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Comment on: Blog Post 'The Two Best Interview Questions You Should Ask': the candidate how he achieved success previously relating to those requirements.IE Requirement – Attention to detail. Q1 – Tell me about a time in your current/previous role where you had to stay back to correct a problem you discovered. How did you discover the error? What did you have to do to fix it? Q2 – What methods/processes have you introduced into your current/previous role to improve the quality of outputs? Why did you feel they needed to be introduced? What was your involvement in the selection? You should ask 3 questions relating to each of the 4/6 requirements, that’s 12/18 questions.That’s a start. I have trained hundreds of recruiting managers and recruiters throughout Australia on how to use this methodology. I have a CD of 1000 questions relating to the main requirements organizations seek. Hope this helps.…; Added by Michael Webb at 2:58am on June 19, 2011

Photo: Lighthouse the Beautiful - And It Is...For What It Does -- And Recruiters Can Relate: (add yours here) -- come hell or high water, rough terrains and rocky coasts -- a recruiter is a searcher, and a researcher, who helps shed light on job opportunities; viable candidates & employers. Our focus is to search, identify, attract, recommend and make career connections happen. As recruiters, most of us wouldn't have it any other way...…; Added by Valentino Martinez at 12:18pm on March 14, 2013

Comment on: Blog Post 'Can you relate to the Class of 2014?': My question is, why would any functional human in their right mind want to relate to the class of 2014?; Added by Sandra McCartt at 9:40pm on October 13, 2010

Blog Post: How can growing business relationships relate to growing a vegetable garden?: I know, goofy question! Having been an Executive Chef for the past 20 years and now working @ Simply Hired handling small business sales, I thought this would be a fun way to help open up some…; Added by Elliott at 4:23pm on October 28, 2010

Comment on: Group 'Recruiting Buzz': nction. So when I;m reading the Financial Times in the morning over coffee, I'm reading articles with a question sitting on my shoulder - How does this relate to recruiting? IMO, everything relates to recruiting; it may take a few more shovels to uncover the relationship but in time I make the connection. More to come... Great group idea Dan.…; Added by Steve Levy to Recruiting Buzz at 11:27am on January 6, 2009

Comment on: Topic 'Reluctant candidates': ay in pursuit of top talent. The answer to your question is actually quite simple: How badly do you/your client want a particular candidate? A secondary question is: How accessible is the candidate in question? Some are immovable so don't waste your time. But some are approachable and because they are approachable--they are movable...with the right approach of course.…; Added by Valentino Martinez at 1:13pm on September 19, 2011

Comment on: Topic 'Demo'ing 4 ATS systems tomorrow, what questions should I be asking?': important for checking accuracy of position information and being able to quickly relate to the format if a candidate contacts you with a question or issue.…; Added by Kunal at 4:14pm on January 14, 2009

Comment on: Blog Post '4 Ways To Effectively Use Social Media To Screen Candidates': ooking into someone's background, the greater the likelihood thattsomewhere, sometime they did something less than positive in their lives. So, if you're looking to weed people out for whatever reason, then dig as deep as you have time and money for. (That's what high-level background checks are for.) If you're NOT trying to dig up dirt (and/or spend a lot of time, resources doing so), stick to the resume and pre-screen questions up front. -kh…; Added by Keith D. Halperin at 1:33pm on April 21, 2014

Comment on: Blog Post 'Jobseekers Beware: It's a Buyer's Market...and the Interview Questions are Gett…': ars ago, before I started recruiting, I was a Marketing Director for a company that sold anti-tarnish materials to consumers and B2B. One of our biggest commercial markets was defense--companies that manufacturer piece-parts used by the U.S. military in weaponry. One day, I got a big purchase order--and a check--for close to five-figures from some company I did not know with a Mail Boxes etc.-like (bill to) address in Dallas, Texas. The ship-to address was to a country that the U.S. State Department had (just) warned travelers not to visit. On one hand, who was I to turn away a $9,500 order? On the other hand, I surely did not want to do anything that would aid a country that was hostile to the U.S. So, after conferring with my boss, I called the State Department; they urged me to decline the business and return the check. And so I did. As far as the question asked of your candidate, I would think it appropriate only if it was prefaced with a statement that supported the question's honest intent. Otherwise, what's the point in asking it? If the interviewer had no honest intent, then he or she was just being obnoxious and abusive. I believe that that was the case, thus, your candidate was right to get up and walk out. (And actually, the offending interviewer did your candidate a favor, saving him or her from a bad decision.) Warmest Regards, Dan…; Added by Dan Smolen at 10:48am on August 19, 2011

Comment on: Blog Post 'Using Social Media to Qualify Instead of Disqualify Candidates': y knowledge durring the hiring process. Regardless of how that information came their way. Incorporating any type of "social media" into a formal hiring process is dangerous until the EEOC decides where to land on this issue. For now the social networks should remain in the networking box of recruiters, and nothing more.…; Added by Jason Elkin at 8:57pm on January 26, 2010