Search Results - pressed

Blog Post: Candidates (and recruiters) do Stupid Things: The first staffing lesson I learned was, “Candidates do stupid things”. My boss at the time was a tough and…; Added by Tony Palm at 12:16pm on July 31, 2012

Topic: Check Please!: nt, press 1. To hear the company directory, press 411. Part A connects to Part B, then attach both to the end of part C. To hear a listing of movies and their show times, press 3. Please enter the last four digits of your social security number in order to access your account. We live in an ever-increasing digital world. Customer service ain't what it used to be. What does it take to speak with a human voice over the phone? I typically just keep pressing zero until a recording states, "Hold on, while I connect you with a customer service representative," or far worse, "I'm sorry, you have pressed an invalid number." Then of course, there is that lovely hold music. I rarely walk into a bank anymore, my banking is done on my computer or at an ATM. I rarely pay bills in person any more or even write out a check. Bills are paid by mobile or by website. So, what exactly, does customer service entail these days? What drives you to leave a greater than 15% tip? Are you even cognizant of good service? I recently took my family out for a nice meal. The food was good, the atmosphere was nice, the wait staff was friendly and attentive, as they should be. When the check arrived, there was a list of suggested gratuities, ranging from 15%, 18% and 22%. So, is that customer service? Providing information, a glass of iced tea, and some chopsticks? Do you want to be remembered? I recently read a marketing case study about the Blue Whale Moving Company out of Austin, Texas. This successful moving company was born out of good service. A young college graduate, who had worked his way through school had impressed a hot shot attorney during a move. The attorney told the kid, "Call me when you graduate." He did and together they launched Blue Whale Moving Company, they saw revenue of $1.7 million by year five. All resultant of good customer service. Do you go that extra mile? Do you tailor your services? What is your differentiator? Where is your level of service? Are you deserving of that 22% tip? Or will your customers grumble at the thought of leaving a 15% tip? by rayannethorn…; Added by Rayanne at 3:28am on July 14, 2009

Comment on: Topic 'Respect vs. Transparency': dback for anything other than a black and white skill match reason can be tough. There are a few problems that are unique to each side of the business, though. Having worked on both, I've got to admit it was easier giving feedback on the TPR side of things. I could simply state the the customer was unwilling to provide details, but they had passed. Gee shucks, isn't that too bad I couldn't get any details?! This side-stepped any reasons that could have been questionable or led to some sort of push back, legal or otherwise. Unfortunately, I don't have the same luxury any more, especially when I tell candidates that one of the mindsets my company operates by is transparency! On a personal level I want to give feedback to the candidate. After all, they took the time to apply, prep, and interview, so if we won't be offering them the job I like to offer a legitimate reason. Thinking with the company hat on, I want to provide feedback to live up to our promise of transparency and earn a little good PR by actually closing the loop with our applicants. Essentially I want to ensure they have a good candidate experience even if the job is not offered. This is why I get heartburn when a manager tells me he or she will be passing on a candidate for a reason that could potentially stir the pot with the candidate. If the issue is personality fit, I'm usually as honest as I can possibly be without upsetting the candidate. My response is usually something along the lines of: "The manager was impressed with the skills that you brought to the table, but didn't feel as though your qualifications were quite the mix he/she is looking for." This is certainly not very specific feedback, though. As such, I always ask the manager if there were any technical areas which could have been considered a shortcoming for the candidate. This way, if I am pressed I can make note that the manager didn't feel the candidate was solid enough in xyz area and he/she is really looking for somebody who can step in without much ramp-up time there. That part is sometimes trickier, but I like to have something in my back pocket in case the candidate presses for more. The funny thing is, most candidates are just happy to get closure. Apparently there are a lot of places out there that won't give feedback at all, just a stock email stating the company is not proceeding. The simple fact that I make the effort to pick up the phone and call usually makes up for any lack of details I provide. Wow...really got on my soapbox there...yikes.…; Added by Gino Conti at 1:19pm on March 26, 2009

Comment on: Topic 'Social Media Recruiting Works? Prove It.': ces, as well as what really happens when a good recruiter, a candidate and a client triangulate. So what do you think of Twitter and the viability of talent communities? Paul, As to mossy old headhunters who have evolved with several revolutions. I was having a conversation this week with a sophisticated recruiter who has been in the industry a bit over 10 years. He was astounded when i described typing a cover letter on a typewriter, sticking the copied resume and cover letter in an envelope, adding a stamp then waiting 3 to 5 days for the client to get the resume but he did giggle when i mentioned that it was so much faster than that tray of letters that had to dipped in ink and hit with a mallet when they were pressed to the paper. He asked, "How did you find candidates?" I had to think a minute, it's been a long time. "We advertised in newspapers and trade journals but the real treasure trove was the little room in the office that contained the yellow page phone books of every major and many minor cities in the United States". "We joined professional groups, wrote letters to people talking about positions that we were working on and to introduce ourselves and our services, we made "warm" calls, cold calls were as irritating to people as they are today, we built our reputations without using a bevy of trendy buzz words by proving our knowledge of business in general and learning enough about an individual business to be able to make a judgement call as to who would fit in that organization." We learned to sell and negotiate and close. We depended heavily on referrals from relationships that were developed over years. Notice anything? As Nick says, "the more things change the more they stay the same". The only difference is speed, accessability, more tools and the ability to use the ones that work without getting bogged down by realizing the objective is drain the swamp. Ask me about the time i sent out 500 personal letters to the CEO's of every manufacturing company listed in the Thomas Registry in the city of Fort Worth, Texas. It had about the same result as tweeting a job to 1500 connections. Social networking is not new...taking pen in hand just went on for more than 140 characters but stamps were a lot cheaper at that point. Nobody was more excited about a computer than those of us who had blisters on our fingers from creative writing to sell a candidate. May i suggest gentle readers that recruiting is effective interaction with people. Any interaction with people is social networking and it always has been. The question is..is it effective?…; Added by Sandra McCartt at 12:12pm on November 4, 2010

Comment on: Blog Post 'How do I cut down my interviewing and screening times?': h one. It lets them talk a lot while you take notes on the reasons for changes. If something sounds funny or they go into too long an explanation just put a big check by it and circle back after they have finished doing their career story. It gives them a chance to talk without being pressed to answer questions when they want to tell you something else. That being done they usually feel they have had a chance to talk about what they did, how they did it and anything of note they accomplished. Then go back and ask for clarification on anything you checked. That being done i ask them to bring the resume to life for me. what do they do for fun, what drives them crazy when working with other people, the most fun they ever had at work and the worst experience they every had. Let them talk and get a feel for who they are and what they are about. Then you can ask the relevant questions concerning travel, management style. If they get off on a tangent, interrupt them by saying somethng like. Great, so what you are telling me is that your management style is lead by example, right or whatever you have already figured out. I tell them the process, give company information, provide a web site and tell them to email me with questions or comments they might think of after we hang up. When they feel they can have an opportunity to ask or comment after you get off the phone the sense or urgency to keep talking often goes away. Stay in control of the interview. If it is one of those who never take a breath or end a sentance just keep talking they won't be a fit for most situations anyway so just stand up after looking at the clock, walk around your desk, shake their hand. They will stand up and close fast. I have had to walk toward the door but they will follow you. I repeat "thank you , i have what i need" a lot to end an interview. As far as a polite interruption, "Wait, clarify something for me." normally gives me the opportunity to take the conversation where i need it to go. I do however feel that a face to face interview should last an hour unless the candidate is a total wreck and 30 minutes is a fiarly short time for a phone interview unless the candidate simply can't talk or can't be heard.…; Added by Sandra McCartt at 8:09pm on May 31, 2012

Blog Post: Keeping it Simple: Over the holiday weekend, I offered to open a bottle of wine at my friend's BBQ. As I was shuffling through the drawer to get the cork screw, I noticed…; Added by Karen Bucks at 5:39pm on September 7, 2010