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All Blog Posts Tagged 'Interviews' - RecruitingBlogs 2016-12-05T16:39:57Z http://www.recruitingblogs.com/profiles/blog/feed?tag=Interviews&xn_auth=no Community Post: How Many Interviews Are Too Many Interviews? tag:www.recruitingblogs.com,2016-06-08:502551:BlogPost:1971795 2016-06-08T14:59:37.000Z Michelle Burke http://www.recruitingblogs.com/profile/MichelleBurke

Hi all,

I'm working on an upcoming monthly community-based series for the Social Talent blog, where we ask a question to recruiters around the world to get…

Hi all,

I'm working on an upcoming monthly community-based series for the Social Talent blog, where we ask a question to recruiters around the world to get opinions on a specific topic in the recruitment world.

This month we're asking the question 'How many interviews are too many interviews?' and would love to hear your thoughts. How many interviews do you think it takes to know if a candidate will be a good professional and culture fit for your organisation...two, three, ten?! Do you think it's possible to sew everything up in just one interview? At what point do candidates grow tired of the interview process and lost interest in the job?

Share your thoughts and experiences here, or by emailing me atfirstname.lastname@example.com and we'll be including all thoughts in the piece when it goes up on the blog. Looking forward to hearing from you!

 Top 10 interview questions and 10 killer responses tag:www.recruitingblogs.com,2016-04-15:502551:BlogPost:1960444 2016-04-15T15:17:06.000Z Bob Gallagher http://www.recruitingblogs.com/profile/RobertGallagher

Interview questions are often stock, template, and predictable. Be prepared!

Far too often, candidates are caught off guard by common, template interview questions. A little research and preparation can make the difference between embarrassing stumbles and confident delivery. Here's the top interview questions and the best way to respond to…

Interview questions are often stock, template, and predictable. Be prepared!

Far too often, candidates are caught off guard by common, template interview questions. A little research and preparation can make the difference between embarrassing stumbles and confident delivery. Here's the top interview questions and the best way to respond to each:

1. "Tell me about yourself"
There are many variations on this common opener, but all of them should be treated the same way: an opportunity to set the tone. Don't just start running through the achievements on your resume. Instead, tell the interviewer what isn't on the paper. Talk big picture. "I'm a communicator" or "I'm a fanatically detailed quality analyst" etc. is one technique to come out of the gate strong. Remember to focus on the needs of the interviewer. "I'm someone who thrives when my team and company need me most. For example… (give your killer example). At this point, I'm looking to bring that skill to a company that will recognize my abilities and give me the opportunity to grow even more."

2. "What is your greatest weakness?"
This incredibly cliché question is an incredible opportunity to demonstrate creativity and a positive mindset. Handle it by minimizing your weakness and emphasizing your strengths. Avoid personal qualities (which may be impossible to change) and focus on professional traits. An alternative approach is to give an example of a former weakness that has been improved through hard work and effort: "I used to struggle with presentations and public speaking, but after volunteering to take the lead at daily meetings I now enjoy the challenge of keeping a group's attention."

3. "Tell us a time you disagreed with your boss"
Never say bad things about a former employer! Word gets around, and it's never a good idea to burn bridges. Also, nobody wants to hire someone who will speak badly of them down the road. That said, there are plenty of ways to answer this question without putting a former boss in a bad light. "There was a time we had different perspectives on which vendor to go with, so we worked out an evaluation process that helped us make the best choice."

4. "Where do you want to be in 5 years?"
Every adult should be able to answer this question intelligently. Even those who are unsure of their career path should at least envision a set of professional and personal goals. If you don't have personal or professional goals…why don't you? Avoid the generic "I want to be in a management position" or "I want to be at a company that can support my long term growth" blather. Make the answer your own with real goals. "I want to be regarded as the subject-matter expert while leading implementations and pushing my employer to adapt cutting edge technologies" is real, focused, and attainable.

5. "Why would you want this job?"
Replying "I'm very passionate about not starving to death" is not appropriate. Someone who can't answer this question intelligently really shouldn't be at the interview. "This role fits perfectly with my skillset and is offering the sort of challenge I want to look forward to in the morning" demonstrates passion with the benefit of thought-out purpose.

6. "Why are you leaving your current company? / Why did you leave?"
Be honest here, and don't try to disguise a termination or other unpleasant business as something other than what it is. Employers check references, and will find out the truth. Instead, give the full picture. Fit the decision or result into the "where I want to be in 5 years" narrative. "I decided the company wasn't providing the daily challenge or opportunity to grow that I wanted in my career."

7. "What do you like most about your current / former job?"
This is a probing question that is meant to determine whether the role will be a fit, but is also the time to talk about previous experience and particular strong areas of expertise. As always, find ways to relate to the prospective role: "I received satisfaction from my job when I was able to help other succeed. That's what drives me in everything I do…"

8. "What are you looking to earn?" (the comp question)
Salary may or may not come up in the interview. If it does, having done a little research beforehand can make a big difference! Use sites Glassdoor and Indeed to find out compensation ranges for similar roles in the area and possibly even at the company. Determine a baseline based on that research. A good way to open up the conversation: "I'm sure we can agree on a reasonable compensation when the time comes. What would you be looking to offer someone with my qualifications?"

9. Why should we hire you?
This question is effectively translated as "What can you do for us?" Show them! Bring together real examples from previous experiences, keep it tailored to the role, and sell that personal brand. "Let me tell you about the time I collaborated across departments to restructure spending processes and came out under budget by 30%. I want to apply that experience to your company."

10. "What is your favorite color?"
Be prepared for the psychological curveball! These types of questions are meant to test quick thinking and evaluate personality more than anything else. This is a chance to make an impression with quick wit and a bit of humor. Have fun with it! (P.S. Don't say "Blue").

ABOUT THE AUTHOR:

Robert Gallagher is an Executive Recruiter and Career Coach at The Denzel Group. He received his Bachelors in Corporate Communications from Penn State University. He has published works in Lehigh Valley Business, Tradition Magazine, ERE Media, The Pottstown-Mercury, State of the Valley and is a LinkedIn contributor. Follow him at hiringrecruiting.com

THE DENZEL GROUP:

The Denzel Group conducts Contingent, Retained and Staff Augmentation Information Technology searches for a wide variety of clients. Using our tried and proven 17-step search process, we are able to provide our clients with critically talented Information Technology professionals in a timely and cost efficient manner. Visit us at http://www.thedenzelgroup.com

 How to Prepare Your Candidates for Job Interviews tag:www.recruitingblogs.com,2015-10-27:502551:BlogPost:1922536 2015-10-27T15:00:00.000Z Kaushik Satish http://www.recruitingblogs.com/profile/KaushikSatish

At Belong, we interview hundreds of amazing and talented people every month. But some interviews haven't worked as well, purely because the candidates weren't comfortable enough or did not have sufficient knowledge to prepare for our process. We realized a great way to help our candidates is to clearly document our…

At Belong, we interview hundreds of amazing and talented people every month. But some interviews haven't worked as well, purely because the candidates weren't comfortable enough or did not have sufficient knowledge to prepare for our process. We realized a great way to help our candidates is to clearly document our process with helpful guidelines, and zip it to them in our interview invites at least a few days in advance.

While it's easy to believe that the burden of preparing for an interview rests with the candidate,we have seen that helping them is a win for all.

And here's why:

Not every candidate is a born performer in job interviews. Tell your candidates what to expect and make them comfortable and you will help your team see their real personality and talent.

Proactively helping your candidates sends a terrific message about you as an employer.Candidates will see that you actually care about their experience and their success even before they join you.

Engaged candidates are less likely to drop off. Here's what we saw: before our customer success team started sending out their pre-interview documents in June, their pipeline suffered an average drop-off/no-show rate of 11-15% every month. Over the last two months, however, their drop-off rates have been less than 2%.

Over the last two months, however, our customer success team's drop-off rates have been less than 2%

So now that we know what makes a pre-interview document so critical, how exactly do you build one? Here are five things to consider.

1. Tell them (almost) everything there is to know

Explain your recruiting process clearly -- how does it flow, whom are they going to meet, do they need to come prepared with something, and are there any specific parts of their experience you would like to focus on?

Talk about your organization's culture and what they should expect when they come over. Link to helpful resources -- your team page, press gallery, videos of employee testimonials -- things that will help them better understand who you are.

2. Outline the parameters on which you are evaluating them

Whether it's an assignment or a face-to-face interview, let your candidates know exactly what you are looking for in their answers, and what parameters they will be evaluated on. It will help them focus on things that are important and relevant to you, and demonstrate their qualifications more easily.

Let your candidates know exactly what you are looking for in their answers, and what parameters they will be evaluated on.

3. Answer the 'Why'

Marketing research has consistently shown that there is only one element that connects with a person, which gets them to take action i.e. knowing why.

Similarly, for candidates to participate in the best way they can, it's important to know the why's behind your process. For example, why have I been assigned a particular task? Or, why am I being evaluated in this way? Knowing these answers helps build their confidence in your process and makes the benefit of participating clear.

4. Encourage them to come with questions

Encourage your candidates to make a list of things that matter to them about their future workplace. Get them to ask your team about how well you do on each of them. This not only prevents a (potentially costly) mismatch of expectations in the future, but it also shows you as an organization that truly responds to the needs of its employees.

5. Keep it simple

Make sure to avoid any internal jargon. Better yet, avoid all jargon. Keep the structure logical and clear, and the language simple and direct. Give the final version a thorough proofing -- after all, it's your brand on the line!

All this aside, make sure you show extra care when your candidates come to visit you for the interview. Ensure there is someone to greet them when they arrive, and show them around while you and your team prepare. Introduce them to the hiring team in person even if they have already spoken with each other on the phone. As Maya Angelou once said, people may forget what you said or did, but they will never forget how you made them feel!

So, are you doing anything different to help prepare your candidates? How is it working? Do let us know in the comments!

Originally published on Journey to Belong as How to Prepare Your Candidates for Job Interviews.
 How Startups Can Lose Sales Recruits During The Interview Process tag:www.recruitingblogs.com,2015-06-18:502551:BlogPost:1896463 2015-06-18T14:30:00.000Z Jordan Wan http://www.recruitingblogs.com/profile/CloserIQ

As a recruiting platform focused on helping startups hire top sales talent, we converse with candidates on a daily basis about how they are evaluating their job offers.

In a competitive hiring market, such as the one we are in, the playing field for the interview process have been leveled. Startups…

As a recruiting platform focused on helping startups hire top sales talent, we converse with candidates on a daily basis about how they are evaluating their job offers.

In a competitive hiring market, such as the one we are in, the playing field for the interview process have been leveled. Startups need to treat each candidate like future family members — this mentality increases your offer acceptance rates and the value of your brand in the community.

We have reduced the list of drop-off reasons from candidates to three main categories: timing, interview experience, and compensation. While some nuances are specific to startup sales, we recommend you consider the concepts on a broader level, as they can be relevant in the recruitment of all roles regardless of company type.

Timing

It is extremely important to understand where a candidate stands in their interview and decision-making process — do not wait until you have made a final hiring decision before having this conversation with your candidate. We recommend outlining the interview process with the candidate from the get-go so they have an idea of what to expect and raise concerns, if needed.

As for the interview timeline, efficiency is the way to go since it shows the candidate you value their time. You should try to limit your interview process to 3 total meetings — an in depth phone screen, a first meeting, and a final pitch — as candidates can get frustrated with multiple round interviews where they meet one person at a time. Rescheduling interviews and adding more interviews to the schedule are other moves that elongate the hiring process and increase the odds of losing out on a great candidate.

The Interview Experience

Whether you realize it or not, you are creating an everlasting impression of your company for the candidate from the very first communication and every correspondence there on out. Three simple ways to create a noteworthy interview experience are: facilitating positive communication, including leadership in the hiring process, and promoting mutual discovery between the candidate and the company.

Positive Communication: Courteous, considerate and candid communication can build trust quickly and separate you from competing offers later on in the process.

Include Leadership: A major selling point for a candidate looking to join a startup is exposure to the executive leadership team, and an opportunity for rapid career advancement and personal growth. If a 30-person startup cannot get their founders to attend a final round of interviews, it can be a warning sign to a candidate. Make sure your executive team is not only present, but is actually focused on engaging in a meaningful conversation — a 15 minute interview with a founder who is preoccupied on their smartphone is counterproductive.

Mutual Discovery: With each interview, do not talk down to the candidates — make the tone of the interview conversational with the goal of mutual discovery. Give the candidates a comfortable environment to ask questions throughout the interview and pitch the opportunity as you go along.

You are losing out to competition if you are waiting until you have made a hiring decision to "sell" the candidate on the role and the company.

Compensation

The two common sore areas for candidates when it comes to startup sales compensation plans are the OTE (on-target-earnings) and equity incentives.

Generally speaking, if a candidate has concerns about the OTE, it is because they do not understand or believe in your commission structure. Make sure your commission plan is fully baked. A simpler compensation structure is fine as long as you address how revenue generated is commissioned (e.g. how churn impacts performance and what sales goals leads to attainment of quota). If you can provide conservative, baseline and stretch scenarios to demonstrate how the payout would work, you will make the OTE a lot more tangible.

While ultimately each startup has their own comfort level with providing equity compensation details, we recommend you error on the side of being more transparent. While stating a "500 shares option grant" may be sufficient for some candidates, it is a bad way to start the conversation for a candidate who knows 500 shares provides little insight to the overall equity stake.

Being upfront about what is being offered is a great way to build trust for startup career opportunities. Chances are, they will eventually find out anyways so it is better for you to add context up front as to how you justify the grant and control the messaging.

Final Words

There is no downside to providing a candidate with a great interview experience. Even if you end up passing on the candidate, a positive interview experience will create an everlasting impression about the brand (and the appeal of your team) for their future job prospects, their friends, and their referrals. With the three aforementioned tips on how startups lose sales recruits during the interview under your belt, you can keep recruits interested in your startup.

This post was published on the CloserIQ blog.
 Does Being a Smoker Put Off Potential Employers? tag:www.recruitingblogs.com,2015-04-27:502551:BlogPost:1879955 2015-04-27T10:00:15.000Z Peter Ellington http://www.recruitingblogs.com/profile/PeterEllington
If you've been a smoker for a while, you might be oblivious to the message is sends out about you. This can make a huge difference in an interview and to potential employers. We're going to look about what smoking says about you, and how it could influence potential employers as to whether they take you on or not.

They might say it doesn't matter - but that isn't necessarily the case

Most interviewers and potential employers want to seem as open-minded as…

If you've been a smoker for a while, you might be oblivious to the message is sends out about you. This can make a huge difference in an interview and to potential employers. We're going to look about what smoking says about you, and how it could influence potential employers as to whether they take you on or not.

They might say it doesn't matter - but that isn't necessarily the case

Most interviewers and potential employers want to seem as open-minded as possible. They don't want you to think that small things like smoking might have an influence on you getting the job or not because they don't want to be open to potential law-suits or discrimination accusations. But that doesn't mean it doesn't make a difference. Smoking matters, especially if your potential boss isn't a smoker too.

Why is smoking a turn-off for employers?

While not all employers will make a judgement on your character because you smoke, it can still make a difference. Public opinion about smoking is changing whether you like it or not. It used to be cool, but that's not really the case anymore. Regardless, smoking isn't just uncool - it might present practical considerations for your employer.

Smoking breaks. Like it or not, smokers have to smoke - and that often means leaving the desk for five minutes every couple of hours to go and get their fix. That's real man hours that really add up. Employers might not want to risk such a drop in productivity compared to non-smokers.

Non-smoking colleagues can also get bitter at the extra down-time smokers are afforded just because they smoke. This can add to the problem and affect morale. Generally, non-smokers can be perceived to get more work done.

Employers also won't want their staff congregating around their office entrance smoking because it's not very inviting and doesn't present the right image for their business.

Turning up to an interview smelling of smoke is also a huge problem. Even if your employer can see past the fact you're a smoker - it simply doesn't present an appealing image and might make interviewers question your personal hygiene and the affect this could have on clients.

What can you do about it?

Firstly, don't bring up smoking in the interview. Asking questions in interviews is normally recommended, but don't resort to asking what their procedures for smoking are. Don't turn up smelling of smoke and don't have a quick one outside either before or after your interview.

If you really want to fix the problem - quit smoking. Patches have been around for years along with the recent rise in popularity of e-cigarettes. These can help ease you off of nicotine without harming your health as much or making you smell. If you're not sure which brand to try, V2 Pro Series 7 reviews might help.

 Stop Reading Off Résumés to Start Asking the Right Interview Questions tag:www.recruitingblogs.com,2015-04-22:502551:BlogPost:1879500 2015-04-22T17:00:00.000Z Stirling Cox http://www.recruitingblogs.com/profile/StirlingCox

Did you know that Google CEO Larry Page signs off on every new hire? Vetting more than 30,000 employees for one of the most powerful companies in the world is no easy task, and it shows the importance…

Did you know that Google CEO Larry Page signs off on every new hire? Vetting more than 30,000 employees for one of the most powerful companies in the world is no easy task, and it shows the importance that Google places on hiring the right people.

And who can blame the company? If you hire the wrong people, the results can be disastrous. In a larger company, one bad apple might not blow up your firm, but over time, the results will trickle down. As subpar employees absorb your cash flow, your business will suffer.

Hiring the right employees, on the other hand, will ensure the long-term success of your business, and making the best hiring decisions starts with the interview.

Avoid Useless Interview Questions and Tactics

Because hiring decisions are so significant, it's essential that you become a great interviewer to decipher whether a candidate is the best fit for your company and its growth strategy. Still, honing this skill takes practice.

A company's leaders should be involved in every hiring decision because they have the deepest understanding of the company's culture and growth strategies. The people you hire will be responsible for making your business generate revenue, and they'll become the future leaders of your business.

When you're interviewing candidates, don't waste precious face time on useless interview questions. Be sure to eliminate the following interview strategies:

Reading off the CV or résumé: You should never simply read a CV or résumé in an interview. Candidates are always prepared to give great responses about their résumés, so you won't learn very much about their personality or work style. Instead, read it ahead of time, and come prepared to ask deeper questions about specific jobs or activities.

Using brainteasers as interview questions: I used to throw out brainteasers in interviews — it's a trick that many large banks and consulting firms use — but I have since moved away from them. They don't add real value to the interview. Sure, you may want to know whether candidates are good with numbers or excel at thinking on their feet, but it's a better use of your time to have them take a test.

Trying to intimidate the candidate: More aggressive firms or companies will often attempt to intimidate candidates to let them know that working for their company isn't a slack job. However, this just creates a bad candidate experience, which could land you on the infamous "America's Worst Companies to Work For" list.

3 Things to Look for in a Candidate

Beyond relevant work experience, there are a few things to assess during an interview to determine whether candidates will fit in with your company's growth strategy and culture, including:

 1. Behavioral traits. Is this candidate a driven self-starter? Is this person humble? Behavioral interviewing will tell you more about a candidate than his or her résumé. Once the interview is over and the person begins working, behavioral qualities matter much more than past job experiences.

 2. Career goals. Make sure to let candidates know that it's OK to have career aspirations beyond the position they're applying for. In fact, you should ask candidates how they would like to see their career develop. Really understanding a person's career goals is important when deciding whether he or she is a good fit for your company in the long run.

 3. Personality. Every organization has its own unique culture, and it's critical that new hires fit in from a cultural standpoint. If candidates don't fit in culturally with your company, it doesn't matter how impressive they are — they'll likely feel like outcasts, which will hinder their performance.

Whilst it may look pretty straightforward, the hiring process takes time. And according to a 2012 CareerBuilder survey, the primary reason companies hired the wrong employees is because they rushed the decision.

Interviewing is one of the most critical components of building a company. Spending adequate time on hiring and facilitating quality interviews will benefit your company as you ensure that your next hires fit into your culture and overall growth strategy.

Stirling Cox is the managing director of the U.S. offices of AlphaSights. The information services company assists a global client base, including private equity firms, asset managers, strategy consultancies and corporate executives.
 Had An Amazing Interview? Don't Ruin Your Chances By Making These Mistakes tag:www.recruitingblogs.com,2014-08-12:502551:BlogPost:1820640 2014-08-12T15:30:00.000Z Emily Davis http://www.recruitingblogs.com/profile/EmilyDavis

One of my best friends is in the interviewing process with several hospitals seeking a new nursing position. While…

One of my best friends is in the interviewing process with several hospitals seeking a new nursing position. While she is experienced and interviews well, she's entirely exasperated by the lack feedback after meeting her potential new manager. She called me the other day to ask what she's doing wrong, and wonders if she'll ever hear back from the interviewer.

My advice? First, At the end of your next job interview, ask the hiring manager about next steps. They will likely have a timeline in mind for when to make a hiring decision. Or they could be keeping candidates on ice until they know when a new hire can be made. Whatever the situation, when you ask the question, at least you'll know before walking away from the interview.

If the hiring manager said they'll be contacting you in a week or so, it's absolutely appropriate for you to follow up. You want to sound eager, but not desperate, with an email like:

"Hi Susan, I hope you are well. Last time we spoke, you said you and your team would be make a decision about the open position. I was wondering if you have a update? Please let me know if you need more information from me. I look forward to hearing from you".

If you didn't ask about next steps, you can still send a message and ask if they have a timeframe to share with you about the hiring process. There may be a hold on the position, at least you won't be left waiting by your phone waiting to hear back.

Keep in mind that you're not trying to find out whether you got the job with your follow up (while it's certainly on your mind, that needs to be secondary) You're simply trying to gain an understanding of where the hiring managers (and other decision makers) are in the process.

Here are some more tips for following up after the job interview:

• Keep your follow up note BRIEF. Don't send a long letter, a few lines inquiring about the next steps in the process is sufficient.

• Be friendly and conversational. Don't be overly formal. You want to build personal rapport with the hiring manager and make sure they view you as a real person. An overly formal note might put them on the defensive.

• Don't be pushy or desperate. Hiring manager may have their own time constraints and other levels of management controlling the timing of the hire. Being too aggressive will hurt your chances.

 When Good Interviews Go Bad tag:www.recruitingblogs.com,2014-06-19:502551:BlogPost:1811324 2014-06-19T16:30:00.000Z Steve Levy http://www.recruitingblogs.com/profile/Dieselevy
Peter Clayton recently posted "The Job Interview..." where he discussed the ubiquitous Candidate Experience. After a few decades of recruiting, I know that the CE is a by-product of both sides of the fence. The Good, the Bad, and the really freakin' Ugly.

Perhaps using humor is a better strategy for teaching the Do's and Don'ts of interviewing. Do any of…

Peter Clayton recently posted "The Job Interview..." where he discussed the ubiquitous Candidate Experience. After a few decades of recruiting, I know that the CE is a by-product of both sides of the fence. The Good, the Bad, and the really freakin' Ugly.

Perhaps using humor is a better strategy for teaching the Do's and Don'ts of interviewing. Do any of these bring back memories? Are any of these...YOU??? Let me know in the comments...

The Origin of Job Interviews

(there's a reason why some - okay, many - recruiters are referred to as Neanderthals)

Facebook Ruins Job Interview

(oh sure - you have a reason for everything you've socially posted - )

Job Interview Shenanigans

(then there's that one candidate who could care less)

The Completely Honest Job Interview (kinda NSFW)

(what some - or many - would like to say)

"Not a culture fit" Job Interview

(You have be to your authentic self or else you'll have a baaaaaaaad experience)

The @Tide Talking Stain Interview

(are they looking at my zit? is there a piece of food stuck in my teeth? oh nooooooo)

IT Interview Gone Wrong

(this isn't real but it'll still make you cringe)

Job Interview Mess Up

(bold face lies and even bribes)

"Evil" Panel Interview

(there always that one person on the panel or part of the slate you wish wasn't there)

 The best ever follow-up interview question: "How did you come up with the idea?" tag:www.recruitingblogs.com,2014-06-02:502551:BlogPost:1808055 2014-06-02T10:30:00.000Z Peter Clayton http://www.recruitingblogs.com/profile/totalpicture
 I'm working on a blog post on job interviews — from the employer side of the desk. After all, there are thousands of "how-to" articles, blog posts, and advice on "acing the interview" from a candidates viewpoint. But, how about "acing the interview" as employer, while at the same time providing a great…

I'm working on a blog post on job interviews — from the employer side of the desk. After all, there are thousands of "how-to" articles, blog posts, and advice on "acing the interview" from a candidates viewpoint. But, how about "acing the interview" as employer, while at the same time providing a great candidate experience?

In writing/researching the topic, I've reached out to an incredible network of thought leaders and practitioners, including winners of the Candidate Experience Award. (Stay tuned, I'll be publishing that article soon with revealing stories and advice).

One of the thought leaders I contacted is George Bradt, Managing Director, PrimeGenesis. George is a frequent guest on TotalPicture Radio. His bestselling book, The New Leader's 100-Day Action Plan: How to Take Charge, Build Your Team, and Get Immediate Results should be on every HR manager's, recruiter's, and executive's bookshelf.

I most recently interviewed George In April of this year, discussing his latest book First-Time Leader, Foundational Tools for Inspiring and Enabling Your New Team. George cleverly penned the book with Gillian Davis, a first-time leader who grew up in the executive search business. You'll find the podcast interview in the Leadership Channel of TotalPicture Radio. He is a prolific author and writer, contributing a weekly column, "The New Leader's Playbook" to Forbes.com. And one more thing… George Bradt owns the executive onboarding space.

Below, verbatim, is the response I received from George.

The only three true job interview questions are:

Can you do the job?

Will you love the job?

Can we tolerate working with you?

That's it. Those three. Think back, every question you've ever posed to others or had asked of you in a job interview is a subset of a deeper in-depth follow-up to one of these three key questions. Each question may be asked using different words, but every question, however it is phrased, is just a variation on one of these topics: Strengths, Motivation, and Fit.

If you're the one doing the interviewing, get clear on what strengths, motivational and fit insights you're looking for before you go into your interviews.

Then deploy the best ever follow up question: "How did you come up with the idea?"

One man I was interviewing claimed to have grown his brand in Austria +30%. I probed:

"How did you accomplish that result?"

"We launched a new advertising campaign."

"Tell me about the advertising"

[He did.]

"Tell me about the underlying insight."

[He did.]

"How did you come up with the idea?"

"Actually, I didn't. The agency did."

"OK. Tell me how you worked with the agency."

"I didn't. It was the global agency."

"OK. What was your role in the advertising?"

"We customized it for Austria."

"Tell me about that customization."

[He did.]

"Tell me about the underlying insight."

[He did.]

"How did you come up with the idea?"

"Actually, I didn't. The regional agency did."

"OK. Tell me how you worked with the regional agency."

"I didn't. They were managed out of Brussels."

"OK. Tell me what you did?"

"We did the local media."

"Tell me about the local media."

[He did]

"Tell me about why it worked."

[He did]

"How did you come up with the idea?"

"Actually, I didn't. The media agency did."

"OK. Tell me how you worked with the media agency."

"I didn't. They were managed out of Zurich."

As far as I could tell, this guy hadn't done anything beyond being in the right place at the right time. The question "How did you come up with the idea?" gave me what I needed to get below the surface of the results and his understanding of the results to get at what the candidate had actually done or not done.

 Have You Ever Been Disregarded By A Recruiter? tag:www.recruitingblogs.com,2014-04-16:502551:BlogPost:1800501 2014-04-16T22:30:00.000Z Jeanna Zivalich http://www.recruitingblogs.com/profile/JeannaZivalich

Every candidate who's ever worked with an Agency or Corporate Recruiter will tell you that Recruiters are very busy people. There's no doubt about it.

There are daily demands and urgent deadlines to meet. Client presentations to be made and positions to fill. Candidates to contact and…

Every candidate who's ever worked with an Agency or Corporate Recruiter will tell you that Recruiters are very busy people. There's no doubt about it.

There are daily demands and urgent deadlines to meet. Client presentations to be made and positions to fill. Candidates to contact and interviews to be made. Interruptions to recover from and much technical documenting to be done. The daily list of things to do goes on and on.

Although there are a plethora of daily work demands, a Recruiter is required to have the ability to multitask. We must have the ability to organize and prioritize our day in such a way that we are able to meet the needs of both our clients and the qualified candidates we work with.

In all of your busy-ness, have you ever been tempted to disregard or simply blow off a scheduled candidate phone interview that you've scheduled? Maybe you're meeting is taking longer then expected. Or taking a closer look at the candidate resume you feel the candidate may not be a strong fit after all. Perhaps now there are stronger candidates in your pipeline?

Whether you've asked the candidate to contact you at a specific time or you are to contact the candidate, if you've made the phone interview. Stick to it.

If you foresee there is a possibility of being late for the scheduled phone interview due to an unexpected or detained meeting, notify your candidate asap. You can send an email, text if appropriate, or call your candidate to let them know of your situation. In some cases, you may need to reschedule. Most Candidates are flexible and willing to reschedule with no problem at all.

Many years ago I was personally disregarded by a Recruiter who scheduled a phone interview and never called. I waited eagerly by the phone for the Corporate Recruiter to contact me and never heard from her again.

Needless to say, after that experience, I was kind of turned off by Recruiters.

With that said, I believe there are those 'unspoken' qualifications we don't usually see on a Recruiter's Job Description, so I thought I would create a supplemental job description here of additional vitally important competencies.

Here are just a few:

The qualified Recruiter must have the ability to follow through with candidates after scheduling a phone interview (unless something of an unexpected or emergent nature arises that is out of your control in which time you will contact the candidate asap to reschedule the phone interview).

Respect every candidate you speak to and VALUE their time as it were your own.

Ability to treat candidates as you would like to be treated.

The qualified Recruiter must have enough self-control as to reject the urge to disregard a scheduled phone interview due to the position being filled unexpectedly (in this case you would let the candidate know) or if you discover,before the scheduled call, the candidate may not be a strong match after all.

Although unexpected situations happen that can be out of our control, we can certainly control how we choose to treat the candidates we are working with.

As professionals, we can all agree that we should choose to behave in a manner that is respectful and professional. Always.

By Jeanna Zivalich
 Seven Great Questions to Ask at a Job Interview tag:www.recruitingblogs.com,2013-09-14:502551:BlogPost:1752717 2013-09-14T20:30:00.000Z Richard Peterson http://www.recruitingblogs.com/profile/RichardPeterson237
 Rich Peterson feels, "It's Now Your Turn."

 After they hold you to the fire, here are 7 questions to ask them. Some of them about the company and some about you.

 Do some research if you are going for an interview. Read the job description and requirements carefully. Browse the web site to see how the organization presents itself. Search…

Rich Peterson feels, "It's Now Your Turn."

 After they hold you to the fire, here are 7 questions to ask them. Some of them about the company and some about you.

 Do some research if you are going for an interview. Read the job description and requirements carefully. Browse the web site to see how the organization presents itself. Search for news items and comments about the company on news sites and blogs.

For the interview itself you should dress smartly and appropriately. Be Prepared. Here are Rich Peterson's few questions to ask that could really help you:

 1.  What exactly would my day-to-day responsibilities be? It is essential that you clearly understand your role and the tasks that you would be expected to undertake. It is easy to make assumptions and get the wrong impression of what the work would be so it is vital for both sides that there is clarity in what is expected of you. If the interviewer cannot give a clear answer then this is a worrying sign, so politely follow up with more questions. Some people even ask to see exactly where they will sit.

 2.  What are the opportunities for training and career advancement? This question serves two purposes. It helps you to understand where the job might lead and what skills you might acquire. It also signals that you are ambitious and thinking ahead.

 3.  What is the biggest challenge facing the organization today? This sort of question takes the interview into a more strategic direction. It allows to you see and discuss the bigger picture. It proves that you are interested in being with a company that has a good understanding of its "Big picture." It can lead to interesting discussions that can show you in a good light – especially if you have done some intelligent preparation. If appropriate you can follow up this question with some questions about the objectives of the department and the manager who is considering you.

 4.  When did you join? After the interviewer has asked a number of questions about you it can make a good change to ask a gentle question about them. People often like talking about themselves and if you can get them talking about their progress in the company you can learn things that you wouldn't have necessarily oncovered.

 5.  What are the criteria that you are looking for in a successful candidate and new hire? The job advertisement may have listed what was wanted in a candidate but it is very useful to hear the criteria directly from the interviewer or hiring manager. The more that you can discover about what they want and how they will make the decision the better placed you are to influence that decision.

 6.  How do you feel that I measure up to your requirements for this position? This follows on naturally from the previous questions. It may seem a little pushy but it is a perfectly fair thing to ask. In sales parlance this is a 'trial close'. If they say that you are a good fit then you can ask whether there is any reason you might not be offered the job. If they say that you are lacking in some key skill or attribute then you can move into objection handling mode and point out some relevant experience or a countervailing strength.

 7.  Would you like to hear what I could do to really advance your organization? This is a great question to ask at the end of the interview. Most interviewers will reply, 'Yes.' Drawing on what you already know, you can give a short sales pitch on why you fit the criteria and why your strengths will significantly assist them to meet their objectives. Make it short, direct and clear with the emphasis on the benefits for them of having you in the team. At the end ask something like, 'how does that sound?'

Many candidates take a passive role at the interview. They competently answer the questions that are put to them but they never take the initiative by asking intelligent questions that steer the interview in a helpful direction.

If you are a proactive candidate who asks the sorts of questions given above then you will be seen as more dynamic and you will significantly increase your chances of being offered the job.

For More Information:

www.richardnpeterson.com

 Most Popular Behavioral Interview Questions tag:www.recruitingblogs.com,2013-09-14:502551:BlogPost:1752714 2013-09-14T20:30:00.000Z Richard Peterson http://www.recruitingblogs.com/profile/RichardPeterson237
 Rich Peterson believes behavioral based interview questions are the most popular and overused among recruiters.

The purpose of behavioral questions is to identify how a potential new employee would act in future situations. Behavioral questions are always open ended, leaving the interviewee to fill in the blanks. To answer these questions:

1.) Identify an experience

2.) Describe the situation

3.) Describe the task presented

4.) The…

 Rich Peterson believes behavioral based interview questions are the most popular and overused among recruiters.

The purpose of behavioral questions is to identify how a potential new employee would act in future situations. Behavioral questions are always open ended, leaving the interviewee to fill in the blanks. To answer these questions:

1.) Identify an experience

2.) Describe the situation

3.) Describe the task presented

4.) The action taken

5.) The positive outcome.

All questions have the same kind of beginning. Open ended requiring you to talk about a past experience like:

1.) Tell me about

2.) Give me a specific example

3.) Describe a time

4.) Tell me about a time

Below is a list of Rich Peterson's behavioral questions to help you prepare for your interview.

1. Tell me about a time when you had to deal with a difficult co-worker or manager on a project. How did you handle the situation? What were the outcomes?

2. Describe a time when you had to persuade someone to see your side? What tactics did you use? What were the outcomes? What did you determine?

3. Give me an example when you had a list of things to do and your manager came to you and said "I need this product completed by 3pm." How did you respond to the situation?

4. Provide me an example when you were involved in a project with a group.

5. Tell me about a time when you had to supervise someone.

6. Explain how you keep yourself organized so to meet deadlines or goals.

7. Describe a time where you failed to meet a goal. What did you fail to do? What were the consequences? What was the outcome?

8. Tell me about a time when you used creativity to complete a project or work with someone else?

9. Outline a time when you were a team leader. Who did the team consist of, and what did you do to help your team succeed.

10. Define a time when you were assigned a task, were provided little direction about how to complete it. What steps did you take to complete the task? What was the outcome?

11. Tell me about a time when a co-worker criticized your work. How did you handle the situation? What was the result?

12. Describe a time when you had to motivate others. What were the outcomes?

13. Tell me about a time when you had to make a difficult decision that affected those with whom you worked. What was the outcome?

14. Give me an example of a situation in which you were able to use persuasion to successfully convince someone to see things your way.

15. Describe a time when you were faced with a stressful situation that demonstrated your coping skills.

16. Give me a specific example of a time when you used good judgment and logic in solving a problem.

17. Describe a time when you had to use your presentation skills to influence someone's opinion.

18. Tell me about a time a time when you had to conform to a policy with which you did not agree.

For More Information:

www.richardnpeterson.com

 Meaningless Interview Questions tag:www.recruitingblogs.com,2013-09-14:502551:BlogPost:1752442 2013-09-14T19:30:00.000Z Richard Peterson http://www.recruitingblogs.com/profile/RichardPeterson237
 Rich Peterson shared that all those meaningless interview questions actually have a purpose. That's why everyone uses them. The interviewer is testing your ability to interact with others. By putting you on the spot, your answer gives the interviewer an idea of how you present yourself in a social and professional setting and a glimpse of what you think the most important facts about yourself…

Rich Peterson shared that all those meaningless interview questions actually have a purpose. That's why everyone uses them. The interviewer is testing your ability to interact with others. By putting you on the spot, your answer gives the interviewer an idea of how you present yourself in a social and professional setting and a glimpse of what you think the most important facts about yourself are.

All those meaningless interview questions actually have a purpose. That's why everyone uses them. The interviewer is testing your ability to interact with others. By putting you on the spot, your answer gives the interviewer an idea of how you present yourself in a social and professional setting and a glimpse of what you think the most important facts about yourself are.

Meaningless interview questions actually have purpose. Everyone uses them to test your ability to interact with others.

For More Information:

www.richardnpeterson.com
 Restless Candidate Syndrome tag:www.recruitingblogs.com,2013-07-18:502551:BlogPost:1727507 2013-07-18T19:00:00.000Z Jeanna Zivalich http://www.recruitingblogs.com/profile/JeannaZivalich

We all know the interviewing process can be arduous. There is a lot of time and effort that candidates must willingly invest during this critical process. Career seekers must be sure they're in it to 'win it' or the time and waiting involved can cause one a whole lot of unneeded…

We all know the interviewing process can be arduous. There is a lot of time and effort that candidates must willingly invest during this critical process. Career seekers must be sure they're in it to 'win it' or the time and waiting involved can cause one a whole lot of unneeded restlessness.

Companies also have to invest valuable time and effort. Hiring a candidate is a pretty serious endeavor and any company would want to make sure that the person they hire is the right one; even if that decision involves waiting longer than anticipated for the right fit to come along.

Your timely journey in the interviewing process may begin with a phone screen and an interview with an agency recruiter. Waiting to hear back as to whether or not the potential employer is interested in meeting with you may take a few days or up to a week.

If all goes well, you'll move on to the next level of the interviewing phase; an interview with the company's Human Resources Recruiter. Learning of their feedback may take a few days.

If the company's HR Recruiter agrees you are a strong candidate for the position; you'll than be scheduled to meet with the hiring manager (in most cases the person you would actually be reporting to). If the hiring manager thinks you're awesome; you'll learn of this feedback until you've waited for about a day or so.

You've now just learned the hiring manager is very fond of you but would like for you to also meet with their boss. The interview with the boss took a couple of hours and seemingly went very well. You'll learn of the interview feedback in a few days.

Almost there! Your wait is almost over BUT you were just told by your agency recruiter that "Joey", the HR Recruiter, went to the Bahamas for much needed R & R and he's the only one that would be able to extend the job offer (that is if they decide this is the direction they would like to take). He should be back in the next couple of weeks before you will receive the final outcome.

YIKES! All of this waiting!! What in the world is a candidate to do?!

Well, if you change the way you think about this process believe it or not it may help you through it. Think of this entire process as a test you must pass. Ask yourself these questions:

How will I choose to react or behave during this wait time? How badly do I want this position? Can I hold off long enough to find out if the company will extend that job offer or will I need to respectfully decline before an offer is made?

Waiting is not always easy to do. You may either choose to wait patiently and calmly for the final word or you may simply tell your recruiter politely and respectfully that you have decided to move on.

If you do choose to wait and are experiencing the Restless Candidate Syndrome; here are a few tips that may result in a more pleasant experience for everyone involved:

TIPS

1. Don't keep pressuring the agency recruiter. No need to follow up daily with him/her. If the recruiter tells you they will follow up with you once they've learned of an outcome, trust they will. There is only so much relaying of information we can do on the candidates behalf until we start to appear pushy.

2. If you truly need to know if the company is going to make you an offer within a certain time frame because you have other offers on the table; you must logically decide what is best for you. If you can hold off a little bit longer on your final decision of which offer you're most interested in accepting, do so. If the continued waiting means it will cause you to lose out on other job offers; move on. YOU must decide what's best for YOU. Once you're aware of your decision immediately follow up with your recruiter. Always keep your recruiter informed.

3. Don't start bad mouthing the hiring company to your recruiter because they're taking longer than expected to make a decision and don't ever complain to your recruiter on how long the process is taking. Don't even complain about how much personal time you've used away from your current job to be able to interview with everyone. Listen, YOU are the one seeking employment. The company is not obligated to you or what it actually took for you to arrange for interviews to take place. Complaints can be relayed back to the potential employer and it can cause you that final job offer. Be wise and keep a good attitude!

4. Finally, be humble and respectful during this gruesome process. Don't arrogantly think you're the ONLY candidate they have their eye on. During this waiting period allow your true character to shine through. Make sure it's a positive one!

Remember, waiting is the nature of the interviewing process. Everyone involved must wait to learn of the final decision. The candidate and the agency recruiter. You're not alone. Be patient and be calm. If this job was meant for you, it will all work out in the end. Always keep positive thoughts. Positive thoughts breed positive actions!

Good luck!
 Day in the Life of a Corporate Recruiter tag:www.recruitingblogs.com,2013-05-14:502551:BlogPost:1702336 2013-05-14T19:24:12.000Z Angela Yu http://www.recruitingblogs.com/profile/AngelaYu
Recruiting is a lot of things. It is a whirlwind, it is exciting, it can be demanding and simultaneously rewarding. You may

 feel you have a massive effect on your organization, or you might feel you're a cog in a machine.

Let's take a quick look at a day in the life of the…

Recruiting is a lot of things. It is a whirlwind, it is exciting, it can be demanding and simultaneously rewarding. You may

 feel you have a massive effect on your organization, or you might feel you're a cog in a machine.

Let's take a quick look at a day in the life of the corporate recruiter.

7:30 am- Your day starts earlier than most because Tom in programming mentioned he might be able to look at your top PHP candidates...if you can get to him before his 8 am huddle. You race through the third floor with a stack of resumes (he won't print them, he's paperless) and a bagel determined to get an answer.

8:01 am- Tom arrives a minute late tells you "That stuff will have to wait."

8:05 am- You arrive back at your desk just in time to hear the phoen click over the voicemail You listen to the message. An irate candidate asks if it's "too much to ask to get a simple yes or no?"

8:07 am- You login to your email to find 32 new resumes from the job that your supervisor just mentioned might be filled by Janice's cousin who "has office experience".

9:14 am- You receive an irritated call from your boss asking why we spent a thousand bucks on job board postings if we're hiring Janice's niece.

10:00 am- Juggling a cup of coffee, you race to sit in a second interview with a great candidate for a managerial position, only to find out they took another offer and you have to start all over again. You spill your coffee.

10:32 am- You find out about three new requisitions from sales that need to be filled before the annual conference...in two weeks.

12:00 pm- The roast beef your spouse packed has to wait because you're spending your lunch interviewing the candidate who is "happy where they are but will listen to your offer". You sweat because you're not authorized to go above Pay Grade III but think maybe they'll accept flex hours. They say they'll "be in touch soon."

2:45 pm- You hear back from the early morning managerial candidate, they might be willing to consider if you can bump up the starting salary. You agree to see what you can do.

2:47 pm- Your phone rings off the hook with requests from candidates you interviewed a few days ago, asking for an "update".

2:59 pm- You get a thank you note from a candidate with your name misspelled. Still, you get a little misty.

3:02 pm- You sit down with the HR manager and the marketing manager to put together an offer for your latest win.

3:45 pm- You call the candidate and give him the offer. He says it's "not what I was hoping for" but agrees to accept. Yay?

4:13 pm- You spend an hour going through resumes, the first 15 min of which is combing through your email to discover which ones came from outside of the system and where your colleagues notes on those are. Rita from operations refuses to use the ATS.

5:13 pm- You race back downstairs to grab Tom before he leaves for the day. He shuffles through the resumes before saying "Where was that guy you brought in the first round? He wasn't bad, what about him?"

5:27 pm- You get back to your desk in time to get a phone call from your most persistent candidate. You check his application and tell him that (thankfully) he's moved on to the interview stage. He thanks you profusely.

5:45 pm- You get your email cleaned out, your resumes in a neat pile, the offer paperwork ready to be signed for tomorrow and your new reqs formatted for inclusion in your selected job boards. You sigh deeply and allow yourself to feel great about a job well done. Your friend from marketing pokes her head in the door and says "Hey have you heard about this social recruiting stuff? We should do that HERE!"

Feel a bit inefficient? Here are some tips on how leading recruiters make their ATS and interviewing technology eliminate a lot of the steps above and keep candidates informed and happy.

photo credit: Mike Rohde via photopin cc
 Resume Gaps – How to deal with them on your resume and in interview tag:www.recruitingblogs.com,2013-04-08:502551:BlogPost:1686630 2013-04-08T15:41:33.000Z Evelyn Amaro http://www.recruitingblogs.com/profile/EvelynAmaro
My boss, Guy Pickrell, just published an article I thought I would share regarding resume gaps and how to deal with them - Enjoy!

It could be a sabbatical, a prolonged illness, a personal family issue or, increasingly common thanks to the downturn,  you might have found yourself out of work for a while. Inevitably, all of the…

My boss, Guy Pickrell, just published an article I thought I would share regarding resume gaps and how to deal with them - Enjoy!

It could be a sabbatical, a prolonged illness, a personal family issue or, increasingly common thanks to the downturn, you might have found yourself out of work for a while. Inevitably, all of the aforementioned reasons will leave a glaring gap in your resume. A red flag like an angry boil, demanding attention and casting a shadow on an otherwise spotless resume. The bad news is, unlike a boil, you can't cover it up or wait until it disappears. This is a blemish that needs addressing. The good news is that any potential damage can be mitigated or completely avoided if the situation is handled correctly.

Firstly, make no mistake; you must be honest about it. Hiding, fibbing, changing dates – don't do it, the truth will come out, and I have seen people fired for less. Having said that, the resume is no place for a life story – keep it short, keep it sweet and keep it accurate.

Regardless of the reason for the gap in your resume, the best way to handle it is to put yourself firmly in the shoes of the interviewer. This isn't easy; rarely do we know the interviewer that well and here is where a good recruiter can help you out with some inside information. What you can assume is that your gap will be noticed and queried, so be ready, remain up-beat and deal with it concisely. Here are the most common reasons for resume gaps and how to spin the negative into a positive:

Sabbatical - In the case of a sabbatical, I'm guessing you were aware that taking 6 months off to tour Africa or write your memoirs was always going to leave you with an employment gap. As a choice, this is generally much easier to explain, and to some extent, can easily be seen as a positive. It is fair to assume that any potential employer is going to want to feel confident that the need for another sabbatical is not looming and that you are committed to a full time, permanent role. If you plan on taking a sabbatical make sure you leave your current role with excellent references and where possible, have your current manager write a reference before you leave.

Family Issues  - In the case of illness or family issues it is important to keep the explanation brief and simple, the details are not so important. Focus on impressing your potential employer that this was a one off occurrence. His concerns aren't going to be why, but why won't it happen again. Most interviewers are unlikely to pry too far. Offer a concise explanation and nothing more or less.

Unemployment - Perhaps more thorny is finding yourself explaining a gap due to unemployment. This is especially true in a hot market; of course this affliction is much more common in a down market, such as the one we find ourselves in now. Strategies to keep this period of unemployment as short as possible are important. Try to be open-minded about salary and contract work. I would argue it is better to step out of your industry than to be unemployed for more than a month or two. Consider signing up for training and turn the gap into a positive discussion point. Most importantly are the reasons why you were let go. Assuming it wasn't for cause, a good reference makes all the difference – get it BEFORE you leave. If it was a lay off, think about how to explain how a candidate of your brilliance was ever let go.

No matter the reason for the resume gap, remember one thing – do not go into lengthy explanation in interview or on paper. Have a story, look him in the eye, be concise, answer the question and move on.

~Guy Pickrell

NationStaff Inc.

This article was orgianlly published here on Nationstaff.com

For more career advice and recruitment articles, check out our blog!
 Interviews: How to prep for success tag:www.recruitingblogs.com,2013-03-08:502551:BlogPost:1672543 2013-03-08T11:00:00.000Z Laura Purt http://www.recruitingblogs.com/profile/LauraPurt
How do you prepare for an interview? Are you a meticulous and thorough researcher or a candidate that improvises on the spot? Recent research from Randstad reveals the secret to successful interview prep, outlining that in such a competitive job…

How do you prepare for an interview? Are you a meticulous and thorough researcher or a candidate that improvises on the spot? Recent research from Randstad reveals the secret to successful interview prep, outlining that in such a competitive job world the completion of a Google search just won't cut it.

Its findings revealed that candidates who consulted a former or current staff member and a recruitment consultant saw considerably more success, securing a job, on average, within eight weeks and three days - two weeks and two days faster than the national average. Candidates who found the most success used a combination of these research methods alongside reading the company's marketing material and checking out the organisations presence in the media. However, only 1% of candidates used these methods in combination, with just 20% of respondents consulting employees and former employees of the prospective employer, only 15% speaking with relevant industry professionals and just 1 in 11 seeking the advice of recruitment consultants.

So how are candidates currently preparing?

In an age where search engines like Google and content aggregators such as Wikipedia have made searching for information easy and instantaneous, Randstad's survey reveals that this easy access may have made job seekers less thorough. With such a wealth of accessible information at their fingertips, for some, research preparation has become limited rather than limitless. One in five (18%) of the British candidates surveyed did not perform any research, past reading the job spec and application, for their last interview and 9% relied solely on a company's website. Mark Bull, the UK CEO of Randstad explained where candidates who use these methods are missing out:

"…People are seduced into thinking the internet has all the answers. It certainly offers a valuable insight but the perspective of former employees – not to mention the insight of a recruitment consultant, will fill in many blanks about a company that an online search can't. In today's marketplace it is the candidate who understands the nuances of an organisations' culture and skills requirements that really stands out."

 The limited nature of researching only on the internet is emphasised further by the average length of time it takes these candidates to secure a position from an interview - eighteen weeks and three days. The length of their job search is almost triple that of candidates using the combined research approach. Through ill-preparation job seekers could be extending their job hunt unnecessarily. Randstad's findings reveal just how essential comprehensive research is to success.

[Sourced from: http://www.mysteryapplicant.com/2013/03/08/interviews-how-to-prep-for-success/#]
 Interview Questions: And robotic answers... tag:www.recruitingblogs.com,2013-02-25:502551:BlogPost:1667905 2013-02-25T14:58:51.000Z Laura Purt http://www.recruitingblogs.com/profile/LauraPurt
 Question:

 Why should we pick you...

 Describe how you overcame a difficult work situation...

 How would your friends describe you in…

 Question:

 Why should we pick you...

 Describe how you overcame a difficult work situation...

 How would your friends describe you in three words...

These are all standard interview questions. They're expected, deliberated over and rehearsed. Each candidate's familiarity with these questions means that their answers become scripted to what they think the interviewer wants to hear. Of course, a truly scripted answer stands out from a mile off, but what about those with the confidence and verbal skills to make them believable? Now, this is not to suggest that these answers may not represent true qualities, but how can you be sure when everyone knows what questions to expect?

Do new ways need to be brought in to measure candidate potential? Should interview procedures be rethought so that the best candidates are allowed to stand out on more than their word?

Heineken evidently thought so.

In a recent recruitment drive to find an event sponsorship intern, Heineken decided to get their applicants to show them, rather than tell them, why they were right for the job. The company had the challenge of deciding which of 1,734 applicants fitted the role best - but with the current scripted and well-rehearsed answers on show, they decided to get creative with their interview practice.

Is this the answer to the end of scripted interview answers? Probably not, as the element of surprise was a main contributor to this methods success rate. However, what this experiment does show is that by challenging candidates with an interview that is a little outside of the box, their true potential can shine through.
 Post-Interview Correspondence from Employers: Has Common Courtesy Become Obsolete? tag:www.recruitingblogs.com,2012-10-19:502551:BlogPost:1615356 2012-10-19T16:30:00.000Z Lauren McGrath http://www.recruitingblogs.com/profile/LaurenMcGrath
Many Accounting, Finance, IT and Office Support job seekers have surely been ignored after the submission of a job application – especially via Internet job boards. We've discussed the dismal reality of depending on this employment search method and, quite frankly, an employer's lack of response in such situations is reasonable. Assuming that someone in the company actually…

Many Accounting, Finance, IT and Office Support job seekers have surely been ignored after the submission of a job application – especially via Internet job boards. We've discussed the dismal reality of depending on this employment search method and, quite frankly, an employer's lack of response in such situations is reasonable. Assuming that someone in the company actually accessed all applications for a given position, the preparation and deployment of individual letters of rejection would be extraordinarily time-consuming. Non-qualifying applicants typically receive an automated message from Human Resources, if anything at all. More commonly, no word back after a week or two will simply speak for itself. Such forms of impersonal communication or lack thereof, while frustrating, should be relatively tolerable to a candidate because he or she has not established a personal connection with the hiring manager. Receiving no such correspondence after an interview, however, is exponentially harder to accept. This is because attending an interview is a much larger investment than merely submitting an application. Aside from generating nerves, an in-person meeting with a hiring manager requires extensive preparation, sacrificing valuable time, most likely from another job, and, potentially, a considerable amount of travel if the candidate is considering relocation. Given the amount of commitment required in accepting an employer's interview invitation, then, a candidate has good reason to feel disrespected when ignored in the subsequent weeks.

 A thorough explanation of the context of "ignored" is necessary before proceeding. This increasingly common occurrence does not refer to a lack of correspondence after a mere week and a half following the interview. Concerned professionals who attended an interview last week and stumbled upon this article after frantically conducting a Google search for "Why I haven't I heard back after my interview?" need not panic…yet. Such persons most likely remain in relatively good favor with the employer – assuming they remembered to send a thank you note, of course! – and would find more benefit from an article like this, which outlines the most common reasons for a hiring manager's sluggish decision-making. Here, though, the intent is not to address the normal post-interview waiting period (the result of points one through five in Green's aforementioned list); rather, the objective is to explore the fact candidates often receive no news after these five hiring "speed bumps" are legitimately no longer possible. Unfortunately, candidates are commonly greeted by endless silence after emailing a polite, well-written thank you note and potentially one (but no more than that, lest the candidate be perceived as a "stalker" or "pest") additional request about the status of the decision.

 This practice is undeniably inappropriate and emotionally straining for a hopeful candidate, but the employer does not have much reason to care. The 240 applicants who were not offered an interview after submitting their resumes are somewhat understandably not contacted. But, if out of the 10 individuals who visited the personally visited the office – perhaps even multiple times – to give their best efforts in meetings with hiring managers, nine are not hired, do they not deserve to be informed about their rejections? Is the professional who does not get selected not worthy of a two sentence email or 30-second phone call from the interviewer? Many organizations certainly project this uncaring opinion whether they intend to or not. It's wildly unprofessional, but the reality is that happens all the time. The reasoning could be that the hiring manager "never got around to" contacting the candidates or that he or she would prefer to avoid a potentially uncomfortable phone call after making a decision. After all, the hiring manager, not the candidate, has the upper hand in the situation. Human Resources shouldhave the competency to issue rejection statements, but failure to do so is of virtually no risk to the organization. Sure, candidates who remain uninformed four months after the interview will think poorly of the company, but their opinions will never impact profit or perception at large. Besides, the candidate who never gets a call from the employer cannot easily validate his or her suspicion that another applicant has been hired. It's very possible that the lack of communication is the result of the hiring manager's unplanned leave of absence or budgeting issue with the new position (Tip: In some instances, a candidate can, in fact, confidently confirm rejection by visiting the organization's LinkedIn page and browsing recent hires. This method has a big limitation, though; professionals do not always update their work information on LinkedIn in a very timely manner). So, in short, a company does not lose anything by lazily or weakly failing to communicate with candidates after their rejection has been finalized.

 Though this limited risk does not, by any means, excuse a hiring manager from neglecting the candidates who have interviewed with an organization, there are some useful pieces of advice for professionals who may soon find themselves in this demoralizing position:

 At the end of the interview, ask for an approximate date to expect to hear back from the hiring manager.
 Asking this crucial concluding question will add further credibility to the interest in the position and establish a timeline from the start, thereby reducing future uncertainty. Although the timeline may not be adhered to, it will serve as a rough estimate of how long the candidate should wait after meeting with the employer before completely giving up on the position. It's also helpful to mention this timeline in the thank you email to the hiring manager by including something such as, "I look forward to hearing back from you next week." This is an easy way to remind the interviewer about expectations and to reestablish the timeframe in writing.

 No matter how well the interview went, don't stop your search.
 A candidate might leave the interview absolutely certain of an impending offer, but can't possibly be aware of the other candidates' performances or feel fully confident about the hiring manager's genuine opinion. A seemingly successful interview, therefore, is no excuse to slack on a job search. Although it may be tempting to take a break after what feels like a clear victory, the best strategy is to continue job hunting as if the interview had never taken place.

 Still no word back? Don't take it personally!
 Remember that many candidates have experienced this type of unprofessionalism after an in-person interview. In fact, in any given instance of this discourtesy, the other unsuccessful interviewees are most likely in the same situation. The lack of contact should not be interpreted as extraordinarily poor interview performance or horrendously inadequate professional experience. Even though the employer has failed to confirm rejection, the candidate should acknowledge that his or her credentials were impressive enough to at least warrant an interview.

 Don't harass the employer.
 The thank you note is obligatory – employers will reject 22% of candidates who fail to send one, per CareerBuilder. A second form of contact is optional, but should not be issued until a few business days after the promised date of decision. Candidates who choose to pursue additional contact should email, not call, the hiring manager. If the name and email address of the hiring manager are unknown, try to find out; HR does not want to be bothered. This tactic yet again reaffirms interest without being a pest. No response after this attempt is obviously impolite but should signal to the candidate that he or she has not been selected.

 Candidates won't experience this uncertainty if working with a diligent recruitment firm.
 A recruiter functions as a direct pipeline to the hiring manager. He or she coordinates the interview setup, and receives feedback about the candidate's performance. If the employer has chosen not to pursue the candidate, the recruiter will be made aware and pass along the bad news accordingly. Because the employer and the recruiter have already engaged in a business agreement, the hiring manager will promptly find out if the candidate was not a match for the role. Recruitment firms, therefore, expedite the process and alleviate the painful, frequently unending waiting period that employers often create for job seekers.
 Shut Up…talking too much can hurt you in the job search and at work tag:www.recruitingblogs.com,2012-04-04:502551:BlogPost:1537805 2012-04-04T16:20:49.000Z Bob McIntosh http://www.recruitingblogs.com/profile/RobertMcIntosh
 If that got your attention, good. I don't know any other way to say it; I hate it when people talk too much. This is a personal issue of mine, a lack of tolerance, perhaps; but mind-numbing talking can affect one's job search and performance/acceptance at work.

Networking events: When you're at…

If that got your attention, good. I don't know any other way to say it; I hate it when people talk too much. This is a personal issue of mine, a lack of tolerance, perhaps; but mind-numbing talking can affect one's job search and performance/acceptance at work.

Networking events: When you're at a networking event and the person with whom you're speaking only talks about himself, it goes beyond annoying. It's downright disrespectful. I recall once talking with a woman at a business networking event; rather she was talking at me non-stop. I eventually wondered if she needed time to breathe. Nope.

Professional meet ups: Another way talking too much can hurt you in the job search is when you're at a meet up and you don't allow the facilitator or the attendees to get their points across. This really inhibits the sharing of information and advice, creating a counterproductive environment. You can see the irritation spread around the room like a black cloud. People begin to stir in their chairs, roll their eyes, and sigh. This is a clear sign that it's time to shut up.

Interviews: Talking too much will definitely hurt you at an interview. One of my workshop attendees told the group that an interviewer told him at the conclusion of the interview that he talked too much. He admitted that he had to work on his problem because it hurt him at other interviews. I felt like giving him a hug for his revelation.

I was the victim of a woman who talked too much when I interviewed her. I think she was nervous. Nonetheless, she lost the position five minutes into the interview when she talked without pausing. She was responding to, "Tell me about yourself."

In the workplace: People who corner you at work are a major annoyance, particularly when you're trying to get some work done. Take a cue from someone who's trying to complete a project at the 11th hour. Notice when their eyes drift to their computer and they repeatedly say, "Ah ha, ah ha…" It's time to bring your talkative self somewhere else, like the water cooler.

Company meetings: The talkative types come out of the woodwork at meetings, don't they? Their need to be heard can extend meetings way beyond their deadline. Managers notice this and resent those who disrupt the agenda, unless they're the talkative ones. When called on it, the offenders become belligerent; their feelings are hurt. I say, "Too bad." Uber talkers need to know when their talking is a nuisance and curb their words.

To see if verbal verbosity is a psychological disorder, I Googled, "talking too much disorder" and came across a number of people who have various opinions, as well as those who are struggling with this problem. Some attribute it to attention deficit hyperactivity disorder (ADHD), bi-polar disorder, and even "communication disorder."

A particular study caught my attention. Communication Addiction Disorder, Joseph B. Walther, Dept. of Communication, Cornell University, Presented at the annual meeting of the American Psychological Association, Boston, August, 1999.

One paragraph from this study caught my attention. "While extraversion and sociability are characteristics which, when exhibited appropriately, confer attributions of credibility and may be pro-social, personal experience, history, and literature are replete with anecdotal accounts of people who talk a great deal to negative extents. Terms such as "talk too much," verbose, long-winded, gossipy, dominating, etc., all speak to the notion that auditors devalue others who verbalize beyond normative levels, and that lay interpretations of such behavior result in negative attributions."

Sadly, loquaciousness may be unavoidable, as the author states: "Additionally, talkaholics reported that they had been unable to curtail their talkativeness activities. "When asked if they had ever tried to talk less, most indicated they had but many added comments such as 'Yeah, but I can't do it.' 'I can't stop talking.' 'I am driven to talk.'"

I'm not sure after reading this if I was proud to have discovered it, or suffer from "intolerance disorder" (not a real diagnosis). One thing is for real, talking too much has a negative effect on not only me but others as well. So if you are one who can't stop talking, the road to the job search and beyond may be a long one.
 Pros and Cons of Video Interviewing Contract Candidates tag:www.recruitingblogs.com,2012-01-12:502551:BlogPost:1497171 2012-01-12T20:00:00.000Z Debbie Fledderjohann http://www.recruitingblogs.com/profile/DebbieFledderjohann
Technology is changing the way we do almost everything, and it seems that job interviews are no exception. With the advent of Skype and other Internet video tools, video interviewing is supplementing, and in some cases replacing, the traditional in-person job interview process.

But is it right for you and your clients? You may want to consider the following pros and cons before deciding:…

Technology is changing the way we do almost everything, and it seems that job interviews are no exception. With the advent of Skype and other Internet video tools, video interviewing is supplementing, and in some cases replacing, the traditional in-person job interview process.

But is it right for you and your clients? You may want to consider the following pros and cons before deciding:

Pros	 Cons

Save travel costs for long-distance candidates.

Expedites interview process

Can assess "body language," which is not
possible in phone interviews

Convenient for candidate

Video interviews can be recorded for review later.

A "green" alternative to having candidates travel for interviews

Candidate must have access to the Internet and a Web cam

Technical problems could hamper interview.

Must be careful not to disqualify candidate based on protected class (race, disability, etc.) learned about through video

Candidates may be uncomfortable in front of a camera.

There are a variety of options for video interviewing, ranging from Skype's free service to fee-based services that offer advanced features (e.g., allowing a large number of people on the video call). Typically, video interviewing options can be broken down into two types:

Live - These are the kind that are performed on Skype where both the interviewer and candidate are present and interact with each other on the video.

Recorded - Interview questions are sent to the candidate, and they record their answers online via their Web cams for the employer to review later. There is no interviewer present. These are often used in place of phone interviews to pre-screen multiple candidates.

Video interviews may be worth a look, especially if you are placing contractors. Contract positions often need to be filled quickly, and the candidates are often remote, making video interviews an attractive option.

Debbie Fledderjohann is the President of Top Echelon Contracting, Inc.
 STRESSFUL JOB INTERVIEWS CAN GO TO FAR...OR DO THEY WORK FOR YOU? tag:www.recruitingblogs.com,2011-11-20:502551:BlogPost:1469262 2011-11-20T17:00:22.000Z Valentino Martinez http://www.recruitingblogs.com/profile/ValentinoMartinez

Alien Abductions: The Real Deal?

What leads people to believe they've been abducted by aliens?…

Alien Abductions: The Real Deal?

What leads people to believe they've been abducted by aliens?

By Kaja Perina, published on March 01, 2003 - last reviewed on September 20, 2011

"...there are hundreds of workaday individuals who claim to have been abducted by aliens. These individuals do not flower into gurus; they struggle alone with memories of unintelligible messages, temporary paralysis and humanoid creatures hovering over their beds. Their stories don't always check out, but their minds do: Psychological tests confirm that abductees are rarely psychotic or mentally ill. Some 3 million Americans believe they've encountered bright lights and incurred strange bodily marks indicative of a possible encounter with aliens, according to a recent poll.

http://www.psychologytoday.com/articles/%5Byyyy%5D%5Bmm%5D/%5Btitle-raw%5D

How does a space alien abduction compare with a stressful job interview? Apart from being probed on an alien space ship, as many have claimed to have experienced--the stress effects have similarities and those are unpleasant and memorable.

I have to ask…have any of you in the recruiting industry represented here on the RBC ever:

Conducted a stressful job interview on a job applicant?

Experienced a stressful job interview as a job applicant?

Hear of a stressful job interview and its outcome?

As for me, I've been around long enough to have experienced all the above. So I can attest that it is traumatizing and so unnecessary when you think of the downsides, e.g., a customer lost for life; psychological scarring to the interviewee; creates a bad ambassador who will happily describe the experience over and over; complaints to EEOC and/or legal action taken; and bad press that travels at lightening speed these days.

As a Corporate Manager of Employment I often heard of such complaints and addressed them in kind. I recall an interesting push back from one hiring manager who simply said: "It works." He explained that if he yelled at a job applicant and got in their face—he was merely exposing them to the hostile work environment they would be introduced to if hired. "If they can't take it in a job interview they won't last here". I recommended other ways of getting at a candidate's ability and experience for working in a similar environment. When I asked him if he was interviewed in the same way, his response was: "Well, no." He complied with my request.

Another example was a Ph.D candidate's interview experience for a research assignment in a leading biotech company. After his round of interviews he compared it to what the Spanish Inquisition must have felt like. He was eventually selected, but he wasn't enamored with the process.

Your thoughts?
 Don't Neglect Legal Interviewing Techniques for Contract Positions tag:www.recruitingblogs.com,2011-10-03:502551:BlogPost:1430136 2011-10-03T17:56:10.000Z Debbie Fledderjohann http://www.recruitingblogs.com/profile/DebbieFledderjohann
One of the beauties of contract placements is that they happen FAST. Often interviews are conducted over the phone, and the contractor is at work within in a matter of days rather than the weeks or even months it can take with direct hires.

But don't let the quick nature of contract placements cause you or your clients to overlook legal interviewing techniques. According to attorney Lisa Yankowitz, one staffing company learned this the hard way, settling a disability…

One of the beauties of contract placements is that they happen FAST. Often interviews are conducted over the phone, and the contractor is at work within in a matter of days rather than the weeks or even months it can take with direct hires.

But don't let the quick nature of contract placements cause you or your clients to overlook legal interviewing techniques. According to attorney Lisa Yankowitz, one staffing company learned this the hard way, settling a disability discrimination claim that arose from improper dialogue during an interview for $35,000.

This situation inspired Yankowitz's most recent Informed Workplace video on Interviewing Dos and Don'ts. In the video, Yankowitz goes over some of the basics of legally interviewing.

The bottom line is that you and your clients should never ask candidates, either directly or indirectly, about any conditions or circumstances that are protected by federal law, including disability, pregnancy, religion, ethnicity, gender, or race. Even if a candidate brings any of these topics up, you should not ask questions about them.

The video is only a little over two minutes long, so it is worth you and your clients' time to review these basic tips.

Debbie Fledderjohann is the President of Top Echelon Contracting, Inc.
 Creating Success and Happiness; Putting The Right People, In The Right Roles tag:www.recruitingblogs.com,2011-08-30:502551:BlogPost:1363407 2011-08-30T13:43:43.000Z Emily Eastman http://www.recruitingblogs.com/profile/EmilyEastman
Last Thursday, the CEO of one of the most successful businesses in the world announced his resignation. Steve Jobs the co-founder of Apple is signing off to a new era. Jobs has been on sick leave since January of this year and has told the press, ""I have always said if there ever came a day when I could no longer meet my duties and expectations as Apple's CEO, I would be the first to let…

Last Thursday, the CEO of one of the most successful businesses in the world announced his resignation. Steve Jobs the co-founder of Apple is signing off to a new era. Jobs has been on sick leave since January of this year and has told the press, ""I have always said if there ever came a day when I could no longer meet my duties and expectations as Apple's CEO, I would be the first to let you know."

Steve Jobs has given businesses, technology and this country so much. He has been called, "the world's magic man." But why is it that he has been so successful? Well, Jobs makes his path the triumph very clear in his 2005 commencement speech for Stanford University, he will not settle, and he will always love what he does.

"Your work is going to fill a large part of your life, and the only way to be truly satisfied is to do what you believe is great work. And the only way to do great work is to love what you do. If you haven't found it yet, keep looking. Don't settle."

 Working just to work does not achieve the success and happiness that we all strive for. But how do you find that drive? Where can you look to start a new career path? One that is right for you and creates success and happiness? What is the process in shifting the entire distinction of "work" from somewhere to go and something to do, to one of engagement, productivity and mutual returns?

KeenHire Talent Management specializes in aligning the right people for the right roles with the right companies. We work with our candidates to maximize their strengths, secure the job they want and integrate into their new role with power and ease.

Although right now you need a job, a paycheck and a sense of stability, in a few months reality will set in and you will be left with the question…"Is this the right place for me?" If the answer is no, the hunt starts again. The more times you take the wrong job, the more yourself esteem diminishes, your motivation drags and your income lags.

At KeenHire, we work with our candidates to evaluate your career goals, your core differentiators and your winning formula that helps you efficiently and effectively strategize your career search process to select the best fit and eliminate the rest.

 By: Emily Eastman 5 Recruitment Marketing Articles of the Week 8.20.11 to 8.26.11 tag:www.recruitingblogs.com,2011-08-26:502551:BlogPost:1355898 2011-08-26T16:03:03.000Z Chris Brablc http://www.recruitingblogs.com/profile/ChrisBrablc695
Here is our weekly feature in which we share the top articles we enjoyed from the past week about recruitment marketing, social recruiting and anything else in the recruiting space. This week we'll be talking about Employee Recognition, Interview Questions, Affecting Change, RFP's and Recruitment SEO.

Here are the articles our that interested us this week (in no particular order), enjoy!:

 …

Here is our weekly feature in which we share the top articles we enjoyed from the past week about recruitment marketing, social recruiting and anything else in the recruiting space. This week we'll be talking about Employee Recognition, Interview Questions, Affecting Change, RFP's and Recruitment SEO.

Here are the articles our that interested us this week (in no particular order), enjoy!:

The #1 Employee Recognition Tool of All-Time by Tim Sackett (@TimSackett)

Great post on how a simple recognition of good work can go a long way to building employee trust.

60 Interview Questions by Ellyn Enisman (@collegetojob)

Simple concept that is a great resource to hiring managers.

Regenerative braking – maybe change isn't so hard by Steve Boese (@SteveBoese)

Good example of how change can happen by removing practical barriers from the equation.

Death to the RFP by Bryon Abramowitz (@BryonAbramowitz)

Some good points on RFP's and how you can improve them.

6 Keyword Research Mistakes You Might Be Making by James Agate (@jamesagate)

A great post to read as you are building your Career Site. Some good Recruitment SEO best practices.

Hope you enjoy the list. If you have any articles I should add to the list feel free to add them to the comments or send me an email at firstname.lastname@example.com or follow us on Twitter @smashfly.
  Interview tips for the summer job search tag:www.recruitingblogs.com,2011-07-01:502551:BlogPost:1267230 2011-07-01T01:24:02.000Z jeffreytmoore http://www.recruitingblogs.com/profile/jeffreytmoore Ok, it's officially summer and the 4th of July is coming (my favorite holiday if you were wondering...LFOD baby!). The sun is finally out and vacations are starting actually happen. Alas, the summer is also one of the hardest times of the year to network and get a job. All those things we love about the summer make finding a job slow and painstakingly annoying as things get rescheduled and pushed out to make sure the whole team is around. With that, before I go on my vacation....I give you a… Ok, it's officially summer and the 4th of July is coming (my favorite holiday if you were wondering...LFOD baby!). The sun is finally out and vacations are starting actually happen. Alas, the summer is also one of the hardest times of the year to network and get a job. All those things we love about the summer make finding a job slow and painstakingly annoying as things get rescheduled and pushed out to make sure the whole team is around. With that, before I go on my vacation....I give you a few tips and works of wisdom for the summer job seeker.

 1) Lower expectations - Take a deep breath, relax and understand things will be a little slower this time of year. Nothing you can do about and you'll be better off just chilling out. Don't change anything you do but realize it will just take more effort and time to accomplish your goals.

 2) Amp up the networking - Summer is a great time to network. Let's be honest, everyone is looking for an excuse to enjoy the weather...so why not take advantage of that and do a little networking. Coffee outside at Starbucks? Sounds good to me!! All joking aside, with interviews and offers taking longer in the summer.....the best way to keep momentum w/ your job search is to network like a crazy person.

 3) Look beyond the postings - As we all know by now, in the current economy most jobs are being filled without ever being posted. So, in the words of those dudes from Inception....you must go deeper. Ping your network, do that networking thing and aggressively poke around to find roles that aren't posted out on the web.

 4) Refresh - Simplest tip of them all. Use the summer to refresh and recharge your job search. Recognize things slow down and take advantage of this time to make sure you are not burnt out by an endless quest for kick-ass work. Having a great attitude will get you a long way during your job search......so, enjoy the summer and knock whatever interviews you do have out of the park.

 Ok, that's it, short post by me this week. I'm taking the next week off for some RR and work around the house (hello 8 yards of mulch). Good luck with the search and until next time.... Dear Recruiter, Are you connecting with your candidates? tag:www.recruitingblogs.com,2011-06-08:502551:BlogPost:1229916 2011-06-08T01:25:18.000Z Mark A. Leon http://www.recruitingblogs.com/profile/MarkALeon

Recruiting is a specialty art. It is not as simple as providing full life cycle support. The key elements of a successful recruiter include:

Marketing

Research/Investigation

Project Management

Public Relations

Negotiation

Client Relationship Building

Legal

Technical

Yes, all of these skill sets are critical to an effective and…

Recruiting is a specialty art. It is not as simple as providing full life cycle support. The key elements of a successful recruiter include:

Marketing
Research/Investigation
Project Management
Public Relations
Negotiation
Client Relationship Building
Legal
Technical

Yes, all of these skill sets are critical to an effective and long term career in recruiting / talent acquisition. This blog is not about what soft and technical skills are required to be a recruiter. If that were the case, I would take a job description off of Monster or Careerbuilder. I would like to talk about how to establish a positive relationship with your candidates.

I know, all candidates are different. They come from different cultures, social background, financial status, career level, industry focus and leadership level. But the bottom line is every candidate has the same attribute, they are human. Am I saying that if you begin a relationship with a new college graduate it is the same as developing a connection with a CFO? No, but what I am saying is that every human interaction is built on finding common ground, trust, compassion and the willingness to accept each other's position and attempt to come up with the best means of finding a win/win on both ends.

That being said, how do I establish, maintain and grow a relationship with a candidate that will provide the candidate with an excellent client experience? Simple; plant the seed, feed the ground and the seed with water and nutrients, spend time with the young blossoming bud and celebrate its victory as it spreads its beautiful colors and provides oxygen to is surroundings.

Now how do we translate that series of metaphors into a working knowledge piece?

Here are some key things to remember when you begin a new relationship with a potential candidate:

1. Learn about the background of the candidate and determine if there are common elements which can help to establish rapport. What are his/her hobbies? Where did they go to school? Who did they work for and are there networking contacts you have in common? Do they like sports and if so, what teams? Stepping into an initial conversation with a common ice breaker can help relieve the tension of a presumed interview setting and allow for candid and flowing conversation.

2. Remember that we are all human and all desire the same pursuit of happiness, family, health and balance. Whether you are talking to someone that made half a million last year or someone that made thirty thousand, we all have the same goals. Some are driven by work life balance, financial or challenge of work, but we all want to belong to something that we believe in and that is grounded in stability. Don't change who you are as a recruiter if you are talking to someone at a higher professional level or lower. Be yourself and use the same comfort tactics you would use with any candidate. In the end, the candidate will admire you and be open to sharing more information.

3. Research and understand the role you are looking to fill. In a high volume work setting with a diverse set of roles on your work bench, the expectation is that you will not know all the day to day duties of a role or the software/hardware components necessary to perform the duties of the role but there are some elements that a candidate would like to know in initial interaction. What is the culture of the team? What are the challenges facing the role? What professional background will be most successful? What are the growth opportunities and training? What are the expectations of successful performer? Having a working knowledge of the role prior to client interface with provide you with a level of respect that will set you apart from you colleagues.

4. Don't be afraid to open up a little. If an opportunity presents itself to share insight into your own life and experiences with the organization, let your guard down and show the candidate that we are a company built on relationships and family values.

5. Sharpen your marketing skills. Know what your company does well and shout out how proud you are to be a part of the organization. Share in the wins, awards, financial options, growth opportunities, open communicative culture, training, volunteer work and all the great things that your company does and offers. Sell, sell, sell. You are trying to purchase a commodity and in order to do that, you have to convince that commodity that they want to be part of this. Taking the big step to a new role is in fact a very big step. You need to guide them to the door and in a way, open it up as well.

These are a few little insider hints on how to get an edge, when you pursue top talent and want to close the deal.

Happy Hunting!

http://recruiterpoet.wordpress.com/2011/06/08/2459/
 How to tell when a sales person is lying in an interview. tag:www.recruitingblogs.com,2011-05-30:502551:BlogPost:1213717 2011-05-30T01:00:00.000Z Steve Ludlow http://www.recruitingblogs.com/profile/SteveLudlow

In a sales interview, when asked, "What percentage of budget did you achieve in the last measurable year?" often the answer is, "100%". Look at the leader-board in any sales organisation and a very small portion of the team is actually…

In a sales interview, when asked, "What percentage of budget did you achieve in the last measurable year?" often the answer is, "100%". Look at the leader-board in any sales organisation and a very small portion of the team is actually between 98% & 102% (100% or there abouts). Typically it's around one in fifteen and the remainders are either above or below. Those that are above 100% always know that they were 109% or 120% and will mention this in an interview. If you ask this question (and you definitely should be), I guarantee you'll get a lot more than one in fifteen answer with, "100%".
But who is lying and who is telling the truth?

Ask the candidate, "What was your budget in that year." Those that did just scrape in budget at 100% will remember vividly what number it was that they achieved. They are proud of it and they would have been focusing on that number for some time throughout the year in order to get there, therefore they will recall it instantly. Those that fell a long way short will often have forgotten what the budget number was, as they lost sight of hitting it when they fell behind throughout the year, therefore they may pause and give you a rough estimate or seem to be making up a number.

It's also good practice to ask these questions on more than one occasion to check for consistency. Perhaps on a phone interview and then once again in the face to face interview.

Performance against budget in a sales environment is the key measure of a capable sales person, so knowing who's lying and who's not is a very valuable tool, especially when you're dealing with some of the best communicators and 'potentially' capable liars; sales people.

This is not a fail safe technique of course, but definitely something worth noting, as a suspicious response will often prompt you to do more investigation where you may not have otherwise. Obviously as part of the reference checking procedure its imperative that you or your recruiter speaks with someone the candidate has reported directly to in order to verify the results that the candidate has achieved prior to hiring them. In a senior sales environment, the best indicator of future performance is past performance. If you can verify someone's prior result achieved, it goes 'some' way to protecting yourself against a bad hiring decision.
Originally published in the HG Sales Blog filed under Sales Recruitment

Steve.
 Need to get out of the office for an interview? We'll show you how... tag:www.recruitingblogs.com,2011-04-14:502551:BlogPost:1180518 2011-04-14T22:13:01.000Z Amos http://www.recruitingblogs.com/profile/Amos
 In my years of headhunting top talent I've helped candidates come up with Quirky Sneaky, Desperate, Slightly Kooky, Yet Effective Ways to leave the office, (in the middle of the day) - especially for demanding executives that need to meet them asap. Here are 10 of my favorites...

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In my years of headhunting top talent I've helped candidates come up with Quirky Sneaky, Desperate, Slightly Kooky, Yet Effective Ways to leave the office, (in the middle of the day) - especially for demanding executives that need to meet them asap. Here are 10 of my favorites...

1. Family Emergency – Say that one of your family members is sick and has to be taken to the hospital. Tell your boss that you must accompany them and that you'll be back as soon as you can. This way, there's time for you to attend the interview you planned for ahead of time. Be confident and tell your boss you'll be back as soon as possible.

Sick Leave – If you aren't feeling well or if you think you need to take a break, let your boss know. Tell them that you have a bad case of diarrhea, which always works, or you can just say that you caught something contagious and it's starting to spread. Sneezing and coughing obnoxiously always works.

Allergy Alert – Say you accidently ate something you're allergic to and you're going to start swelling up and breaking out in hives if you don't get out of there. There's always a chance you ate something bad and is experiencing stomach cramps, so you can make the excuse that you caught an allergy from the peanuts you ate or the iced tea you drank during lunch. Or if you're feeling nauseous and is having a bad headache, you could use that as an excuse to leave work.

Memorial Service – This should only be used in desperate situations, but if you have to use it, it should always work. You should know about the interview a day or two in advance, so mention you'll be heading to a funeral. In the worst possible situation you can say that you have a memorial service to attend and that you just learned about it during the day. You have to act like you're desperate in order to convince the boss that you genuinely need to go. Note: This is not a good excuse to make so don't use it unless you are sure you can pull it off.

House Fire – Everyone can understand that. Say you left your iron/curling iron/stove/water on and you have to run back for an hour before your house combusts. It should get you enough time for an interview. Again, this is not a good idea but if you are truly desperate about that interview, you can tell your boss that you left the water running or the stove on and it is burning as you speak. This will sure convince the boss that you need to go and anyone can sympathize with this critical issue.

Pet Emergency – People love pets. If you say your dog is locked in a closet or your cat slipped out of the door when the kids left for school and now everyone is crying, it should buy you an hour or two. Even if you don't own a pet, you can say that your dog locked itself in the basement or your cat has gone missing and one of your neighbours called that they found it lost in the backyard of your house. This may not work, but you can always try it and see how it goes down.

Traffic Ticket – Say you have a court date to fight a traffic ticket. If you are running out of excuses, there's always the speeding ticket excuse. Say that you ran over a red light on accident in the morning and you have to go to traffic school to get it settled. There's nothing more important than making sure your traffic record is clean. You can go even further and say that you got a police report and that you must attend a court hearing later in the day or your points will be taken off.

Tax Bill Error – If worse come to worse and you're running out of ideas, say that your tax return bill has an error and you must fix it because the due date is near. Perhaps you have an accountant to do the tax bill for you but he or she made some clerical errors and it needs to be audited. The point is not to make the accountant look guilty but to convince the boss you have to rectify the situation.

Work from Home – If you are really not feeling well or you are stuck with a sick child at home, you can tell your boss about it and hope that he or she can sympathize with your situation. You can call your boss from home and have a live conference with him, or you can e-mail him directly about your absence and hope for the best. Make sure you tell him you took all your work home and that you're completing the tasks as you speak.

Doctor's Appointment – And finally, if you can't come up with any other excuse, pull the easy card and say that you scheduled an appointment with your family doctor and that you have to attend it during work. It's the most common excuse workers use but that doesn't mean you can't spin it in another direction and say that you haven't been to the doctor in months and you're in really bad physical shape.

Going to an interview during work is not easy, especially if their boss is really demanding, but if you have no other choice, you have to come up with a convincing idea to have them at that interview or you may miss your chance to get them hired in a higher level of profession.

Lastly, I tell candidates "don't let your fear of being fired hold you down", as long as you build really tight relationships with your bosses and tell them beforehand of the meeting you scheduled; they may let you go for the day. It's not easy making up excuses to go to an interview during work, but when opportunity strikes, you can't let the chance pass you by.

Have you heard wackier excuses? - please share.

By Amos Tayts
 Video Resume: Taking Another Look tag:www.recruitingblogs.com,2011-03-09:502551:BlogPost:1157060 2011-03-09T03:30:00.000Z Lisa Switzer http://www.recruitingblogs.com/profile/LisaSwitzer
Early February I posted a blog entry called "To Video or Not to Video? Resume video's are they going to help or hinder?" and it sure did get some feedback. It also brought me to another mind-set on how video recruiting should really be handled. And of course the world has a funny way of connecting people and organizations that share…

Early February I posted a blog entry called "To Video or Not to Video? Resume video's are they going to help or hinder?" and it sure did get some feedback. It also brought me to another mind-set on how video recruiting should really be handled. And of course the world has a funny way of connecting people and organizations that share visions, hence my introduction to Ty Abernethy, Founder of ZuZu Hire.

What other mind-set did the resurgence of video resumes bring forward you ask?

I asked myself, what additional value does a video resume have to offer? If recruiters, HR professionals and Hiring Managers already screen paper resumes within 30 seconds, what are the chances they will want to review a video resume of 2-3 minutes? My inside voice says – unlikely. But, how can we engage and gain their interest in viewing a video snippet of a great candidate?

The bottom-line Question: Who should drive the video resume purpose?

My Perspective: The Organization / Employer looking to hire, not the candidate.

But why you ask?

Because what a candidate may perceive as an important highlight, competency, skill or accomplishment may be low on the priority list of the employer. Since the organization/employer ultimately know what they are looking for - they should set the parameters. That way, as a candidate you are producing targeted video resumes that won't make the reviewer feel like they are wasting their time. Now if only a service out there helped provided something along these lines...if only....

Hello – ZuZu Hire!

I had the pleasure of interviewing Ty Abernethy on February 23rd, 2011 and will be sharing all the insights on how he and his team came to create ZuZu Hire. Stay tuned for Thursday's blog entry on how ZuZu Hire is changing the face of video resumes and helping employers manage their front end recruiting process.