Occasionally, an employer will proudly tell me how they have “researched” their candidates by checking their Facebook page. My first question is always: What did you learn?
If they tell me they were concerned by pictures suggesting the candidate is a “party animal”, it immediately takes me to my second question: How did the candidate perform during their phone screening, interview and reference checking?
Some employers I’ve dealt with insist on only hiring people with direct experience in their industry. Their reasoning is usually that they can “hit the ground running”. In other words, they want and expect them to become productive in the shortest period of time. This will reduce the time and cost that would otherwise have to go into training.
This may be obvious to most employers, but it’s worth covering for those that maybe aren’t getting the job advert response they would like.
In the rush to be a part of the social media networking craze, you need to pause and understand whether your brand will help or hinder you when it comes to attracting good candidates.
When you’ve run that job advert and the resume’s start flowing in, it won’t be long before its time to pick up the phone and start contacting the better applicants.
Obviously, your main line of questioning is about determining if their skills, qualifications and work experience are a good fit to your vacancy. On top of that, here’s a few of my tips from having conducted probably 2,000 – 3,000 phone screenings.
1. It’s all about speed.
I’m often asked – what’s the most important thing about writing an effective job advert?
One of the sad but undeniable truths about effective job adverts is that a competitive salary package will have to be announced in some way. You possibly don’t need to spell out the dollar amount but at the very least your advert will have to cover the subject.
I’ve always said the following to job applicants about the content of their resume:
“Print whatever you like, as long as you realise that if you’re interviewed, you should expect to be scrutinized over every single detail“.
Google this subject and you will soon find yourself mired down in what is possibly one of the internet’s largest subjects. Just try entering “salesperson” into Google and see what happens. I’ve already done it for you – 24 million entries is the result.
So, back to our heading – are they born or made?
As you wade through the numerous resume’s that flow from your advertised job vacancy, there comes that point when you latch onto an applicant that’s ticking most of the boxes for you – right qualifications, skills and a work history that tells you they can definitely “do the job”
I’m often asked how much resume’s and cover letters matter. The answer is that employers can learn a lot from a resume if they review them carefully.
Many employers think that engaging a recruitment agency is best because their adverts are more likely to be effective.
Putting aside the ad writing skills of some recruiters, ask yourself “is my brand a positive one or does it have good recognition”?
If the answer is yes, run your own advertising campaign and pocket the $10,000 to $20,000 fee you were going to pay the recruitment agency.