Search Results - breakfast

Blog Post: Recruiters… To Tweet or not to Tweet?: This is not another blog espousing the virtues of social media… no social media, in particular Twitter can be a bitch. Don’t get me wrong, I love Twitter… I dedicate a couple of…; Added by Craig Watson at 7:17am on April 19, 2012

Blog Post: How to get massive results in work life balance?

Let’s face it. This is a hard one. Work life balance-…

Added by Gordon Martin at 4:06pm on January 24, 2019

Comment on: Topic 'How can assessment and pre-employment tools be used to make recruiters more eff…': at is inclusive of an excellent social/emotional assessment. Let's use an account representative as an example. A preliminary phone screen is conducted to confirm their professional manner, explore motivation and goals, uncover salary expectations and availability, clarify any unclear information on the resume and understand where they are in the job search. The first face-to-face is a carefully crafted behavioral interview based on a sales competency model created internally through discussions with the sales manager and two superstars. Each of the six individual competencies (such as Entrepreneurship, Achievement Orientation, Persuasion) has a menu of 3 to 4 primary questions that can be asked. Each primary behavior question has one or two probing secondary questions. The idea is to dive deep and peel away the onion and see what is at its core. Four or five minutes can be spent on any question, including the follow-up questions. Based on their answers, the candidate is scored using a Likert 5 point scale - ranging from "Exceeds" to "Far Below." Generally, it only takes 1 primary question and the associated follow-up probes to determine scoring. The next step is a ride-along. The candidate spends three to four hours riding along with one of our superstars. Typically, the ride-along includes a client breakfast or lunch and visits to 5 to 8 other offices. The candidates gets a true sense of the position and we get a first hand look at how they interface with buyers. We watch for engagement and listen for insightful questions. If things go as planned, the Bar-on EQ-i® assessment is emailed and an interview is scheduled with the two owners. The meeting with the owners is less of an interview and more of a sniff test. Rarely will they knock someone out. Somewhere along the way, a criminal background check and a couple of references are completed. If everything is in order, a verbal offer is extended followed by a written offer requiring a 24 hour reply. We figure out a start date, and then they begin their 90-day mentoring process, which includes a 30-day and a 90-day formal review. The reviews recap their competencies as a checks and balances to our interviewing process. Results: About 80% of the time, things go swimmingly well. On occasion, we hire a dud. The reason I go to the trouble of explaining the entire process is to emphasize the 360 degree nature of our hiring process. It parallels what stock brokers tell their clients - diversify to hedge your risk. We have to do the same - diversity to reduce our hiring risk. It is really not fair to the candidate or the hiring company to hire against just one set of criteria. More about the Bar-on EQ-i® assessment. The assessment measures 15 specific area of emotional and social intelligence. Why is this important? Your EQ (Emotional quotient) captures your non-cognitive capabilities, or soft skills. These are the skills that help you succeed in coping with demanding pressures and awkward interpersonal predicaments. EQ has been proven to be a powerful predictor of effective and successful performance in the workplace and other areas of life. Accumulated data on the ability of IQ to predict job performance suggests that cognitive intelligence (IQ) accounts for only 6 percent of one’s ability to succeed in the workplace. IQ is a rather poor predictor of occupational success. This is a big surprise to many managers, especially the really smart ones. Our social and emotional intelligence has shown to be responsible for between 27 and 45 percent of job success, depending on which field was under study. Clearly, EQ is a better predictor of occupational and professional performance than IQ. Average to above average scores on the EQ-i indicate an emotionally and socially healthy, well-f…; Added by Mitch Byers to BillVick.com at 11:54pm on July 21, 2008

Blog Post: The Dream Chaser

Up next in my Spark Series is a recent friend of mine, Joe DeHart.…

Added by Christina M. Bates at 2:55pm on April 14, 2016

Blog Post: Interview Day - It's go time!: So the blessed day has come, you have your interview. We have already talked about how to prep before your interview day - now some last minute fine tuning…; Added by Bill Meirs at 11:26am on April 7, 2009

Blog Post: The Hidden Job Market: How the Royal Wave Can Lead to a Job Offer: What is the royal wave and what does it have to do with job search? I’m glad you asked. The royal wave is loosely defined…; Added by Matthew Levy at 10:31am on January 25, 2010

Blog Post: 10 Innovative Ways to Generate Recruiting Blog Posts (without a lot of work): Candidates and clients are attracted to recruiters who are experts in both the recruiting industry and their niche. Blogging is an excellent platform for recruiters to generate thought…; Added by Jessica Lunk at 11:21am on June 29, 2011

Blog Post: Twitter for business: 18 things you should NOT do: Another great post, written by Firebrand Marketing Director …; Added by Greg Savage at 1:23am on October 10, 2012

Blog Post: It's All About The Experience: 5 Key Takeaways from #RCNVSTexas