mply Hired; Peter Weddle, CEO, WEDDLE'S LLC; Anna Brekka, Senior Director of Talent Management Services, Kennedy Information
You know that to succeed in 2010, it’s essential to start prioritizing, right now.
We know that the culmination of leaner recruiting departments, an abundance of candidates flowing in, and the availability of more technological tools than ever before can overwhelm your efforts.
That’s why, on November 18, we’re hosting a panel of industry gurus to break down your priorities for ensuring your department’s, and your organization’s, success in 2010.
Plan now to attend this critical year-end event and learn:
* »Key trends in Search Engine Optimization (SEO) and Search Engine Marketing (SEM)
* »How to best leverage top social networks (i.e., LinkedIn, Facebook, Twitter, MySpace and others)
* »The direction of blogs and how they can enhance employment branding strategies
* »Metrics & measurements that really matter to tracking productivity…
ave happened at our company, and I cover at least 3 to 5 scenarios - some are even related to each other (ability to progress through a day/project, retaining what you've already done). They are lengthy, and highly detailed. I start by telling the Candidate - I have X hypothetical scenarios I'm going to read through to you. I know you don't know our Company/process/policies, so just use the information you receive, and your previous experiences, education, or gut instinct to tell me how you'd handle the situation. You may take notes if you would like to. I want you to think/act as if you're already one of our Recruiters. The company names I use are real companies, however they may or may not be our actual Clients.
I use real company names to see if they think one Client is more important than another just because of the brand recognition. The size or brand recognition of the Client only weighs in so much as to how important that Client is to our company - I want the Candidate to have deductive reasoning, so I'll sprinkle in some words that should trigger a person to look beyond just the client name.
The scenarios quickly tell you who is a good fit and who is not because:
1. Candidate MUST pay attention to what you say (active listening)
2. They must catch all of the important details and leave the frivolous info alone (attentive, accurate note taking, able to prioritize important vs non-important info)
3. If they don't take notes and still get things correct - they have a great memory. If they don't take notes and they botch the answer, it shows me they don't care about what they're learning, which means our Hiring Manager will have a heck of a time training them
4. I ask them to prioritize at least 3 duties/tasks - shows me if they can do that without us telling them how
5. Some times I do role play, and I play the "mean" or "rude" or "stupid" person, see if they remain customer service oriented no matter what
I recommend thinking of all the times you were frustrated, overwhelmed, stressed out at your work (boss is a jerk, client who is unstable & demanding, impossible deadline, coworker stole your placement, you lost a Candidate to competitor, etc) and some things that are more mundane though could be more of a regular issue (NCNS interviews, clients changing their minds, pay range not in line with market/skills, internet/database goes down, etc)
IMHO, there are no "perfect" interview questions and you're always taking a gamble on their fit; in the information age, Candidates are well prepped to say a canned answer, or they answer the way they think you want them to. I combine the standard questions with the scenarios - and just this week I've had 4 Candidates gush to me about what a wonderful, thorough, upbeat, pleasant, interesting, insightful and professional interview they experienced. Good luck!…
be filled, recruiting takes a combination of business sense and sales skills and not administration or process skills. As Michael Homula, owner of Bearing Fruit Consulting in Michigan has written, "Recruiting is not an HR function and vice versa. Great recruiting is most often the result of significant sales type efforts and competencies. Networking, cold calling, competitive intelligence gathering, strong relationship management, prioritization of tasks, the art of negotiation, consultative needs analysis, great scripting, leaving voice mails that get a call back, getting around the gatekeeper, finding passive talent...I could go on and on....are sales skills and not HR skills. Rarely, and I do mean rarely, do the skills required to be great at recruiting and the skills required to be great at HR intersect. As a result, the vast majority of recruiters in corporate America are ill equipped from a training and recruiting skill development perspective to actually get great results for their company. Often, companies are hiring the wrong people with the wrong skills and behavioral competencies into recruiting roles. Too many companies use recruiting as the entry level job into Human Resources when in fact it should be the role to aspire to and be separated, at least in strategic direction and tactical execution, from the HR environment in a company. That is not to say one is better then the other. They are just different and require different skills and competencies."
I think he made my point for me. Hope that provide clarity and insight into the differences and intricacies between the two.
sounds like you...contact me today!!
IM: Jdelgado829 (Yahoo!)
Title: Sr. Build/Release Engineers
Qualifications for Success:
***5 years direct experience with developing, implementing and maintaining configuration management tools (CVS, Subversion & Perforce), including the automation of build/test/packaging (Maven, Ant, Make) with automated coupling of phases (Perl) and continuous integration (CruiseControl/Hudson), including static code analysis (PMD, FindBugs, Prevent)
***2+ yrs of Enterprise Release Engineering experience building and deploying distributed, data driven, web-based, software solutions to Unix (RH Linux desired) and Perl/Java/C++ environment with at least weekly releases/production changes
***Significant experience in Unix/Linux/BSD with extensive scripting knowledge (Shell, Perl, Python, Ruby, PHP)
***Details driven personality including an insatiable curiosity about software configuration management with a strong desire to build processes and give input on automation improvements that accelerate development and reduce production launch cycle time
***Demonstrated ability to prioritize work efforts, ensure that tasks are completed on schedule and to provide documented evidence of all software development lifecycle activities to senior management and auditors…
d. I remember our first conversation.. and how you referred me to 3 great professionals here at RBC .. coming from them with such high praises about you.. spoke volumes about "you" as a person & a professional.. I want to thank you for your support and encouragement so far. and look forward to keep in touch with you Claudia ~ ps - yes.. Yoga rocked because of you! wasn't that fun? Now I have signed up for 6 yoga classes starting next week... It's so hard to "prioritize" fitness.. but I will do my best to take good care KIT ~ xo!~ Susan
Claudia Faust said:Susan, you're a Star! I mean that quite literally, and not just because you are featured this week on Dave's column. Your curiousity about everything around you literally removes barriers - after getting to know you a bit in the past few months I honestly believe that there is no subject you won't explore, no person who won't eventually become your friend, and nothing that you learn that you don't apply to your life. All that, and you're the best Yoga partner in the world. I'm blessed to know you!
hey need to be evaluated and prioritized.
I would do this based on a few things more important to your success than their actual fee amount.
The first thing you MUST have right now is cooperation. Call all three. Don't email them or text them. Call them and let them know you want to stop in for a quick hello. Leave only one message. I'd maybe follow up a few hours later with an email. But that's all.
Of the three - hopefully one will be open to a cup of coffee. Go there. Drop whatever you "think" you need to be doing and visit them. 1 hour drive. 9 hours. Doesn't matter. Get there right away.
Show up looking sharp. Pay attention. Smile to everyone. Be courteous. Let them know how much you appreciate the opportunity to help them build their team.
I would recommend against showing any sign of desperation (not saying that you would....) or "need" in any way. Show confidence and knowledge.
If none of them want to see you - uh, sorry, but you don't have any job orders......