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Recruiting News is a free electronic newsletter published by Recruiters Network. Recruiters Network is the Association for Internet Recruiting. It is a free organization for HR Professionals and Recruiters.
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IN THIS ISSUE
Newsletter Sponsors
A Note from the Editor
Breaking News
Today's Recruiting News Headlines
Featured Recruiting Jobs
Weekly
Article:
Creating
the Perfect Candidate Interviewing
Special Trials and Discounts
Recruiting
Polls and Trends
Layoffs and Downsizing
Report
Recruiting Essential Bookmarks
Upcoming Conferences
Site Of The Week:
Test drive Eliyon’s recruiting database
Final Note - On The Lighter Side
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Newsletter Sponsors
Test drive Eliyon’s recruiting database
Top recruiters and more than 25% of Fortune 100
companies rely on Eliyon – the most current and
complete database of the U.S. corporate workforce.
-
Grow
your candidate pool by 20,000,000 and find the best
match in seconds
-
Target executives and middle managers you won’t find
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-
Gain
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for candidate information
-
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A Note From The Editor
1)
The
Apprentice
The 2 hour live finale of The Apprentice, the employment
related reality series, is Thursday April 14. Check
local listings for times or visit
www.nbc.com/The_Apprentice/
2)
Being Young and Unemployed
NPR's Jim Zarroli reports on some of the
people hardest hit by a dragging economy are the people
ages 16-24. Many young people have grown discouraged by
the tight job market and have stopped looking for
employment.
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Breaking News
Dot-com bust isn't over for workers
Four years after the
dot-com bust, some tech companies are still slashing
staff and restructuring operations.
Last week, business
computer maker Sun Microsystems announced the latest
details of a major overhaul, which include 3,300 layoffs
and a partnership with former rival Microsoft. PC
makerGateway this month announced plans to close all its
stores and lay off 2,500 workers.
Complete Story >>
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Today's Recruiting News Headlines
View HR/employment
news
headlines or our Recruiting
Newswire.
Please send us with your
press releases, news items, personnel changes, etc. Click
here for submission instructions.
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Featured Recruiting
Jobs
This section highlights
several recruiting related positions recently posted on
Recruiting Jobs. To view all jobs or to register
for a career agent
click here.
Looking to hire
recruiting professionals? Post a 60 day job
posting ad on RecruitingJobs.com for $225 and be
featured in Recruiting News.
Register
to post >>
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Weekly Article
Creating
the Perfect Candidate Interviewing Experience/From
Concept to Reality
By Howard Adamsky
The first impression candidates get when they come to
your company to interview and their overall experience
of the interviewing process as a whole is an essential
component of branding your organization as an employer
of choice. Having a candidate leave the interview
feeling as though they have been treated professionally
is every bit as important as having a customer or client
feel they have been treated professionally during the
buying process. Both experiences add to and reinforce
the brand you are trying to develop; that all-important
association with consistent excellence and best
practices you should be striving to attain. According to
Lou Manzi, vice-president of global recruitment at Glaxo
Smith Kline, “We can’t give 100% of the people jobs but
we can treat them with the highest respect. What should
be the difference between GSK and everyone else is the
way we treat our candidates. Even if they are turned
down for a job by us, they should walk away with the
feeling that this is a phenomenal company.”
 As most candidates know, the interviewing process can
be a very stressful experience. The candidate may come
from across the country or across the street. (If they
came from across the country, it is best to fly them in
the night before. A candidate who gets up at 4:00 a.m.
to interview will most likely arrive with all the energy
and creative thought of plaster.) The candidate should
be made to feel welcome and comfortable, and should
always have a positive interviewing experience because a
bad-interviewing experience will be remembered until the
end of time. The candidate will have nothing good to say
about your organization, and those bad feelings never
amount to anything good for either party.
The candidate should be treated like a valued
customer. (In a sense they are "buying" your company to
ply their skill sets as opposed to "buying" another
company with whom you compete.) If you do not have this
as a mindset, change your thinking and change it fast.
If you can accept and believe in the importance of
excellence in the interviewing process, you will have
more offer accepted, new employees impressed with how
you conduct business and have an increase in the number
of referrals flowing into your employee referral
program. You will even be thought of fondly by those
that you do not hire. With this in mind, if you are
serious about making the candidate interviewing
experience one that is memorable, positive and
professional, consider incorporating the following ideas
into your interviewing methodology.
- Always be sure the candidate has all of the
information required to be successful and on time for
the interview. That includes the time of the
interview, name of the person to ask for upon arrival,
a position profile to review, an interviewing schedule
with names and positions listed, the correct street
address, your organization’s URL for their research,
and clearly marked instructions to the company with a
phone number in case they get lost. (This information
should be received by the candidate at least 3 or 4
days before the actual interview.)
- Upon the candidate's arrival, greet the candidate
in a positive and upbeat manner and ask if they would
like anything (coffee, tea, restroom, etc.) One
important point here: You may be having a bad day. Not
to be insensitive but no one cares. The first
introduction to the organization is critical. If you
are having a bad day, save it until you go home. In
the workplace you need to be the professional that you
were hired to be. Always remember that the candidate
will be forming an impression from the very first
point of contact with your company. Make that contact
professional, pleasant, respectful, and upbeat.
- Begin the interview process on time if at all
possible. Candidates do understand that things come
up, but if there is a last minute change, or you if
run late, all you have to do is apologize. A simple
and sincere apology will usually do the trick.
- All interviewers should have a copy of the
position profile, the candidate's resume, and the
interviewing schedule together in one neat, clean
folder. The interviewers should read the candidate's
resume twice before the candidate arrives and should
list any questions that quickly come to mind on a
separate sheet of paper. (Try not to write on the
resume. It is not a good idea.)
- Each interviewer should end their interviewing
session by asking the candidate if they have any
questions. Candidate questions are good, and they give
you some real insight into what the candidate is
thinking and what is important to them.
- If you tell the candidate that you will get back
to them for any reason, such as to finalize plans or
answer a question, tell them exactly when you will be
making the call and do so when promised. There are few
things worse than having a fuming candidate waiting
for a call that was promised three days ago. If you
are going to be late in making the call, contact the
candidate to let them know that you have not yet been
able to gather the information requested and
reschedule the call.
- Be sure the candidate has time scheduled for
lunch. Allow 90 minutes if you go to a restaurant and
60 minutes if you have food delivered to the office.
Ask the candidate what type of food they like.
Vegetarians do not appreciate the greasy steak and
cheese sandwich you toss at them, and those who fall
asleep after eating carbohydrates do not look forward
to pizza. (I once had a candidate request a peanut
butter sandwich on white bread with an egg over-easy
on top. I had to angle my chair so as not to look,
because it made me a bit queasy.)
- Lunch is not a time for hard-core interviewing. It
is a time for forming relationships, trading war
stories, talking about the industry, and doing some
gentle probing on important issues. Do not grill the
candidate over lunch; it is not a good tactic. (By the
way, some interviewers use lunch to ask the illegal
questions that they can't ask in the one-on-one
interview. "How old are you? Are you Spanish?" Very
bad idea. Please do not even think of doing this.)
- End the interviewing schedule on time if possible.
If you run late, ask the candidate's permission since
they might have another appointment. Tell the
candidate when you will be in touch and do so on time.
If the candidate is going to the airport, be sure to
get them there with time to spare. Furthermore, be
sure their departure is as upbeat and friendly as
their arrival.
Successful first impressions lead to many good things.
None of the above ideas are difficult to execute and
quite frankly the cost associated with this type of
excellence is simply belief and the commitment to
change. Additionally, the list above is not by any means
complete. It is simply a few concrete ideas proposed
that are designed to make you look at your interviewing
process and encourage a change for the better. Use these
tactics, and recruiting, though not often the easiest
job in the world, will yield results that will go far
beyond the usual results of simply deciding which
candidates will be hired which candidates will not.
About the Author
Howard Adamsky (howard@hrinnovators.com)
is the founder and president of HR Innovators, Inc. He
is a consultant and public speaker specializing in
organizational behavior that develops and implements
effective solutions for organizations struggling with
issues relating to recruiting, retention, executive and
management coaching, organizational effectiveness, and
employee productivity. Osborne McGraw-Hill recently
published Howard's new book, Hiring and Retaining Top IT
Professionals: The Guide for Savvy Hiring Managers and
Job Hunters Alike. He is currently working on his second
book.
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Special Trials And Discounts
Below is a partial list of trials and discounts that companies
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Click here for full list. If your company is interested in
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Recruiting Polls and Trends
Trend Watch is sponsored
and provided by iLogos,
a division of Recruitsoft.
Click
here for a complete archive.
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Layoffs and Downsizing
Report
Recruiters Network has added
a layoff and downsizing report section to its
newsletter. This section can be a great leads source for
candidates.
More information on how to use this section here.
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Recruiting Essential Bookmarks
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Upcoming Seminars &
Conferences
Zero Based Hiring -
Lou Adler
Performance-based, Interviewing, Assessment
and Recruiting Techniques
Click here for schedules for upcoming
conferences and
seminars.
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Site Of The Week
Test drive Eliyon’s recruiting database
Top recruiters and more than 25% of Fortune 100
companies rely on Eliyon – the most current and
complete database of the U.S. corporate workforce.
-
Grow
your candidate pool by 20,000,000 and find the best
match in seconds
-
Target executives and middle managers you won’t find
on job boards
-
Gain
25,000 profiles daily as Eliyon scans public web pages
for candidate information
-
Click here for a free trial >>
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Final Note - On The
Lighter Side
(From the worthless
trivia archive)
The airplane Buddy Holly
died in was the "American Pie." (Thus
the name of the Don McLean song.)
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