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The Fordyce Letter

Straight Talk for the Recruiting Profession


Articles tagged 'interviewing'

Interviews

When the Candidate Rejects Your Feedback, It May be Time to Walk Away



Defensive posture

Defensive postureThings move fast in recruiting. You speak to dozens of candidates daily, giving both positive and constructive feedback.

Today, we are studying the case of a candidate named Kelly G.

Kelly earned an MBA from Duke and worked in mid-management marketing positions at Coca-Cola and Delta Airlines over the past four

How-To, The Business of Recruiting

Are Poor Listening Skills Costing You Money?



Phone laptop office woman

Phone laptop office womanNote: Yesterday, Jeff Allen discussed the importance of having a “phone voice” and how to improve how you sound and what you say when taking on the telephone. Today, the focus is on listening skills.

Poor listening skills are costing you money.

If you’ve ever hung up from taking a job order only to discover later you missed an important detail and blew a placement, then you know just how expensive a mistake it was.

These things happen, but if it’s more than a once in a blue moon thing, blame your listening skills.

In truth, our listening skills have never been especially great. A 1983 study found that on average, viewers who just watched and listened to the evening news could only recall 17.2% of the content when not cued, and the cued group never exceeded 25%. A study a few years later found participants could recall only about 10% of their conversations immediately after they took place.

How-To

The Power of Positive Candidate Coaching



My Fair Lady

My Fair LadyPerhaps on the classic movie channel you have seen the film, My Fair Lady. If you don’t recall the movie, check it out. It’s based on the play Pygmalian, by George Bernard Shaw. In the play, as well as the film, a professor takes on the challenge of transforming a girl of low social stature into a fine, articulate woman who could pass for royalty.

This tale has led to a popular theory, the Pygmalian Effect. Simplistically, this is the idea that individuals tend to rise to expectations. Why is it relevant to you? As a recruiter, encouraging candidates to rise to the occasion would be valuable to you, the candidate, and your client. We can’t work magic; however, the power of positive suggestions can do wonders when preparing a client for an interview. Fundamental advice and coaching are equally important.

Here are a few tips to start the transformation:

How-To, Interviews

Here’s How to Screen Prospective Leaders for Risky Behaviors



leaders org chart - free

leaders org chart - freeThe numbers of fallen leaders in sports, business, entertainment, and politics grows each day. Why do so many influential leaders engage in risky behavior that sends them plummeting from positions of power?

Consider the cases of NYC mayoral hopeful Anthony Weiner, Yankees star Alex Rodriguez, and hedge fund manager Steven Cohen. Some candidates barely make it out the gate (Herman Cain) before they become “disqualified.”

As employment professionals, we may ask: “How can we develop a more failsafe way to weed out leaders who may have risky, impulsive, addictive, and possibly immoral lifestyles? Do we have a role in directing them toward the help they need?”

Here are three guidelines that will help:

Ask Barb, Closing

With Candidates, You Have to Dig Deep and Pre-Close



Ask Barb

Dear Barb:
Am I the only recruiter who feels candidates are not telling us the truth during interviews? They tell me one thing and then give different answers when they are interviewed by my clients. How can I get them to be more truthful with me?

Cindy B.
St. Petersburg, FL

Interviews

What This Classic Interview Question Can Tell You



interview - Freedigital

interview - FreedigitalWhere do you see yourself in five years?

Is this weathered old interview question still effective? In this dynamic age where entire industries can disappear in five years, is this question obsolete? Far from it, this question is like a classic movie – it sticks around forever. Where do you see yourself in five years reveals a great deal about a candidate’s personality and potential.

Take a look at these common answers to the question. Right or wrong, you form an impression very quickly based on the type of response. I know you have met more than your share of these candidates.

How-To, Jeff's On Call!

How to Meet The Press, Do It Well and Enjoy the Free PR



Placements and the law logo

Meeting the press can be terrific or terrible for people in placement, depending on the meeting agenda. It’s often a hidden agenda, too. I’m still never absolutely sure whether the final “piece” will be a true rendition of the placement industry or just a device to sell newspapers and get a by-line for the reporter.

But I’m learning. You can too. There are proven ways veterans get favorable publicity at press time. Here are six:

Jeff's On Call!

Coach Your Candidate For These Five Types Of Interview Questions



Placements and the law logo

The most effective recruiters are the ones who are most familiar with how the placement process works. When you understand how human resourcers think, and can use the right “buzz words” to sound like a pro, they trust your judgment. You can also properly coach candidates on what to do.

I became a recruiter right after graduating from college, then returned to recruiting after working the other side as an HR manager for several major employers. This inside experience enabled me to triple the number of placements. You can too.

I coached candidates on the types of questions interviewers ask and how to answer them. It got them placed f-a-s-t.

Here we go.

Ask Barb

Prepare Your Candidate, But Don’t Write A Script



Ask Barb

Dear Barb:

Last year I talked to you at the Fordyce Forum and when I explained my issues to you, you had suggested that I improve the prep I was conducting, with both my candidates and clients. I’ve tried to do that but candidates don’t call me to get prepped and my clients don’t think they need to be prepped.

How do you force people to do something that is good for them, but they just don’t realize it. Also, when I was prepping a guy the other day, he gave a really stupid reason for leaving a job. When I told him not to say that, he got upset with me. He felt the new employer should know the truth and if they didn’t like it than maybe this isn’t the right company for him.

I liked your advice, but I’m having a tough time getting cooperation here.

Kathy M., Dallas, TX

Barb Responds

Dear Kathy:

You don’t want to use the word prep with either your candidates or clients. They must understand the benefit to them, if they are going to give you their valuable time. To get their cooperation, you need to change your approach. You can’t force anyone to do something they don’t want to do. I don’t believe in client or candidate control. A more effective approach is to develop candidate rapport based on trust.

Closing

Can A Company Blow An Interview? Yes It Can!



fordyce-default

tough-interview-questionsHas your company ever lost the competition for a great candidate to a competitive offer? If so, there’s an excellent chance that your firm may not have performed well in the interviewing, and recruitment of that candidate.

Proven executives are always difficult to find and attract; no recession exists for top performers. Competitive offers and offer “turn-downs” are more common now than ever.

Why should a firm’s leadership worry about such things? Let’s examine what’s at stake: First, the shortage of capable leadership inhibits optimal performance. Second, hiring the wrong person for important positions can prove catastrophic. And third, significant “opportunity costs” (unrealized revenue or savings) accompany understaffed positions. Undoubtedly, top performers make better decisions, and generate better results for your company.