by Beth | Oct 6, 2011 | Uncategorized
My clients and I were interviewing a man who arrived prepared with several sealed 8×11 envelopes. When he sat down, he asked if we needed a copy of his resume. I said “no thank you” because I already had one sitting on the table in front of me he’d already provided. He mentioned that he also brought some additional documents like references. He began describing his last manager with such anger and venom, I was concerned and actually did want to see the references he brought. When he opened the envelope to hand them over, he struggled with the envelope’s seal. While I was curiously wondering why the envelopes were sealed to begin with, he whipped out a huge serrated edge knife to slice one open. Wide eyed in amazement, we unfortunately did not hear what he said because we were so focused on that knife. We ended the interview really quickly, realizing that the candidate was probably not a great fit.
While this individual had some really amazing experience, my client actually felt somewhat threatened in the interview process. Be careful how you present yourself to future employers. While opening a letter with an appropriate tool is certainly understandable, carrying a weapon into the interview is probably not the best way to secure your chances for employment.
by Beth | Oct 5, 2011 | Interview Process
I recently asked my network on Linked In how we can improve the relationship between job candidates and the organizations who interview them. I was stunned at the response. Every single respondent replied with a request to communicate more effectively. One person even stated “While I don’t want the answer to be no…let me get you off my list!”
A-list Interviews responds to every application we receive on behalf of our clients. Taking care of your candidates, even after the application process is completed, is a direct reflection of your company, not to mention an incredible marketing opportunity. While, I agree, some respondents to do not take the news of rejection well, the incredible people who are ideal for another company deserve the respect of a response. It is as easy as an auto responder email stating, “Thank you for your application. If you haven’t heard from us by x date, then we have moved on with other candidates.”
In closing, when you post an ad, get some free marketing by responding to your applicants and Just Say NO!
by Beth | Sep 30, 2011 | Interview Process
As we move forward on the tail end of the worst recession in our lifetime, it is time to learn from our mistakes. One of the biggest mistakes that we make in our businesses is our blatant disregard for a professionally run interview process. We spend so much time, energy and money trying to replace the actual interviews. We use recruiters, phone interviews, and employee testing just so we don’t have to interview candidates. But, guess what? You can NEVER avoid the actual interview. Even if you decide to hire someone without having met them, you still have to speak to the candidate and perform that initial interview. You can’t avoid it. So, how do we fix this? Simply by talking about the big white elephant in the room, and acknowledging what Martin Yates calls a “dirty secret.”
We as companies promote people to management, tell them to hire a team of people, hold them accountable for that team, and never teach them how to conduct an effective interview. When someone makes a big hiring mistake, they assume that they “are just not good at interviewing.” That is not true. People can be taught to conduct fast, effective interviews. However, until we begin the conversation about it, the interview process will remain in the dark. And, our company culture will continue to deteriorate.
by Beth | Sep 29, 2011 | Interview Process
Every once in a while, I apply for jobs just to see what candidates have to go through in order to get a position. It is important as an interviewer to understand the process from the candidates’ perspective. The application process is a direct reflection of the company who is hiring. While every interview process is different, if you want to NOT hire good people, here are some NOT to do’s:
1. Make the application process so hard that good candidates would rather have a root canal. One company I applied for posted an ad with an incorrect link. I was really curious about the position so I went to the company website and located the right link. I discovered that I had to write an essay of my qualifications and how they fit into the job description. I also had to send a resume, cover letter, references, and a salary history. The link to send the materials in was also incorrect so I moved on to the next one. While gathering good information on your candidates is important, asking for too much will discourage the applicant and give you more paperwork to review. A well crafted resume and cover letter should tell you all that you need to know to determine if you should move to the next step in the interview process.
2. Be disrespectful of the candidates’ time. One company asked to schedule an interview with me. They asked me to be 20 minutes early. The day before the interview, I received frantic email asking me to actually arrive another 40 minutes earlier than that. I was an hour early as requested. They started the interview at the original time.
3. Leave people hanging. I interviewed with another company that told me they would give me an answer within three days. Two weeks went by without any communication. I sent a follow up email re-iterating my interest in the position, and I still haven’t heard from them. If you do not intend to hire the candidate, at least send them an email thanking them for applying and let them know you filled the position.
4. Be confusing. One company asked me to interview and I ended up watching a 45 minute sales presentation. This is not an interview.
5. Be vague. A company that doesn’t put their name on the job ad will get people looking for a job. A company that stands behind their ad with their name on it will get people looking for the next perfect position.
by Beth | Sep 28, 2011 | Employee Hiring, Rehire
Occasionally, my clients are faced with a decision to re-hire a former employee. People may leave your organization for any number of reasons: more money, different opportunities and loss of passion for a position are common. I was asked for my opinion by a client who wants to re-hire a former employee. My honest answer was “Well, it depends.” Re-hiring a former employee can have some advantages. Training and ramp up speed are often reduced. But there can also be some disadvantages, like wasting valuable resources on an employee who is not really engaged with you or your business. Following a few guidelines can help in your decision making process:
1. Did your re-hire “leave well” by giving you notice and wrapping up projects before their departure? Did they leave on good terms and help with creating a job description or training their replacement? Remember that the manner in which your employee left you the first time will be the way that they leave you the second time.
2. Will your re-hire add value to your current culture? Chances are your business has changed since your employee has left. Make sure that this person is still a fit for your business and the position.
3. Realize that it may be short term. If your re-hire left once, it is most likely because certain needs were not being met. Are those needs being met now? What has changed since their last period of employment with you? Make sure that you both address those un-met needs before bringing them back on board.
One of my former colleagues in the restaurant industry often had kitchen staff that would periodically leave for more money, less hours, etc. He always thanked them for their service and let them pursue the new opportunity. Invariably, they would realize that life was not always greener on the other side of the fence and would try to come back. The ones that left well with integrity and honesty were hired back immediately. Those who left ungracefully, were not hired back.
