tand exactly what is being looked for and place candidates that are more likely to succeed once they make it to that stage. Then if the candidate doesn't work out, we will know why and gain better understanding of the job and know if we need to make changes to our phone or technical interviews.
By being in the trenches and having to go search, screen, interview, and present candidates, it has definitely been an eye opening experience.
Thanks again for the post!…
maternity leave so they are swamped.
It is an onsite position, 40 hours per week. If you have a couple of years’ experience recruiting non-exempt (i.e. warehouse, production, admin and so on) and are looking for an on-site contract that could go 3-6 months in Houston, please connect with me and I can give you more details.
of black holes destroying stars, a long-sought phenomenon that provides a new window into general relativity.
Researchers at New York University sifted through data on more than 2 million galaxies to search for signs of flares that result when a star is torn apart by a black hole.
Cosmologists have calculated that, on occasion, a star’s orbit will be disturbed in such a way that it passes very near the super-massive black hole at the center of its galaxy—but not so close that it is captured whole. Such a star will be torn apart by the extreme tidal forces it experiences.
While some of the star’s matter falls into the black hole, much of it continues in chaotic orbits, crashing into itself and producing intense radiation lasting days to months. These phenomena are called stellar tidal disruption flares.
Full story at Futurity."
e did not supply but rather previous co-workers of mine that I knew in the industry, before my recruiting days…. everyone gave him the thumbs up and all was looking good.
The background check went well and all he had to do was to pass the physical that included a hair drug test. Keep in mind that I had told this individual about the drug test at least twice as did my client, reinforcing that any employment offer is based on passing the physical and hair drug test. This particular client has a reputation for a zero tolerance drug policy, as the employees work in very dangerous environment. The reason that there was an opening in the first place was that a previous employee got hurt on the job and then failed the companies mandated drug test after an injury.
I gave the candidate a call on a Friday and asked if he could make it in that day to get his physical and drug screen. The candidate told me he was on his way up North to his cabin to go hunting but he could make it in on Monday. It did send up a bit of a red flag but at the time it was deer hunting season here in Michigan and I was on my way up hunting later that night, so I dismissed the concern.
Monday comes around and I get a call from my client explaining that the individual showed up at their clinic and he had completely shaved every hair off his body, I am talking legs, chest, armpits, pubes, head etc…
My client has their own clinic onsite and the nurse called my contact over to the clinic to speak with the individual when she noticed this hairless wonder.
My contact said it was one of the funniest things she had ever seen. Here was this 6’2’ 260lb. hairless man standing in front of her with nothing on but a hospital gown, demanding that he be given a urine test instead of the hair test. She said that hardly recognized him, when we interviewed him he had a full head of hair and a full beard.
When my client explained to him that they do not give urine drug screens as there are too many ways that they can be manipulated, he grabbed his clothes in hand and stormed out of the clinic with noting on but the hospital gown cursing them on his way out the door.
Thankfully my client did not hold it against me as we were both fooled by this individual and we still make light of situation from time to time today.
The point that I am trying to make is that we can interview, reference check and background check with due diligence but we will still get the occasional bad apple that will make it through the system. People do some strange things, especially when they get desperate. Hopefully we can I.D. them before they get to far down the pipeline saving everyone time and expense.
retly know is that it has nothing to do with any of it (a big candidate database)”. I think the dirty little secret is that your company with its arrogant entitled, and clueless management won’t be able to hire who they feel they deserve, because their pathetic, wannabe, also,-ran, has-been company with mediocre salary, benefits, or anything else tangible and/or meaningful HAS NOTHING TO OFFER THE PEOPLE THEY WANT. The answer is to go after the people they reasonably CAN get (http://www.ere.net/2013/02/15/recruiting-supermodels-and-a-tool-to-help-you-do-it/), treat them all like kings and queens, and move so quickly and efficiently that while the other companies are waiting to schedule them back for their 4th F2F interview, you’ve already sourced, pre-screened, phoned screened F2F interviewed (once or twice) and made a very reasonable offer. THAT’S how you stand out and hire solid, qualified, hard-working, grateful people while your competitors moan and groan they can’t get anybody good enough to work for them…
ivered on a project, assignment, promise etc... I dont have all my recommendations up, just the ones that really matter to my audience. You can also categorize them as testimonials of your track record. Nothing wrong with a little self-love, just a little..…
l screen, notify each applicant if she/he is still being considered
if still being considered, follow-up with a reasonable estimate of when they might be contacted
notify all applicants once the position has been filled
yes, I've been talking to Gerry Crispin - a job opening is also a marketing opportunity. It doesn't take much to create a positive experience for job seekers. The typical ATS black hole does just the opposite. So, while assessing all of the time saving, cool features and capabilities to eliminate 98% of the resumes instantly, see what they can do to humanize the process.…
hone. It was initially designed for resume storage and retrieval. Today companies seem to be using it to replace a physical person. As a Recruiter myself, I don't believe that my work can be replaced by a computer program. Before ATS, the Recruiter did the work that they seem to be asking ATS to do. I believe that ATS does add some value. But the value is in storage and quick retrieval; not in the pre-screening that a Recruiter should be doing over the phone.
Since you are on the job market; have you become frustrated yet with the amount of time you are spending answering questions that should be asked in person or at least via phone?…