Ryan morphett's Posts - RecruitingBlogs2024-03-28T21:50:35Zryan morphetthttps://recruitingblogs.com/profile/ryanmorphetthttps://storage.ning.com/topology/rest/1.0/file/get/1526941089?profile=RESIZE_48X48&width=48&height=48&crop=1%3A1https://recruitingblogs.com/profiles/blog/feed?user=2tdetlm43ad1d&xn_auth=noHave you suffered the Wrath of Social Networking? Or are you using it to your advantagetag:recruitingblogs.com,2010-09-15:502551:BlogPost:10797062010-09-15T22:30:00.000Zryan morphetthttps://recruitingblogs.com/profile/ryanmorphett
<p class="MsoNormal" style="MARGIN: 0cm 0cm 0pt"><span style="FONT-SIZE: 10pt; FONT-FAMILY: Arial"><font color="#000000">After reading the news papers in Australia over the last week, there have been two very interesting cases that have caught my eye. One is the spectacular fall from grace of Stephanie Rice and her faux pas on Twitter, which cost her a car, a contract and caused her some major grief.…</font></span></p>
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<p class="MsoNormal" style="MARGIN: 0cm 0cm 0pt"><span style="FONT-SIZE: 10pt; FONT-FAMILY: Arial"><font color="#000000">After reading the news papers in Australia over the last week, there have been two very interesting cases that have caught my eye. One is the spectacular fall from grace of Stephanie Rice and her faux pas on Twitter, which cost her a car, a contract and caused her some major grief.</font></span></p>
<p class="MsoNormal" style="MARGIN: 0cm 0cm 0pt"><span style="FONT-SIZE: 10pt; FONT-FAMILY: Arial"><font color="#000000">The other is the spectacular rise to the spot light of Alex Stewart and his smoking habits being talked about across the globe, which may have made him famous or infamous for all the wrong reasons and may lose him his job as well.</font></span></p>
<p class="MsoNormal" style="MARGIN: 0cm 0cm 0pt"><span style="FONT-SIZE: 10pt; FONT-FAMILY: Arial"><font color="#000000">But reading through my facebook last night and seeing the posts of friends, I wonder if people are doing themselves a disservice with the information and quirky posts that they put out for all to read.</font></span></p>
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<p class="MsoNormal" style="MARGIN: 0cm 0cm 0pt"><span style="FONT-SIZE: 10pt; FONT-FAMILY: Arial"><font color="#000000">Have you ever had a Social Networking Faux Pas that has contributed positivily or negativly to your professional life?</font></span></p>
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<p class="MsoNormal" style="MARGIN: 0cm 0cm 0pt"><span style="FONT-SIZE: 10pt; FONT-FAMILY: Arial"><font color="#000000">I am interested to hear</font></span></p>Are you using your Candidate Interviews to sell them to the client?tag:recruitingblogs.com,2010-05-13:502551:BlogPost:9468782010-05-13T07:04:03.000Zryan morphetthttps://recruitingblogs.com/profile/ryanmorphett
<h1 class="q"><font size="4">Have you ever wondered what information you need to gather from a candidate? Do you gather the right information from the candidate? Does it effectively sell the candidate to the client, by showing the client what is not on their CV? Or do you interview a candidate and then send a stock standard cover letter over with the CV that states <br></br>1. Name <br></br>2. Remuneration <br></br>3. Location <br></br>4. Notice Period <br></br>5. Qualifications <br></br>6. Previous Employers.…</font></h1>
<h1 class="q"><font size="4">Have you ever wondered what information you need to gather from a candidate? Do you gather the right information from the candidate? Does it effectively sell the candidate to the client, by showing the client what is not on their CV? Or do you interview a candidate and then send a stock standard cover letter over with the CV that states <br/>1. Name <br/>2. Remuneration <br/>3. Location <br/>4. Notice Period <br/>5. Qualifications <br/>6. Previous Employers. <br/>Now we have all done this before, but do you do it every time? If so you are not effectively providing the information that is not on the candidates CV to the client, therefore not selling your candidate effectively. <br/><br/>Behavioral interviewing is a style of interviewing that asks the interviewee to draw on their experience and provide specific real life examples. As an interviewer you need to prepare a list of questions that are relevant to the core competencies of your client and the role. You will then ask a candidate 5 to 10 behavioral questions (any more and it will be a 2 hour interview) you can then assess their answer in the STAR (situation/task, action, result) format. On the internet you will find numerous websites, seminars and resources that can help you to formulate a questionnaire. If you have any questions please email me on linked-in. <br/><br/>The result of the interview should provide you with an understanding of the candidate’s ability to fulfill some or all of the competencies that are required to fulfill the position. Best of all you will have examples to back this up. <br/><br/>Your new cover letter should then provide this information in a clear concise way. <br/>I personally add a specific experience section to my cover letter that addresses the PD or job brief that you have received from the client, then directly correlate it to the information gained in the interview. Make sure you use the specific examples to back this up. <br/><br/>In doing this you may provide your client with a better understanding of your candidate and your understanding of the position. Getting both right are a win for all parties involved. <br/><br/>On a side note 'Australian Recruitment Professionals' in Linked-in is now 50 strong which is an awesome achievment. But lets not settle there, I would personally like to see this group grow and reach far and wide across the nation. Recomending this group to your collegues and joining yourselves would be greatly appreciated. <br/>Thanks <br/></font></h1>