Monday, April 8, 2019
Mentoring your Staff Members You can have everything in life that you want if you will just help enough other people get what they want. Zig Ziglar His quote seems simple enough. When you analyze it, I am sure you will understand that it can be applied to just about every segment of every industry and to every level of management. As a supervisor you can improve the productivity in your department simply by understanding the needs of the people you supervise and by helping them satisfy those needs. This can be done through simple conversations, identifying their strengths and weaknesses, and mentoring them to improve. Ziglar also said when you do more than what you are paid for, you will soon be paid more for what you do. This certainly can apply to every person in the work force. Over the past 31 years as a recruiter I have seen that the ones who progress upwards in their careers are the ones who mentor and help others attain their goals and objectives.
Wednesday, March 20, 2019
I cannot take credit for these candidate hates but I can assure that I have heard each of them many times from candidates I represent. I also do not know the source but I offer thanks to the author.
The Top-10 Things Candidates Hate
- Having no clue whom they are meeting with for an interview, how long they will interview for, and arriving somewhere on time in order to wait alone in a lobby, room, or restaurant (and feeling very conspicuous when they don't need a job!) while looking at their watch (every five seconds) for the late interviewer.
- Taking a personal day off on one, two, or three occasions to interview at XYZ Company, only to fall into the Black Hole of No Feedback and never to be spoken to again. Add that their wife continues to harp on the fact that they missed Johnny's recital by taking personal days to go interview for a new job when "You have a perfectly acceptable one right now." This is when your picture goes up on the dart board in their rec room.
- Learning after the fact that someone on the interview team thought that their resume showed too many positions when they actually worked for the same company for 10 years, but it changed names 10 times. This is the reality of never being able to address an objection, real or not, that comes up during the process that can be addressed.
- Navigating a ridiculous, invasive online application that does not save after each field, crashes unexpectedly, is hard to complete thoroughly, and yet is viewed as a negative if it is incomplete.
- Walking in to an interview with a person more junior than themselves to discover that said person is reading the resume for the first time and is asking impossibly inane questions such as, "So, why do you need a job with our company?" when they were recruited to the interview.
- Feeling like they really are the right person for the job but somehow can't get an interview. Whether that is because of a poor resume, undeveloped communications skills, or not connecting at the right level.
- Going through a more thorough interview process than a candidate for the Supreme Court. I am ashamed to admit this, but I have actually been involved in an interview process that has lasted longer than one year
- Enduring a background check that is conducted by hourly workers on a different continent who raise red flags on your background because your university verified your degree as a B.S. in Sociology and Anthropology instead of a B.S. in Women's Studies (which is no longer offered). Did I mention that the candidate has already resigned, given their start date, and had their goodbye party?
- Enduring a formal interview process, complete with a one-hour phone screen with HR, a call with a junior team member asking basic questions, and then getting the green light to attend a cattle call. All of this when the candidate has only agreed to being "open to talking" and is NOT looking for a job. In fact, they really only signed up to have a beer with a career-level counterpart on the inside.
- The number-one pet peeve of all candidates is talking to misinformed, condescending, and unoriginal interviewers who answer all questions with, "Because that's the way we do it here and we cannot do it differently." Or who answer every question with "I don't know."
I always do my best to be sure these donot happen when I schedule an interview for a candidate.