Monday, March 16, 2020
In case you have not noticed there is a pandemic. By definition it is an epidemic disease that has spread across a wide region. Here in the NY metro area “draconian” steps are being taken to stop the spread of the Covid19 virus. We have been told that this problem will be here for a period of time and we must take appropriate steps to protect ourselves. I decided to turn off the news and listen to a webinar on steps businesses should take during this pandemic. While several suggestions were offered the one that made the most sense was “Do not make long term decisions for a short term problem”.
Tuesday, February 25, 2020
In my previous communication I discussed the 4 “Q’s” of recruiting. The most important “Q’s” are “Questions” and “Qualify”. Both of these go together since Qualifying comes from asking Questions. The main issue to decide is if you will use tangible or intangible questions.
Most recruiters and hiring managers will start with the tangible questions because they are the easiest and quickest and they generally involve nothing more than a verification of resume information. It is easy to stop right there because asking the tough questions may not get the answers you want to hear.
The intangible questions would be: willing to travel, willing to relocate, or related questions to specific skill sets. Some skill sets could be management skills, problem solving and energy to achieve long term goals or hobbies.
Before starting a qualifying conversation it is important to identify the intangible questions and ask them first. As the candidate qualifies through the intangible questions, gently move him or her from an intangible to a tangible qualification. This will save your time and the candidate’s time.
If you would like to receive a free copy of my candidate qualifier power point presentation simply e-mail me: firstname.lastname@example.org
Friday, January 24, 2020
It is a “small world”. After several years in and around the recruiting industry, I have I have been asked all too many times, “Do I have to include all of my jobs on my resume even if I was only there for a few months?” or “How far back should I go with my resume?” What you include on your resume is up to you as it is your advertisement.
That being said I explain that accomplishments sell while duties and responsibilities tell. Most hiring managers in any field will generally know what a person does by title. However, knowing what has been accomplished will give the hiring manager an idea about your successes. Success in one position generally breeds success in another.
In addition I feel that a candidate must set the example and everything that is on a resume should be true and factual. Establishing a relationship on fiction can certainly be grounds for dismissal.
I can be reached through LinkedIn to discuss your resume and /or career path.