Comments - Applications - Just Do It! - RecruitingBlogs2024-03-29T01:02:21Zhttps://recruitingblogs.com/profiles/comment/feed?attachedTo=502551%3ABlogPost%3A1791096&xn_auth=noGood points. I ask them these…tag:recruitingblogs.com,2014-02-25:502551:Comment:17917582014-02-25T17:50:56.407ZKeith D. Halperinhttps://recruitingblogs.com/profile/KeithDHalperin
<p><font size="3">Good points. I ask them these up front when I reach out to them (see below).</font></p>
<p><font size="3">Verification can be done very quickly, easily, and affordably using a recruiting SW tool I've seen.</font></p>
<p><font size="3">Finally, if you want them to DO more- gamify it. (Of course, most job seekers will jump through all sorts of hoops to get a job, so you don’t have to do this for most people, only theones who might have a choice of where they can…</font></p>
<p><font size="3">Good points. I ask them these up front when I reach out to them (see below).</font></p>
<p><font size="3">Verification can be done very quickly, easily, and affordably using a recruiting SW tool I've seen.</font></p>
<p><font size="3">Finally, if you want them to DO more- gamify it. (Of course, most job seekers will jump through all sorts of hoops to get a job, so you don’t have to do this for most people, only theones who might have a choice of where they can work…)</font></p>
<p><font size="3"> </font></p>
<p><b><font size="3">NOTES:</font></b></p>
<p><font size="3"> </font></p>
<p><font size="3">1) Are you able to work fulltime in the United States without sponsorship?</font></p>
<p><font size="3"> </font></p>
<p><font size="3">2) What is your availability for (what days/times can you have a):</font></p>
<p><font size="3">Phone interview:</font></p>
<p><font size="3">Face-to-face interview:</font></p>
<p><font size="3">Start Date:</font></p>
<p><font size="3"> </font></p>
<p><font size="3">3) Where are you in your career search (starting, interviews, offers)?</font></p>
<p><font size="3">If you have an offer(s), how soon do you need to notify the offering</font></p>
<p><font size="3">company(es) of your decision?</font></p>
<p><font size="3">What are the terms of your offer(s)?</font></p>
<p><font size="3"> </font></p>
<p><font size="3">4) Why are you looking for new career opportunities?</font></p>
<p><font size="3"> </font></p>
<p><font size="3">5) What kind of compensation do you have? What kind of compensation do</font></p>
<p><font size="3">you want?</font></p>
<p><font size="3">Salary: $</font></p>
<p><font size="3">Bonus: $</font></p>
<p><font size="3">Stock Options</font></p>
<p><font size="3"> </font></p>
<p><font size="3">6) How far (miles/minutes) are you willing to commute to work?</font></p>
<p><font size="3">What percentage of time are you able to travel outside the area?</font></p>
<p><font size="3"> </font></p>
<p></p> Agreed to a certain extent -…tag:recruitingblogs.com,2014-02-25:502551:Comment:17915492014-02-25T01:13:08.524ZPete Radloffhttps://recruitingblogs.com/profile/PeteRadloff
<p>Agreed to a certain extent - but what about things like authorization to work in the US, need for a visa, checking validity of work tenures. We live in a litigious society, and people look for a reason to sue if they are fired. (Well, you didnt ask me to put in on a formal application, so how can you say i'm lying, etc.)?</p>
<p>Agreed to a certain extent - but what about things like authorization to work in the US, need for a visa, checking validity of work tenures. We live in a litigious society, and people look for a reason to sue if they are fired. (Well, you didnt ask me to put in on a formal application, so how can you say i'm lying, etc.)?</p> Thanks, Pete. IMHO, one is en…tag:recruitingblogs.com,2014-02-25:502551:Comment:17916262014-02-25T00:10:55.575ZKeith D. Halperinhttps://recruitingblogs.com/profile/KeithDHalperin
<p>Thanks, Pete. IMHO, one is enough, and it should be short. If you hire them, there's plenty of time for paperwork...</p>
<p>Thanks, Pete. IMHO, one is enough, and it should be short. If you hire them, there's plenty of time for paperwork...</p> I agree, that the first initi…tag:recruitingblogs.com,2014-02-24:502551:Comment:17915442014-02-24T22:14:36.941ZPete Radloffhttps://recruitingblogs.com/profile/PeteRadloff
<p>I agree, that the first initial application should include the core needs: Name email, phone, cover and resume, and anything absolutely critical - work authorization (for federal, though this is not my forte), so keeping it real simple. The regular application takes a bit more, as it asks more of the legal nuance, IMHO. But it should still be under 7-10 minutes to do, and shouldn't require a magna carta from the applicant. </p>
<p>I agree, that the first initial application should include the core needs: Name email, phone, cover and resume, and anything absolutely critical - work authorization (for federal, though this is not my forte), so keeping it real simple. The regular application takes a bit more, as it asks more of the legal nuance, IMHO. But it should still be under 7-10 minutes to do, and shouldn't require a magna carta from the applicant. </p> Thanks, Pete. I've heard (ane…tag:recruitingblogs.com,2014-02-24:502551:Comment:17915422014-02-24T22:11:51.805ZKeith D. Halperinhttps://recruitingblogs.com/profile/KeithDHalperin
<p>Thanks, Pete. I've heard (anecdotally) that if you get past the 2 min mark in an online application, you get a dramatic drop-off in completion. Why should a real-time application take longer?</p>
<p></p>
<p>Cheers,</p>
<p>Keith</p>
<p>Thanks, Pete. I've heard (anecdotally) that if you get past the 2 min mark in an online application, you get a dramatic drop-off in completion. Why should a real-time application take longer?</p>
<p></p>
<p>Cheers,</p>
<p>Keith</p> @ Keith - I've been in places…tag:recruitingblogs.com,2014-02-24:502551:Comment:17913752014-02-24T21:20:32.343ZPete Radloffhttps://recruitingblogs.com/profile/PeteRadloff
<p>@ Keith - I've been in places where it has worked differently. Never the same way twice, sadly. But usually right before they come in for an interview at my current consulting gig is how they do it. I think at that point, it's feasible to ask there - both parties see an interest, things are moving forward. </p>
<p>@ Keith - I've been in places where it has worked differently. Never the same way twice, sadly. But usually right before they come in for an interview at my current consulting gig is how they do it. I think at that point, it's feasible to ask there - both parties see an interest, things are moving forward. </p> Chadd, that might be the case…tag:recruitingblogs.com,2014-02-24:502551:Comment:17915362014-02-24T21:19:26.020ZPete Radloffhttps://recruitingblogs.com/profile/PeteRadloff
<p>Chadd, that might be the case and in some instances, I think there is value to knockout questions. 200+ questions seems excessive, and I wouldn't do that, so I feel the frustration there. At the end of the day, its info companies need to have, but there are ways to slim down that so its manageable to candidates. Thanks for commenting. </p>
<p>Chadd, that might be the case and in some instances, I think there is value to knockout questions. 200+ questions seems excessive, and I wouldn't do that, so I feel the frustration there. At the end of the day, its info companies need to have, but there are ways to slim down that so its manageable to candidates. Thanks for commenting. </p> I understand your premise her…tag:recruitingblogs.com,2014-02-24:502551:Comment:17913652014-02-24T19:37:20.092ZChadd Balbihttps://recruitingblogs.com/profile/ChaddBalbi
<p>I understand your premise here, but companies are getting out of hands with applications. I once filled out an application that was the second coming of a High School SAT. 140 math questions and 100 verbal questions. Applications are getting out of hand. Personally I feel like people in HR and recruiting are hiding behind applications and trying to get the computer to do the vetting for them. </p>
<p>I understand your premise here, but companies are getting out of hands with applications. I once filled out an application that was the second coming of a High School SAT. 140 math questions and 100 verbal questions. Applications are getting out of hand. Personally I feel like people in HR and recruiting are hiding behind applications and trying to get the computer to do the vetting for them. </p> Thanks, Pete. You have 'em fi…tag:recruitingblogs.com,2014-02-24:502551:Comment:17916022014-02-24T18:31:29.844ZKeith D. Halperinhttps://recruitingblogs.com/profile/KeithDHalperin
<p>Thanks, Pete. You have 'em fill out applications before they get the offer?</p>
<p></p>
<p>-kh</p>
<p>Thanks, Pete. You have 'em fill out applications before they get the offer?</p>
<p></p>
<p>-kh</p>