Internet TV Businesses

Archive for February, 2009

Know the Candidate

Too often throughout the interview process a manager will struggle to identify the true character of a candidate because he or she is too enamored with the hard skills shown on a resume they receive.  Even during a structured interview many interviewers lack the interviewer skills or interviewer techniques necessary to identify these characteristics while interviewing a candidate.  Here are some tips that will help during the hiring process:

  1. Most interviewers waste valuable time on face-to-face interviews with candidates who are well qualified for the position but who are not willing to take the position because of the unusual demands of the job, the salary, the benefits, the location of the job, the non-compete agreement that must be signed, or other reasons that may be deal-breakers.

RECOMMENDATION: Use an initial 30-minute phone interview to talk to the best candidates about the position and any of these potential deal-breakers. This is the first step to negotiating an offer (testing the offer) and a major time saver for the hiring manager.

  1. Most managers assess the motivation and energy of a candidate by the person’s display of extroverted qualities such as assertiveness and confidence, while assuming that a more introverted or quiet applicant has less initiative and energy.

RECOMMENDATION: Let the accomplishments of the candidate speak for the person’s motivation, energy, and work ethic and stop falling into the trap of being swayed by the social skills and exterior mannerisms of an applicant who may simply be a good actor.

By taking some time to understand the situation and character of a potential employee, you will learn one of the best interviewer skills and techniques that can be used.  Hiring success will be much easier if preconceived opinions on a candidate do not weigh as heavily in a decision as before.

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Understanding Different Situations

There are two distinct positions that are available for a potential recruit to have while filling out their resume and making an employment cover letter.  The most important aspect of making a resume is to understand where you stand in this particular scenario in order to properly fill out the job resume as a whole for the employer you seek to know your current position and experience.  Consider the following resume tips with concern to the different positions of employment.

Types Of Candidates:

There are 2 broad categories of candidates:

1. Employed

2. Unemployed.

Within these 2 broad categories, there are 3 types of candidates. Those with:

  1. Nothing to hide
  2. Nothing to hide but sensitive to age, race, weight, handicap, lack of experience, reentry into the job market, divorce, etc.
  3. Something to hide (dangerous avocations such as rock climbing or car racing; been fired; criminal convictions; heavy smoker; previous addiction; etc.)

In essence, there are at 6 strategies for applying job search techniques based on the type of candidate that you are and your background.

The trick is to package you by matching your strengths to fit the “want to knows” and “need to knows” of an employer.

Stigma Of Unemployment:

Being “unemployed” is not as much of a stigma as it was prior to 1990. Today with corporate buyouts, bankruptcies, downsizing, reorganizations, etc. employers are very understanding about the reasons that people are out of work. High-end headhunters are often not as understanding.

These high-end recruiters are often charging a fee of 25% to 35% of the first year salary of the person hired for a client. As such, they are trying to prove to a client that they did a lot of hard work for their 35% by sourcing “passive candidates” (i.e., employed individuals) and convincing them to look at the client’s opportunity. Submitting a whole bunch of resumes from unemployed individuals will not do much for a high-end headhunter’s reputation. It has been my experience that a high-end search firm may submit 1 resume of a person “in transition” out of 10 resumes submitted to a client.

I am personally aware of about a dozen hires over the past year where the determining factor was how quickly the unemployed candidate could start vs. the equally qualified candidate who would have to give 4 weeks notice.

Having said this about being unemployed, it is ALWAYS easier to find a job when you have one rather than if you don’t have one. So, in difficult economic time, you NEVER want to quit a position to look for another position, even if it’s difficult to go to work every day. My advice is “suck it up” as best you can and use your non-work time, evenings and weekends, to aggressively search for a new opportunity.

Understanding your position and how you can use that position to your advantage is important towards getting hired.  The job search has to be molded so that you can utilize your position in the work-world, whatever it may be, to give yourself the greatest chance of being hired possible.

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