Thursday, July 9, 2015
1) Your Job Description Is Vague: When writing out position requirements, details count! If the job description is vague, you'll be inundated with resumes from candidates who will also be unfocused. Do you really want to spend time bringing in candidates whose backgrounds may have nothing to do with the skills needed for the job?
2) You Have Forgotten What It's Like to Be a Candidate: At one time or another, we were all first-time job seekers nervously fidgeting in the lobby, waiting for our chance to shine. Now that you're in the hiring seat, don't think that it's okay for you to keep that newbie waiting out there for 15 minutes. Kindness and consideration never go out of style. If there's an emergency or unintended delay, convey that to all involved.
3) You Ask Questions That Are Unrelated to the Job or the Candidate: Nothing is more frustrating to an interviewee than when a recruiter asks questions that have nothing to do with the job requirements. Aligning an 'inquiry strategy' with the position requires planning on your part. Asking an executive about supervisory style is reasonable. Posing the question, "If you were a tree, what kind of tree would you be, and why?" falls into the category of unreasonable, and not very useful. For best results, allow the resume to guide you when inquiring about the candidate's background and relevant skill set, and relate these to what the position requires.
4) You Think an Interview Is an Interrogation: An overly curt, detached or serious demeanor can deter even the most enthusiastic of prospective hires. By all means, ask your most salient questions, but allow yourself to relax a bit, smile and view the interview as a conversation. Setting each interviewee at ease will increase the likelihood of making a connection with the right person. Your keen ability to size up hopefuls with a welcoming air will encourage a solid contender to not only accept your offer, but will enable them to thrive once hired.
5) You Know Ahead of Time Who You Want to Hire: It's fine to envision your ideal applicant as someone who can hit the ground running, who requires minimal training, and who'll potentially enhance your company's reputation / productivity / profit margin – all realistic expectations. Consider, however, that your preconceived image of an "Entry-level Management Trainee" might not resemble the actual human beings walking through your door. If you tend to disregard people who do not fit your fixed notions (in terms of age, gender, orientation, ethnicity, disability, etc.), you just might overlook someone with qualities perfect for the role. When you can pinpoint relevant experience, identify transferable skills, and draw out real passion for the role despite a candidate's outward characteristics, you're on your way to becoming a more savvy hiring manager
Thursday, January 22, 2015
Article credits to Drew Hendricks, Inc.com
Friday, January 2, 2015
Friday, June 21, 2013
Monday, January 28, 2013
- Plan and prepare.
- Understand what the competencies are that you are going to be questioned on.
- Use the CAR approach
- Don’t allow the interviewer to put you off your game!
- Expect the unexpected
Tuesday, April 10, 2012
Although we may never know why we didn't get chosen for a job interview, a recent study is shedding some light on recruiters' decision-making behavior. According to TheLadders research, recruiters spend an average of "six seconds before they make the initial 'fit or no fit' decision" on candidates.
The study used a scientific technique called “eye tracking” on 30 professional recruiters and examined their eye movements during a 10-week period to "record and analyze where and how long someone focuses when digesting a piece of information or completing a task."
In the short time that they spend with your resume, the study showed recruiters will look at your name, current title and company, current position start and end dates, previous title and company, previous position start and end dates, and education.
The two resumes below include a "heat map" of recruiters' eye movements. The one on the right was looked at more thoroughly than the one of the left because of its clear and concise format:
With such critical time constraints, you should make it easier for recruiters to find pertinent information by creating a resume with a clear visual hierarchy and don't include distracting visuals since "such visual elements reduced recruiters’ analytical capability and hampered decision-making" and kept them from "locating the most relevant information, like skills and experience."
Read more: http://www.businessinsider.com/heres-what-recruiters-look-at-during-the-6-seconds-they-spend-on-your-resume-2012-4#ixzz1re2kaMbD