Is Testing More Important Than Interviewing?

Leah O’Flynn, Executive IT Recruiter at Redfish Technology

Many companies believe testing is more important than interviewing. Testing has long been a part of many evaluation processes from personality testing, character testing and skill set testing. Human Resources often look upon these tests as a requisite part of their screening process. Hiring managers may rely too much on tests.

Ironically, a lot of capable and qualified people do poorly on standardized tests. Some people freeze up or let outside circumstance affect their performance. Sometimes candidates with a different cultural background may articulate the answer in a way the test does not anticipate. Testing remains only one part of the story and it may not always tell its part in an informative way. Continue Reading

THE Most Important Question a Candidate Needs to Ask

Over the years we have accumulated a vast amount of data to help our candidates get the position they want.   And time after time the one piece of feedback we get from hiring managers most often is “Great candidate, they would be a great fit but we are not sure if they want to work here?”

How can this be?  We quickly follow up with the candidate to see what their interest is and most often the response is over whelming, “I want that position.”  After a moment or two we will ask, “Did you ask for the job?“  And the standard reply is “No, but I went to the interview, obviously I want the job.” Continue Reading

Beware Hiring Managers Who Spew Nonsense

A few years ago I went on vacation with my family to Costa Rica. While we were there, we visited Arenal Volcano. Although the volcano is in a “resting” phase, there was plenty of smoke and some rocks shooting out of the top. Not sure I would want to be there for a full eruption (lava and burning alive does not really appeal to me). So what does this have to do with job search? Continue Reading

Maximizing Selection for Culture Fit: Part I

Dr. Marisa Seeds, Senior Consultant at Shaker Consulting Group

How Recruiters and Hiring Managers can Help Candidates Make an Informed Career Decision: Part 2

Joe Murphy of Shaker Consulting Group

The founder of Checkster, Yves Lermusi and I had a chance to speak at TaleoWorld.  Yves has spent most of his career examining the talent space.   I asked him what we can do to help the candidate make a more informed decision.  He suggests we give the candidate feedback from the results of pre-employment assessments and background checks.  Click play to hear what he has to say, then continue reading below the video. Continue Reading

Managing Expectations: A Prerequisite to Successful Hiring

Heidi Clark, COO, CHO, Redfish Technology, Inc.

One of the key competencies of an executive recruiter is that of setting expectations, yours and mine.

The recruiter is out there acting as an emissary for a company. She must embody the corporate values and ethics of his client, she must create enthusiasm and motivation for the opportunity. When reaching out to both potential candidates and professionals who may refer the next candidate, the recruiter is representing the company brand. The better the collaboration and communication between the hiring manager and the recruiter, the more successful the process. Continue Reading

How Recruiters and Hiring Managers can Help Candidates Make an Informed Career Decision

Joe Murphy of Shaker Consulting Group

Candidates are decision makers too. Patty Van Leer of NAS Recruitment Communications understands that.  I had a chance to speak with Patty at Taleo World.  I asked her what we can do to help candidates make a more informed career decision.  She offers three clear suggestions on what can be done to the candidate experience.  Click PLAY below and hear what she has to say.  Then scroll down to read more. Continue Reading

Candidate Experience – Communication Preferences, Part 3 of 6

Joe Murphy of Shaker Consulting Group

This is Part Three of a series connected to the Candidate Experience Monograph.

We asked job seekers about their preference for how they wanted to communicate with recruiters and hiring managers during the application process.  We wanted to see if there were strong preference one way or another, and in fact there are.

In order of preference:

1. Telephone
2. Email
3. Paper mail
4. Texting
5. Chat

You Know My Name, Look Up My Number

Job search is a personal endeavor through a largely impersonal maze or obstacle course.  Candidates want to make a connection on a personal level with another human being.   At the end of the day, each candidate knows the hiring decision will ultimately be made by another human being. As such, candidates have the highest preference for talking with recruiters on the phone.   A very common retort from unsuccessful candidates is the classic:“if only I could speak with someone, I could sell myself.”  The telephone was the communication vehicle of choice for 88% of respondents.

Everybody uses the phone somewhere in their recruiting process.  However, the personal connection of a phone call is reserved for the most highly qualified candidates.  And with the applicant-to-hire ratios common to high volume sourcing, this means that 50% to 98% of candidates will never hear the ring, never experience the type of interaction they prefer the most.  It creates a clear and pronounced expectation gap that will not be closed.  Even making the ‘No thanks’ call to the unsuccessful is impractical, given the number in the rejection pool. Continue Reading

10 Degrees Hiring Managers Don’t Want To See

Before declaring their majors, college students should consider not only which degrees they pursue but whether or not career opportunities exist in those fields.  The following infographic may help you think twice about your college major of choice. Continue Reading

Determining Market Worth

Beth Cliff, Redfish Technology

Knowing what you are worth in the marketplace, or determining how to compensate a prospective employee can be a daunting proposition. Candidates want to obtain the optimum salary, while employers want to fairly compensate their new hires within their allotted budgets. The magic number that will leave both sides feeling good about their decision is in large part determined by the ever changing marketplace. Continue Reading