Meeting Mutual Expectations in a Face-to-Face Job Candidate Interview
Even if you are able to find highly qualified candidates purely by working the phone, everything must still be verified by a face-to-face interview. A candidate is not guaranteed the job even if he or she has the right work experience, education, and excellent references. Just as important is the personality of the individual in question. This can best be experienced through a face-to-face interview.
Checklist for Job Candidate Screening over the Phone
When calling potential prospects, it is of great importance to be able to screen people, to separate the gold from the silver. It is very important to be good at screening, so that you avoid wasting your own time and, of course, the time of the people that you contact. Not all identified potential candidates will have equal credentials for the job. It is therefore very important to sort the right candidates from the wrong ones as early as possible in the process. This is of great interest not only for yourself, so you do not have to waste time on unproductive interviews, but also in the interest of the candidate, who also does not want to waste time.
Keeping Logs and Records of an Executive Search
At most major executive search firms, people use computerized systems, but many people at smaller firms still use manual systems such as the old-fashioned call sheets (also called contact sheets). The main objective with any system is that you record the information that you need and make the system work in the best possible manner. If you use the manual method as the log, you need to make sure that you use the same kind of call sheet for everyone. It is also of great importance that you only have one contact (person) for each call sheet. You then need to organize every contact sheet alphabetically. All contact sheets should remain in a binder assigned to the particular search.
How to Contact Recruiting Sources Over the Phone
Dealing With Secretaries and Switchboards
Switchboard operators are often the first line of inquiry when you call into a company. Some switchboard operators will talk freely about executives in their firm, while others will be very suspicious and might even transfer you directly to your target. Therefore, it is very important to be prepared for the worst. Also keep in mind that when you have made it through the switchboard, you can probe anywhere in a company for information. Be aware that you can get any information you want as long as you have what it takes: persistence, smarts, the right personality, and the requisite set of skills.
Some Strategies for Source Calling During an Executive Search
The Proposition
Before making any calls, it is important to make sure that you can do a good job selling both the job and the company. You must practice to the extent that you can do the pitch well and at the same time sound convincing. Do not start calling before you have it down right, as you get only one chance to make a first impression.
A Guide to Sourcing Candidates during an Executive Search Process
Sourcing is the process of locating names of possible candidates by referral from others (or themselves, when contacted). You generally have to contact many people to obtain names. Some of these may be found unsuitable quickly because they do not meet the job description requirements. Sourced names that seem to be suitable are added to a list of potential candidates for further investigation.
The Executive Search and ID Work
The executive search method requires you to find a small group of outstanding individuals who have interest in pursuing the opportunity that you are presenting to them. It is important that the search is comprehensive. You must utilize various sources of information, including all available published directories relevant to the search, as well as industry contacts. You should also conduct extensive original research.
A Headhunter’s Guide to Identifying Candidate Sources
It is important to prepare a formal task plan to guide yourself through the search for Mr. or Ms. Right. This guide serves as a road map in developing the proper approach to conducting research suitable to the particular assignment. The task plan need not be voluminous or complicated. Its purpose is to define the various activities and sources of information to be used in completing the research.
The Methods of Head Hunting for Passive Candidates
To be a good hunter in the recruitment process, you must be both a good judge of character and a good researcher. Research is the backbone of the search process, involved in almost every step.
How to Spot That Promotable Employee
Employers and the human resources department in any organization are always worried and under continuous pressure to spot talented employees within a quick time frame – not years or months, but in weeks. However, the task is immensely complex and could lead to mistakes affecting the bottom lines of businesses.
Some Truths about Hiring Practices Today
A veteran Texas banker, B.A. Donelson once remarked that if he’s learned anything in three decades of being a CEO it was the motto: “Hire slow and fire fast.” When hiring people crucial to the organization, Donelson said, he generally looked for six factors: integrity; motivation; capacity; understanding; knowledge; and last, though not least – job experience.
Coining Recruitment Strategies to Reach and Engage Today’s Job Seekers
Capturing the attention of both passive and active job seekers today, and motivating them enough to take action requires consistent employer branding exercises and using all available avenues of engagement including online social media, but not limited to it. Recruitment strategies and engagement policies as well as tactics change according to the platform used to communicate with potential job seekers or candidates, and potential job seeker segments vary in nature according to the online social platform or offline social setting.
Hiring Candidates in the Post Modern Economy? Look For These Crucial Skills
Recruitment is a tough yet innovative function that most HR managers have to deal with on a regular basis in today’s knowledge economy. Typically, while recruiting, HR managers scan candidates for smartness and give precedence to such candidates over others. They scrutinize for signs of the candidates having a better GPA or better knowledge or information over other candidates.
How to Grab the Attention of Job Seekers
The primary objective of any job posting is to attract the attention of job seekers. It is important to understand that job postings are advertisements of jobs displayed to get results by way of responses from targeted job seekers. So you cannot have your job postings ending up as mere descriptions of the job. Job postings need to sell your job and your company.
Advantages, Disadvantages and Strategies Involved during Internal Recruitment
Many businesses decide that they have people who possess the right skills to complete their tasks already working for them, which allows them to hire people internally. Most internal vacancies are promoted and advertised internally using staff notice boards, intranets, internal magazines, internal staff meetings, and the like.
Align Your HR Strategies with Changing Trends
The job market has always been greatly influenced by current trends and scenarios – political, social, economical, and more. For employers and recruiters, it makes sense to devise strategies that turn around the negative trends in your favour and ensure that business goes on, as usual.
New Interviewers, Don't Make These Mistakes
For employers who have just started on their journey to success, a smaller team and fewer number of employees make them a fresher at interviewing new candidates. Hiring a new member into your team is a critical decision you make, especially when your organization is very young. One wrong candidate can take you many steps back, in terms of cost of recruitment and training, and the organization’s performance.
Why Moms Make Great Employees
Moms are synonymous with multitaskers who can bring order to complete chaos at home, and at work too! Unfortunately, there are many employers who fail to acknowledge their abilities and caliber, because they think working moms lack commitment as they are mostly occupied with household responsibilities and kids. The fear of outdated skills of back-to-work-after-maternity moms bothers most employers. However, these employers are turning a blind eye to the many benefits and workplace qualities that only working moms can bring to their companies.
Building a Strong Brand as an Employer
In today's time when finding the right talent with the right skills and competencies is equally important as delivering the right product or services, employer branding becomes critical for any company competing to stay at the top. Your potential employees want to know what your company stands for and your relationship with your employees, customers, business partners, community and the whole world! A strong employer brand helps you as an employer, to create an impression of a great workplace to your prospective and existing employees.
How to Attract the Right Candidates?
Receiving hundreds of application for your job opening doesn’t mean you have the right talent applying to your company. They may not be the right fit for your company. Getting the balance right between the quantity of candidates applying and the quality of candidates applying is important. As an employer, you need to reach out with your job opening to the right candidates in the first place.