First of two parts
A candidate from a well-known benchmark firm dropped out of our search for a General Manager position because the hiring manager took a week to respond to his interest. He said:
It’s not like I need their job. If it takes them a week to respond to a resume like mine for a job of this importance, they’re not the kind of company I want to work for. I move fast, and I can already see that my style wouldn’t fit their culture. –Wind River Associates
As a corporate recruiting leader, know that in a highly competitive college marketplace, there may be nothing that damages corporate recruiting results more than slow hiring. Read more…
When you call an applicant’s former boss or co-workers to check references, you can turn this into a recruiting opportunity by directing the conversation along these lines:
“Thanks for taking my call, Joe. I’d like to know about your experience working with Jane. What was her job? How would you rank Jane as a [job title]?”
If you’re getting a good vibe from Joe, ask him if he might be interested in exploring an opportunity with your firm. If he says “yes,” and you have a suitable opening, direct him to the first steps in your hiring system. Read more…
By all other accounts, you probably aim to hire the best people for your organization.
This includes targeting those who went to elite universities, were top of their class, and come with a bevy of recommendations from professors and advisors. But, do top grads always equate to the best workers? Not according to Google.
In a recent conversation with the The New York Times, Google’s head of people operations, Laszlo Bock, outlined what Google really cares about when it comes to hiring — and it has nothing to do with going to a top-tier school or earning a perfect SAT score. In fact, Bock asserted that students who traditionally have an “easier” time earning top grades are taught to rely on their talent, which makes it hard to fail gracefully. Read more…
Most managers hate the hiring process because:
10. It takes too much time and they have so many other things on their plates. Many feel screening and interviews just get in the way of getting their “real job” done.
9. When they need someone, they need them yesterday (or even three months ago). So they don’t really have time to do it right – to gather all the information they need to make an intelligent decision – and this makes them feel ineffectual. Read more…
Editor’s note: Weekly Wrap is taking a week off. It will return next Friday.
U.S. job growth in March was somewhat lower than predicted as employers added 192,000 jobs during the month.
The unemployment rate remained at 6.7 percent due largely to the half-million workers who rejoined the labor force.
The March report from the U.S. Bureau of Labor Statistics also upped the initial numbers for January and February, adding 37,000 more jobs. With the revisions, monthly job growth during the first quarter of the year averaged 177,700 new jobs versus 206,000 for the first quarter last year. Read more…
It’s a commonly held belief that it’s a mistake to hire the over-qualified.
The reason most folks give me is it’s because they think over-qualified new hires will leave as soon as they find something better.
But what if they decide to stay? (It’s possible, so I urge you to consider it.) Read more…
Yesterday I read yet another article about how to catch a Purple Squirrel, and right on cue, it got on my damn nerves.
Of course, employers want to hire good (even great) workers. Of course, that won’t happen by accident. And of course, no one wants to expend more resources than necessary to get an employee up and running.
But here’s the unvarnished truth — the “dirty little secret” of talent sourcing, if you will:
No matter how efficient the hiring process, no one knows whether or how well a new hire will work out. Read more…
Let’s look at how 95 percent of people are hired.
Besides a little variability, almost every person, at some point in their career, has been hired in this manner: Interview someone for an hour. If you like them, you make them an offer.
Sound about right? Sure you might actually add some other steps, like phone screening first, a second one hour interview with someone else later, but your reality is that it’s an hour interview and the decision is made! Read more…
Stop what you’re doing right now. Collaboration should be the foundation on which your entire hiring process is built.
Hey, if Vanilla Ice can lead off his most timeless classic (we know, Go Ninja, Go Ninja GO! is tough to beat) with a call for collaboration, you can incorporate it into your team hiring.
Here are five (5) ways to stop, collaborate and hire: Read more…
Last week, a press release from the New York Attorney General’s office raised some eyebrows about background screening practices — not an uncommon headline these days.
According to the release, “Four of the nation’s largest background check agencies” entered into an agreement with New York state Attorney General Eric T. Schneiderman (right) concerning compliance with New York laws designed to protect job applicants from discrimination.
The agreement prohibits the firms from engaging in the automatic disqualification of applicants who have criminal backgrounds — something that we can all agree is a bad practice.
Based on the information contained in the press release, the named companies were called out for sending automatic rejection letters to candidates with criminal records. Read more…