by Beth | Nov 10, 2011 | Interview Process, Selecting Good Candidates
Last summer, I was knee deep in the interviewing process for one of my clients. We had been through several candidates looking for the perfect A-list player for their team. The last interview of the day looked incredibly promising! The woman who sat across form us was qualified, both technically and culturally. As the candidate began asking her questions, she leaned over and winked at my client!
In my line of work as an interviewer, I see way more sexual inappropriateness from women than I do from men. If you as the employer are uncomfortable in the interview, then you will really be uncomfortable when they are on your payroll, no matter how “qualified” they are.
by Beth | Nov 9, 2011 | Selecting Good Candidates
When entrepreneurs first begin their businesses, they often rely on what I call “The Friends & Family Plan”. One client even confessed that he used to get on the phone and call his friends to find out who needs a job and determine how quickly they could start. While he readily admitted that this process was ineffective, he simply did not know how else to hire.
As the business begins to grow, it is critical to evolve out of the thinking that just because you know an individual, does not mean that they will work well with you or your company. While the modicum of trust may ease your mind temporarily, this path often leads to a mis-hire, decreased productivity and a destroyed friendship.
Learning and practicing a well defined interview process in lieu of a friends and family call will contribute to your bottom line and save a few relationships along the way.
by Beth | Nov 4, 2011 | Adventures in Interviewing, Selecting Good Candidates
I recently interviewed a candidate who sat across from me with his seat pushed back from the table and a foot on the seat of the chair. During the interview, he told me that his current boss was “annoying, but it is probably because I slept with her.”
The inappropriate disclosure of his sexual activities coupled with overly casual body language was enough to tell me he was not our guy. Don’t underestimate what body language can tell you.
by Beth | Nov 4, 2011 | Adventures in Interviewing, Employee Hiring
I interviewed a candidate that disclosed to us that the current boss is going through a bankruptcy. The candidate supplied us with his prior employers name, address and telephone number. While this seemed rather inappropriate, an even bigger offense is the fact that the candidate worked in a financial industry and had licenses which prevented him by law from disclosing someone else’s financial situation.
When I pointed this out, my client said “So we can’t trust that this candidate won’t talk about our clients’ financial situations.” My client is right. Disparaging a former boss or co-worker is a red flag in any interview process, no matter what industry or position. Discussing information that is protected by law is not only illegal; it is also unethical.
by Beth | Oct 25, 2011 | Employee Hiring, Interview Process
Lots of people are confused about the role of an interviewer. Some people think that an interviewer is a Human Resources professional. Human resources is defined as the function within an organization charged managing policies related to the management of individuals who already work in the establishment. The responsibility interviewers perform is the formal meetings for the assessment of the qualifications of an applicant. In other words, interviewers identify future staff.
While the roles of human resource professionals sometimes require them to also perform the duties of an interviewer, this is not essentially part of their job description. People also often confuse interviewers with recruiters or headhunters. Recruiters solicit people to apply for positions. Interviewers select the candidates and determine the finalists for review by management of the company.
If your human resources department is performing interviews, look into additional training to give them the appropriate tools. Nowhere in their education is this job skill addressed.
No one can replace the hiring manager in the interview process.
by Beth | Oct 25, 2011 | Employee Hiring, Interview Process
I have seen companies who are looking for employees post a blind ad, meaning they post an ad without using the company name. This ad will request that the candidate send their resume, which includes personal information like addresses and phone numbers. If you have ever responded to a blind ad, then you know that those ads are usually solicitations of some sort.
What does a company hope to gain by posting a blind ad? Anonymity? How would you expect to attract quality candidates while remaining anonymous at the same time? It is a conflicting message to candidates: “Please apply, but not really…” Placing the company name on an ad is setting the tone for the application process. The ad says that the company is proud to open its doors to the next best person to work here. It says that the company is serious about finding someone great. It says, “Please apply, quality candidates, come join our team.”
