outh Africa dating back 140,000 years. But the first known municipal dump was organized by Athens. In 500 B.C., the city began requiring trash to be taken at least a mile outside its borders.
(Source: Discover Magazine)…
"all of the issuses and objections" were not addressed?
We must see this in 2 very different ways. To me - the candidate who has "no concern at all and is all about accepting the postion no matter what" is the one who is going to bail out. They are not in the same reality plane as you are. They know they aren't going anywhere - so they're not going to have a real life discussion with you. The candidate who DOES have concerns to look into, issues to explore - THAT is the candidate who is REALLY thinking about this change.
So you're looking for the exact OPPOSITE scenario than my instincts have always guided me towards.
If my candidate has concerns, questions and real life "fear of the unknown" then I know this person is REALLY in this with me. (As much as the recruiter can be "in it")
The candidate who never brings up a concern or objection is going to bail almost always. The phrase "too good to be true" never rings more true than in the "easy placement" we all dream of......
So please Claudia - give us the real letter.…
h the candidate and sometimes depending on the position, will advise the candidate to try to close out the interview by asking what the next step will be in the process. It is necessary, not pushy, to discuss the next action step.
I tell the candidate that if they feel the hiring manager may have a concern, to show understanding and reaffirm why the manager should not be concerned. For example, "I understand your concern; however, (Share information about your background, experience or accomplishments that would illustrate reasons why the hiring manager should not be concerned.)”
Some key questions to offer to candidates when they close out the interview are:
"How do you feel I would fit into your organization?"
I know we have only spend a short period of time discussing the position and my experience, however, my background appears to be a good fit and I am very excited about this opportunity! What would be the next step in the process?
I think your right though, I do it depending on the candidate, the hiring manager, and the position itself.…
rn which all of you have address is the defunct profiles one and yes I agree with the "build trusted networks" comment.
Paul liked your blog and agree about "watching the competition".
Thanks again to all.