
This post originally appeared on the SkillStorm blog: www.skillstorm.com/blog
The longer you are out-of-work or are looking for a new position the more desperate you become. The more desperate you feel the more willing you are to do things you wouldn’t ordinarily do: things like work for lower pay, take a position that you know you are…Continue
Added by SkillStorm on April 5, 2012 at 10:00am — No Comments
Hiring managers in many companies do not understand the value of an effective job description. One client said, “Just find me C++ programmers.” When I asked if he was mostly interested in application programmers or software engineers, he simply looked at me. If we found the right people, we would not waste his time reviewing resumes. After taking the time up front, he was happy with our results.
The job description is the foundation of an effective recruitment process. …Continue
If this article http://www.forbes.com/sites/jennagoudreau/2011/03/17/top-10-signs-its-time-to-leave-your-job/ has ANY truth to it then you might want to start planning on HOW to find your next star employee because it appears there are many already with track shoes on ready for the starter’s gun to go off to bolt out YOUR door. They could be sales people or manufacturing engineers or…Continue