17 Interviewing Tips From A Seasoned Recruiter

17 Interviewing Tips From A Seasoned Recruiter

We have interviewed thousands of candidates. Here is our concise advice for extracting the most value from interviews, not in order of importance.

  • Don’t blindly follow an interviewing model or hiring formula. Think carefully about the culture you are perpetuating with the very beginning of the interview process and be intentional about each step. Map out your process and test its effectiveness.

  • Ask for questions to three simple questions along with their application. Tailor those three questions to highlight the exceptional candidate you are looking for….

Read more…

Three Signs of a "GREAT JOB"

Three Signs of a "GREAT JOB"

Employee satisfaction in their work relies on three factors, per the excellent book ‘3 Signs of a Miserable Job’ by Patrick Lencioni.

  1. Relevance. How do they help improve other’s lives? These people may be customers, coworkers, or their boss. People feel fulfilled when their work has an appreciable positive impact on other people’s lives. The more you can connect their efforts to positive impact, the better. Having a culture of gratitude for their work is an important first step in relevance….

How Will You Replace Yourself?

How Will You Replace Yourself?

We hear many hiring authorities complain about the employees that THEY HIRED and THEY MANAGE. Some realize their complaints are in part a reflection of their own leadership ability and rise to the challenge, others flounder, wondering why people don’t perform as expected.

Our most capable, stable, and competitive clients value elevating leaders over securing their own positions. They care more about their employees success than their own short-term goals.

This Week's Question: How to interview candidates better AND faster?

This Week's Question: How to interview candidates better AND faster?

Question: If speed and relationship building are both important parts of hiring competitively, how do you get them to work together nicely?

Answer: Implement an assessment (DISC, MBTI, PI, Profile XT, etc) after the first interview and share and discuss the results with the candidate. Ask them if they agree or disagree and how they handle various situations that could happen with other personalities and styles.

Read more…

We feel like those recruiters ripped us off!

We feel like those recruiters ripped us off!

“What has been your experience with recruiters?” I asked.

“It’s been disappointing.” Came the quick response. “We have paid several recruiters fees for people and none of them have stuck with us longer than a year.”

Puzzled, with a warning flag waving in my mind, I ask “Do you feel like the recruiters did something improper?”

“Well, yes, we feel like they ripped us off".

“Hmmmmm… What would you do differently to avoid the situation again?”

“We don’t know. We haven’t been very impressed with recruiters.”

They didn’t appreciate hearing that recruiters cannot guarantee retention. It’s impossible.

Hiring is the most important thing a manager or owner does, so get good at it.

Hiring is the most important thing a manager or owner does, so get good at it.

Richard Branson's philosophy that “Clients do not come first. Employees come first. If you take care of your employees, they will take care of the clients.” is key to this assertion. Hiring is the most important thing a manager or owner does, so get good at it. You cannot solve all your company's problems but you can hire all the right people to solve them and then your company will be successful.