Whenever a company starts the process of hiring a new employee because they have a need, there’s an important line that the company must walk.
That line involves taking enough time during the process to make sure they hire the right candidate and taking too much time during the process, which might hamper productivity since the company is short-staffed.
Every company wants to hire the right person, and every company wants to do it in an expedient fashion so that productivity doesn’t suffer. However, it’s easier said than done. The pressure to hire somebody to fill an open position becomes greater over time, as does the temptation to hire somebody who seems “good enough” to alleviate that pressure.
However, it doesn’t have to be this way. It’s not an either-or proposition. Alternative solutions do exist, and they can help alleviate the pressure and also help ensure that you hire the right candidate.
In fact, below are four tips for accomplishing just that:
1. Craft the most accurate job description possible. The job description has more than likely changed since before the previous person worked in the position. Make sure that any and all changes are incorporated into the current description to improve accuracy and reduce time-to-hire.
2. Hire a temporary employee during the interim. This helps overcome both challenges, because it allows you to expend more time and energy finding the right candidate and it also guards against a drop in productivity. And who knows? Maybe the temporary employee will turn out to be the long-term solution.
3. Get your well-written job description in front of the right candidates. You can’t hire the right candidate if that candidate doesn’t even know that your job opening exists. This could involve working with recruiting firms and staffing agencies, which typically have access to more targeted and qualified candidates.
4. Always be scouting possible candidates. Successful hiring is all about being proactive, and that includes keeping a tally of people you’d like to eventually be part of your team. It could also include conducting informal “courtesy interviews” even if you don’t currently have an opening to fill or an immediate need.
One important thing to keep in mind is that the “perfect candidate” does not exist. Dragging the process out until you find that candidate, no matter how many of the above tips you’ve heeded, is only going to result in “hiring heartbreak.”
However—and this is the important distinction—hiring officials typically select a better candidate if they take their time during the process and don’t feel rushed or under pressure.
The worst-case scenario is NOT waiting too long to hire the right person. It’s hiring the wrong person too soon.
In this blog, we’ve published the “6 Things to Say During Your Job Interview.”
We’ve also published the “6 Things NOT to Say During Your Job Interview.”
In this entry, we’re going to address other critical aspects of your interview. After all, the face-to-face interview is one of the most important parts of the hiring process. It can make or break your chances of getting a new job.
That’s why you don’t want to leave anything to chance. Instead, be completely prepared so that you can have the best interview experience possible.
In another previous blog post, we listed seven intangible traits that employers look for when it comes to hiring new employees. These are traits that serve a candidate—and the company that hires them—well once that person becomes an employee and is on the job.
However, what about during the interview stage? Which intangible traits will help a candidate the most while they’re interviewing for a new position?
There are four such intangible keys to interview success:
1. Passion—Employers are intrigued by people who love what they do and who get excited when they talk about it. The face-to-face interview is the perfect time to exhibit this passion. Employers know that if people are passionate about what they do for a living, it won’t even seem like it’s a job to them.
2. Confidence—There’s a fine line you must walk with this intangible key. That fine line is the one that exists between confident and cocky. People like and are attracted to those who are confident. On the other hand, they are turned off by those who are cocky. Be confident of your skills and your ability to handle the responsibilities of the position.
3. Enthusiasm—This pertains to your enthusiasm regarding the job for which you’ve applied and are now interviewing. It only makes sense that the employer wants to hire somebody who is enthusiastic about the job opening. However, don’t be “over the top” about your enthusiasm, but be sincere and communicate that sincerity.
4. Energy—While it’s true that some people inherently have more energy than others and this final intangible key is tied more to personality than the others, it’s still important that you display a certain amount of energy. Being perceived as dull could be “the kiss of death” in your interview.
How would you rate yourself in regards to these four intangible traits? Have you displayed them during past interviews? Which ones do you need to work on the most?
Taking a personal inventory now can help ensure interview success in the future.
It’s pretty much common knowledge that there are certain questions companies can’t ask job applicants during a job interview.
However, many people might be hard pressed to identify more than three or four things about which companies can not inquire. In this blog post, we’ll be presenting 10 such things, but please note this does NOT constitute a comprehensive list.
The list of topics prohibited during a interview seems to grow almost every year, so you might want to consult your HR or legal department for more information.
In the meantime, below is our list of 10 things about which companies can’t ask applicants during an interview:
1. Age or date of birth—Just about everybody knows that this question is a no-no.
2. Height and/or weight—If a question is asked about this, it must be tied to the requirements of the position and be presented within the context of those requirements.
3. Sex or marital status—This encompasses a wide range of subjects, like divorce, children, family planning, and whether or not the applicant is currently pregnant.
4. Race or national origin—About the only thing companies can do in relation to this topic is to ask about the applicant’s citizenship status to make sure they’re eligible to work in the United States.
5. Religion—Trying to get around this issue by asking the applicant which holidays they observe is also not allowed.
6. Credit score or credit history—This has become more of a “hands off” topic in recent years. That’s why companies will simply conduct the appropriate checks allowed by law and otherwise avoid it.
7. Physical or mental disabilities—Like height or weight, if this subject is broached, it must be within the context of the job requirements. (“Are you able to perform the tasks detailed in the job description with reasonable accommodation?”)
8. Criminal history—There’s a caveat with this one, since regulations vary by state. Find out what your state mandates in regards to asking about possible criminal history.
9. Member organizations—This pertains primarily to organizations considered “private,” but since that’s a rather nebulous qualifier, this is a topic to be avoided altogether.
10. Relatives—You may not have heard of this one, but you can’t ask for the names or addresses of relatives.
The first step in a successful interview is making sure that the appropriate questions are asked . . . and the inappropriate questions are not.
(Please note that once again, this is NOT a comprehensive list. As mentioned above, contact your HR or legal department for more detailed information.)
Make no mistake about it: references are an important part of a person’s job search.
However, some job seekers are of the opinion that references pale in comparison to a list of previous accomplishments or “knocking it out of the park” during a face-to-face interview. That is simply not the case. Attention must be paid to both professional and personal references.
Now, compiling those references can be a time-consuming endeavor if you’re not familiar with the best ways of approaching them. Below are eight tips for compiling and using references wisely during your job search:
1. It’s common practice to list “references available upon request” on your resume. However, you need to make certain that you have a solid list because if you’re being seriously considered for a position, you will be asked to provide it.
2. Initially make the list as large as you can, and then select the top three references. (You’ll also be prepared if a prospective employer asks for more than three references.)
3. In addition to names and titles, your reference list should also include phone numbers (work numbers and cell phone numbers) and email addresses.
4. Start with references from previous employers. The key is to list people to whom you’ve reported, either directly or indirectly.
5. Make sure that your references are people with whom you’ve stayed in touch, and only use references that are willing to take the time to help you.
6. Call each and every one of the people on your final reference list. Get permission to use them as a reference, tell them of your job search, and if you’re already in the interviewing process, tell them for what position you’ve applied and the company with which you’re interviewing.
7. Always wait until you’re asked by a prospective employer for your list of professional references before presenting it.
8. Do not provide a list of personal references along with your professional references unless the prospective employer specifically asks for them.
No matter how much technology advances, no matter how much social media invades nearly every aspect of our lives, the fact of the matter is that “word of mouth” is still the most effective form of promotion. People value the opinion of others, and they want to hear that opinion directly from them.
That’s why your job search is NOT complete without a solid list of professional (and personal) references.
Time Staffing Inc.