by Beth | Sep 21, 2011 | Selecting Good Candidates
I have been asked recently by hiring managers and recruiters about my “active to passive ratio”. Active to passive ratio reflects the number of people interviewed who are currently unemployed versus employed. An active candidate is currently unemployed and actively looking for a position. A passive candidate is currently employed, relatively satisfied with their current position and may or may not be interested in a new position. My question to them was why is that important?
Some employers are specifically not hiring people because they are unemployed. They believe that all of the unemployed people out there are unqualified candidates. The thought process is that if this person lost their job, then they must have been underperforming. As a hiring specialist, I see an amazing amount of qualified applicants in both categories. According to the Bureau of Labor Statistics, over 2 million people quit their jobs in April 2010, the highest amount in over a year. Are they unqualified also?
Judging an entire group of people based on one qualification is called a bias or a prejudice, and not only is it wrong, but it simply misses the whole point. You can’t judge a book by its cover, and you can’t judge a person’s effectiveness by their employment status.
by Beth | Sep 14, 2011 | Selecting Good Candidates
When interviewing for various positions within your organization, the real question you are often asking is “Does this person have integrity?” The interview process between an administrative assistant and Executive Director is exactly the same. I have assisted my clients with interviewing for both positions using the same set of initial questions in order to truly determine this first critical job requirement. A good employee will be dependable and consistent, fulfilling their commitments to the position. A great employee will actually have your back as well, which means when you need to have a task accomplished in your business, you can count on them to get it done.
This integrity philosophy is the basis for A-list Interviews 91% success rate when placing a candidate. While the skill sets of positions within your company may be vastly different, one thing remains the same: the candidate that is hired is the one that will do the job to the best of his/her ability and beyond.
by Beth | Sep 8, 2011 | Interview Techniques, Selecting Good Candidates
In every single interview process that I have ever facilitated, there is always a point where my client turns to me and says “I might hate this process.” I always warn them before we begin that at some point during the process, they will get frustrated. This usually happens when we have been working together through a series of interviews and my clients raise the bar on the people that they wish to hire, which is the goal behind A-list Interviews. There is a delay between this moment and when the higher caliber people begin to show up, causing the employer to wonder if the A-list candidate will ever appear. In other words, they begin to doubt. They doubt the process, themselves, their work, and the candidates.
I love this point in the training and coaching process. We are literally in the darkness that lives before the light, and their A-list person is right around the corner. My clients have all said in one way or another “I doubt we are going to find this person.” I say “doubt the doubt.” If you are doubtful anyway, then doubt the doubt, not the process. Your ideal candidate is about to walk right through the door. It is miraculous!!!
by Beth | Sep 8, 2011 | Employee Hiring, Selecting Good Candidates
One of my clients has been expressing lots of frustration over her interview process. When she shared her aggravation, I listened to her concerns and responded that the search was going marvelously! She looked at me like I was nuts.
I am so certain of our progress because she is learning and thriving throughout the process. She is raising the bar for the people that she desires to hire. She is also beginning to make great decisions regarding the people that she chooses for her business. I responded to her look by letting her know that she would not need me for much longer because she is becoming a phenomenal interviewer. She said excitedly. “Oh! You’re like Nanny McPhee who said “When you need me, but do not want me, I must stay. When you want me, but do not need me, I must go.”
My mission for A-list Interviews is to teach people how to successfully choose great people for their teams. It can be a bit frustrating and trying, but once this is accomplished, my clients have their own magic to tap into. I then confidently move on to the next employer or hiring manager in need.
Nanny McPhee and I both walk in to stressful situations and leave behind a peaceful, productive environment. Are you ready?
