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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:
Getting Your Managers Interview-Ready
Employment and
Economy Stats - New
Special Trials and Discounts
Recruiting
Polls and Trends
Layoffs and Downsizing
Report
Recruiting Essential Bookmarks
Upcoming Conferences
Site Of The Week:
bidhire.com
Final Note - On The Lighter Side
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A Note From The Editor
Internet Usage Continuing
To Grow
According to Pew Research Center
In a February 2004 survey, 22% of Americans age 65 or
older reported
having access to the Internet, up from 15% in 2000. That
translates to
about 8 million Americans age 65 or older who use the
Internet.
46% of Americans age 59-68 have Internet access and 58%
of Americans
age 50-64 are Net literate.
In February 2004, 77% of Internet users age 65 or
older have four or
more years of experience online.
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Breaking News
CareerBoard Acquires JobBoards.com
Cleveland-based CareerBoard, LLC has acquired competitor
JobBoards.com, headquartered in Columbus, Ohio. Move
helps job site expand into new markets, grow user base.
The move will enable CareerBoard, historically an
Ohio-focused web site, to add Detroit, Louisville and
Indianapolis to its portfolio, creating a midwest
footprint. These additional markets will be added to the
CareerBoard network in fall 2004.
Complete news 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
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click here.
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Weekly Article
Getting Your Managers Interview-Ready
By
Sherrie Gong Taguchi
Here are eight
steps to prepare your managers for successful on-campus and call-back
interviews.
1. Remember the ABCs of interviewing:
- Review the archetype interview. Make sure that your
managers cover all of their bases during the interview. A typical
candidate interview consists of five phases:
- Breaking the ice and putting the candidate at ease
- Asking questions
- Probing incomplete answers or problem areas
- Allowing the candidate to ask questions
- Closing the interview and communicating next steps
- Find the best candidates. Train your recruiting team
members to evaluate candidates in terms of experience, knowledge,
skills, abilities, and cultural fit.
- Clarify your goals. In order for your recruiting team to
accomplish the above tasks, you need to be clear on what you’re
looking for and evaluating in candidates. Clarify your evaluation
criteria, core messages, and the overall goal of your recruiting
efforts so that interviewers are well prepared.
 2. Write compelling job descriptions. When it comes to
information about your company, job descriptions are what are most
frequently read by candidates. And yet they rarely get the attention
they deserve. Ideally, writing job descriptions should be a
collaborative effort between HR and the hiring managers. Job
descriptions should include:
- Core components—job title, group name, and location.
- Company background—mission, descriptions of products or
services, highlights of strengths or industry position (how you are
unique).
- Job responsibilities—what the person would actually be
doing in the role, including key objectives and with whom they will
interact.
- Requirements or preferences—what you look for in
candidates’ backgrounds, experience, education, or skills.
3. Clarify candidate evaluation criteria. Typically,
candidates are measured on technical skills, knowledge or abilities
required to actually do the job, and “soft” skills, such as cultural
fit, interpersonal skills, communication skills, teamwork, and
leadership potential.
4. Articulate your core messages. Candidates these days have a
distaste for spin and PR. To recruit effectively, you need strong core
messages free of PR fluff. What are the two or three key messages that
you want to convey during the recruiting process to attract the best-fit
candidates? Key messages can include what it would be like to work at
your company or what makes your company different. These core messages
are actively conveyed in the words and actions of interviewers, so make
sure your managers know what they are.
5.
Develop helpful handouts. Gather a complete set of handouts
in a binder for each interviewer, or make them available on your
website. Handouts can include:
- Your recruitment literature
- Job descriptions
- A list of all recruiting teams by school and their contact
information
- A master calendar of key dates
- Descriptions of overall recruiting activities and
deliverables
For each school team, include:
- School research, such as the school’s employer or
recruiter guide
- A placement report
- Website addresses
- Key names
- Contact information
- Alerts to past problems that require sensitivity
- Important school-specific dates
- An executive summary of information about the school:
school mission, number of students, student club lists, alumni
recently hired by your organization, and demographics such as
median student age, percentage of international students,
average years of experience, and school selectivity data.
6. Prepare interview questions. The best method for
evaluating a candidate’s potential is the behavioral interview,
which is based on the premise that past behavior is the best
predictor of future success. If certain behaviors are important
to you, such as showing initiative, being a team player,
learning quickly, or adapting to change, ask the interviewees to
provide past examples of when they actually exhibited the
behavior.
Here are some examples of behavioral interview questions:
- Can you give me an example of a time when you initiated
something or took a risk?
- Can you describe a time when you failed and how you
bounced back?
- Can you tell me about a situation in which you were
creative (or strategic, or showed leadership, etc.)?
- Can you talk to me about a time when you had to deal with
change or conflict?
- Can you give me an example of an event that changed your
life?
Encourage your recruiting team to come up with unique
supplemental questions, such as:
- Why did you go back to school for your X degree and why
now?
- What are the most important things you’ve learned?
- If I were to ask your former bosses, peers, and any direct
reports to describe your strengths and areas for development
to me, what would they say?
- What do you know about us and why would you want to work
here?
- At the end of your life, what would you want the headline
on your obituary to read?
7. Have your recruiters review the resumes in advance.
Your interviewers will get the most from their interviews if
they have some familiarity and background on the candidates
beforehand (rather than having to scan the resume while in the
interview). Jot down questions or notes reference. Reviewing
resumes in advance also shows the candidates that interviewers
care enough to do their homework on them in advance.
8. Plan and host a killer recruiting kick-off. Whether
planning a half-day briefing event, several-day forum, or
one-hour jam session, an ideal agenda to launch your recruiting
season includes:
- Introductory speech. Plan a motivating kick-off
speech by an executive.
- Participant interaction. Introduce activities to
encourage team members to interact with each other and think
about their recruiting goals. Have your recruiting team and HR
members introduce themselves and share their biggest challenge
and best practices for the upcoming year. Other exercises
might include having the group devise a team name or slogan
identifying the collective recruiting efforts, or playing a
game like Recruiting Jeopardy.
- Explanation of the big picture. Update your team on
recruiting specifics such as the estimated total number of
hires for each department, roles and responsibilities, how
everyone will be working together, targeted schools, trends
and themes you anticipate for recruiting, a master calendar of
events and activities, and the general plan for callbacks and
other steps of the recruiting process.
- Game-day briefing. Discuss what to expect on the
day of the interviews. Offer interviewing advice, including
legal and illegal (or PC and non-PC) questions. Walk through
job descriptions, candidate evaluation criteria, and core
company messages that you prepared earlier.
- Q & A. Make sure you allow your team members to ask
questions and address specific concerns.
- Team strategy sessions. Allow your recruiters to
organize by team to flesh out their action plan and coordinate
pre-recruitment events and on-campus interview schedules.
- Interviewing basic training. Practice and build
interviewing skills with role-playing, dramatizations, and
input from top-gun interviewers.
- Role-playing. Have each team designate an
interviewer, an interviewee, and a coach. Practice an
interview followed by constructive feedback from the coach.
Keep rotating the roles until everyone has had a chance to
play each role.
- Dramatization. Enact an example of a great
interview. Afterwards, point out with input from the group,
how or why it was successful. Next, enact a terrible
interview and do the same follow up.
- Top-gun input. Invite some of your company’s best
interviewers or a panel of experts such as career counselors
from top schools, executive recruiters, or heads of
recruiting from peer companies with whom you are collegial.
Ask them to share their insights, approaches, and advice on
interviewing.
After completing these eight steps, your managers should be
in great shape for a successful recruiting season. For more
in-depth advice on bringing in the most promising candidates,
see my book, Hiring the Best and the Brightest . . . A
Roadmap to MBA Recruiting, which provides best-in-class
examples of exemplary job descriptions and interviewing
approaches from effective recruiters such as Bertelsmann, Loreal
USA, McKinsey and Co., Goldman Sachs, General Mills, and Yahoo.
About the Author
Sherrie Gong Taguchi is a leading expert and author on
career management, recruiting, and executive coaching.
She was VP of Global University Recruiting at Bank of
America, Director of Corporate HR for Dole Packaged
Foods, and, for the past seven years, Assistant Dean and
Director of the Stanford Business School's MBA Career
Management Center and Management Communication Program.
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Employment and Economy Stats
- New
|
Current Stats
CPI:
-0.1%
in July 2004
Unemployment Rate:
5.5% in July 2004
Payroll Employment:
+33,000(p) in July 2004
Average Hourly Earnings:
+$0.05(p) in July 2004
PPI:
0.1%(p)
in July 2004
ECI:
+0.9% in 2nd Qtr of 2004
Productivity:
+2.9% in 2nd Qtr of 2004
U.S. Import Price Index:
0.2% in July 2004
Source:
BLS.gov |
Trends Unemployment Rate
5.5% July 2004
5.6% Jun 2004
5.6% May 2004
5.6% Apr 2004
5.7% Mar 2004
5.6% Feb 2004
5.6% Jan 2004
Employment Cost Index
+.9% 2nd Qtr of 2004
+1.1% 1st Qtr of 2004
+0.7% 4th Qtr/2003
Change in Payroll Employment
+32,000 July 2004
+112,000 June 2004
+235,000 May 2004
+324,000 Apr 2004
+353,000 Mar 2004
+83,000 Feb 2004
+159,000 Jan 2004
Source:
BLS.gov |
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Recruiting Polls and Trends
Extended Mass Layoffs
In The Second Quarter of 2004
In the second quarter of 2004, 1,233 mass layoff actions
were taken
by employers that resulted in the separation of 233,852
workers from
their jobs for at least 31 days, according to
preliminary figures re-
leased by the U.S. Department of Labor's Bureau of Labor
Statistics.
Both the total number of layoff events and the number of
separations
were sharply lower than in April-June 2003 and were the
lowest for a
second quarter since 2000.
Complete Report >>
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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 >>.
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Recruiting Essential Bookmarks
Recruiting Resource
Directory
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Other Useful Links
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Upcoming Seminars &
Conferences
Sept 13-15 - ER Expo
2004 Fall Conference & Exposition
Sept 14-16 -
Workforce Excellence Summit
Sept 20-23 -
NAPEO Professional
Employer & Marketplace
Sept 28-29 -
The 7th Annual Recruiting & Staffing Summit
Sept 28-29 -
HR Measurement Summit
Complete calendar for upcoming
conferences and
seminars.
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Final Note - On The
Lighter Side
Job Evaluation Joke
Dictionary of Evaluation Comments
Some of you might like to know what the supervisor is
really saying in all those glowing employee work
performance evaluations s/he keeps cranking out.
AVERAGE: Not too bright.
EXCEPTIONALLY WELL QUALIFIED: Has committed no major
blunders to date.
ACTIVE SOCIALLY: Drinks heavily.
ZEALOUS ATTITUDE: Opinionated.
Complete Dictionary >>
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