by Beth | Dec 16, 2011 | Employee Hiring
When my daughter was 5 years old, she asked me if I believed in Santa Claus. I said, “Of Course! Why?” She said to me “Really, Mom. Flying reindeer?”
Last month in the Denver Post, there was an article about a successful company trying to fill several open positions for their company. The woman interviewed commented “On the first day, I was expecting 40 people to show up, one showed up…I think now it is becoming almost easier to stay at home and accept an unemployment check than it is to get out there and work.”
First, I wonder how on earth this woman expected to interview 40 people in one day. This means that these candidates didn’t have a specific time to come in for their interview. On my busiest day, I will interview 15 people, so logistically it simply doesn’t make sense.
Second, the myth that people sit back and milk unemployment benefits is simply not true. Now do we have folks in this country who scam the government for unemployment money? Of course. Do all of them? Of course not. Being on unemployment is stressful; just ask anyone who is has ever received unemployment.
Third, I felt very sympathetic towards this woman. She is overworked, overwhelmed, and doesn’t believe that there is help for her. What an awful position to be in as a business owner.
At A-list Interviews we begin with the ideal candidate in mind, so that every part of the process gets you closer to your best candidate. But you, as the owner or hiring manager, must believe that the employee you want exists. When you believe, miracles can happen.
by Beth | Dec 9, 2011 | Selecting Good Candidates
Yesterday, I was screening applicants for a position that requires a high level of attention to detail. Not long into the search, I received a beautifully formatted resume. The candidate had all of the skills that we wanted in a new employee! I opened the cover letter to learn more about this bright prospect. The opening sentence said “I am responding to your add…”
The question then becomes do I overlook one small spelling error that spell check would not have caught or do I pass up this well qualified individual for a simple mistake. When screening for a position that will require analysis and detailed reporting, one small mistake could cost a company thousands. The error to proof read made by this candidate stands out so magnificently that I had to pass them up.
So much of pre-screening can be subjective. When making the final call, compare the resume to all required skills, not just the technical set listed on the resume. I would definitely not “add” this individual to the team.
by Beth | Dec 8, 2011 | Adventures in Interviewing
I placed a call to a candidate to invite her in for an interview. The message said “Please enjoy the music while your party is reached!” Then, I heard the song “Take this job and shove it.” Need I say more? Listen to the clues that people give you before, during and after the interview. You will be amazed at what you will learn.
by Beth | Dec 7, 2011 | Interview Process
Last fall, I recounted a story about “The Winker,” an inappropriate event that occurred during one of my interviewing sessions. A female candidate had winked at my client during the interview process, making him feel very uncomfortable. Although the candidate was very qualified, we did not hire her because of the discomfort experienced by all who were involved. Well, folks, you won’t believe this, but I had another instance of a winker at the interview table! Not only did she wink at my client, but the top button of her blouse popped open!
I cannot stress enough than an interview is not the time or the place for sexual overtures and “Janet Jackson” style uniform malfunctions. As an interviewer and coach, I certainly see inappropriateness from both men and women. Remember, if you are the employer and uncomfortable in any way about a candidate, listen to your discomfort, regardless of how qualified the candidate may appear. This type of behavior in an interview could be a sign of things to come, including a sexual harassment suit.
by Beth | Dec 1, 2011 | Employee Hiring, Hiring Managers, Interview Process
As hiring managers, we spend more time analyzing resumes than we do actually interviewing candidates. Most applicants don’t write their own resumes or cover letters. Therefore, we spend time “pre-screening” candidates on materials that they didn’t produce. Have you ever looked at a candidate’s application and knew they were the one? Then, you talk to them on the phone and know that they would never work out?
The biggest waste of time is spent trying to judge a person on a piece of paper that they likely didn’t produce. If the applicant followed directions specifically, have no spelling or grammar mistakes, and the tone of the materials is appealing, (which will weed out about 70-80% of applicants) schedule an interview.
