People "geeks"

Finding the "Right " candidate.... piece of cake!

 

 

{by Shawn Smith}

GEE! Can a Recruiter in the Education/Library/elearning space possibly place someone as an Electrical Engineer for a Power Plant???? Of course we can! How you ask? When we specialize in a specific niche, only know that space…how could we possibly know what to look for in an Electrical Engineer? It comes down to the time someone will give me to discuss the details.

It shouldn’t matter what space you are in. As long as you can get the facts…the rest is a piece of Cake. The correct terminology would be a Performance Profile. What is a Performance Profile you ask? It is a well thought out list of top priorities a person needs to do in the job in order to be successful. It describes the 6-8 key objectives PLUS sub tasks and challenges a person will need to achieve. By looking for someone who has accomplished similar tasks, you’ll discover how easy it is to find top performers by matching their motivating interests and skills directly with REAL job needs.

It also provides an excellent recruiting tool by defining what needs to be accomplished AND all who are involved in the interview process have the same “roadmap” in finding that “future employee”. Whether you are the Hiring Manager, Human Resources or a Director of IT…everyone will be able to find the ideal person for an open role.

Last but certainly not least…a Performance Profile can also be an effective management tool to make sure your new hire stays on track.

So like I was saying earlier….I recently placed an Electrical Engineer at a Power Plant by gathering the 6-8 key deliverables an Electrical Engineer needs to do in the job in order to be successful! ………

They start in two weeks.

If you would like more information regarding Performance Profiles and how your organization can learn more, please feel free to contact me. shawn@kellenjames.com

 

 

 

 

Don’t appear disinterested

{by John Smith}

 

It’s not unusual to be nervous about an interview. Many candidates try to contain that nervous energy. Unfortunately in an effort  to control their nerves they wind up appearing disinterested in the opportunity.

 

One of the negative comments we often hear  from hiring managers has to do with a “lack of energy” or “lack ofenthusiasm” on the part of the candidate. Energy level is an important deciding factor for hiring manager’s.  In many cases more so than background and experience.  It’s hard for a hiring manager to connect with a candidate who appears unemotional or disinterested.

 

Next time you are interviewing, let that nervous energy work for you. Be yourself. Let your enthusiasm shine through. Don’t be afraid to express your interest in the opportunity. Just as you want a perspective employer to be interested in you, they want to know you’re  interested in them.

 

Top 10 Candidate questions part 10

 

#10 Longevity

 

What is it that first attracted you to the organization? What is it about the organization that has kept you coming back year after year?

 

Do you have defined career paths for employees? Does your organization keep their promises? What makes your organization so special?

 

Top 10 Candidate questions part 9

 

 

#9 Career Path

 

Has your organization outlined specific career paths for employees?

Do you look from within your organization to promote or do you open vacancies to all comers?

 

Top 10 Candidate questions part 8

 

#8 Hiring Authority

 

How are hiring decisions made? Who has the authority to hire?

 

Are your Managers hire by committee, are they THE decision maker or simply influencers?

 

YOU are the product….so “sell” it!

 

{by Shawn Smith}

Since being a recruiter over the last 17+ years, I have noticed one thing that never seems to change. “Selling Y-O-U!” I know it seems like this wouldn’t be a hard thing to accomplish but for most it really is hard to talk about themselves especially when it is most critical…in an interview. Believe it or not…I am surprised at the number of very successful and talented Sales Professionals that do not provide me reasons why someone would want to hire them into an organization.

When meeting a potential candidate for the first time I always like to ask them this question; “If I was to present you to a Hiring Manager, what would be the top 2-3 things I could say about you that would cause them to want to set up a meeting immediately to speak with you?” Many times I leave someone stumped as to why someone would want to hire them. I know…it is something you must sit down and think about and prepare yourself whenever you are getting ready to put yourself out on the “Interview Circuit!”

Most times people can come up with 2-3 things, however, it is met with a bunch of adjectives and descriptions with no meaning, such as “I am very persistent” OR “I am a go-getter” OR “I am great at managing people”. I will follow that response with a WHY? Again….stumped.

You need to provide specifics as to why a VP of Sales, SVP of Operations, Executive Director of HR or CTO would even consider you for a role within their organization. When there is a description of an attribute followed by specific actions that ended with great results…then there is something to talk about and you now have engaged the Interviewer.

You can be “results oriented” as long as you proceed with a description of the action followed by the end result. Here is a simple example;

“One of the key things I bring to an organization is results. By being results oriented, I am very detailed on my activities, building my pipeline and tracking potential closes. I am constantly aware of upcoming challenges and potential fires that must be put out to ensure a win-win for both myself and the customer. This has resulted in higher ratio to close and earning me top producer in sales over the last four years.”

So start “Selling Y-O-U!”

• Provide a list of 2-3 things or accomplishments you bring to a new company that will make you stand out amongst the numerous candidates they will be interviewing.
• Be specific providing your actions and end results

Good Luck!

 

Top 10 Candidate questions part 7

 

#7 Poor Performers

 

How are poor performers dealt with in your organization?

 

Are there processes/procedures in place to help under achievers improve? Is poor performance tolerated or ignored?

Top 10 Candidate questions part 6

 

 

#6 Customer Perspective

 

How would your customers describe your organization?

 

Do your Customers see you the same way you see yourself?

Top 10 Candidate questions part 5

 

#5 Corporate Culture

 

How would you describe your Corporate Culture?

 

Is it a Team environment? Collegiate? Relaxed? Conservative?

Top 10 Candidate questions part 4

 

#4 Why join your team?

 

Why would someone want to join your organization?

 

Is it the Corporate Culture? The benefits? The products/services you offer?