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Add You - Dynamic Pre-Hiring Practices
Fire exits should be strategically located, with an outward opening door that has a crash bar and outward leading signs on it. Knowing where to find the emergency exits in a building that you frequent can save your life. Inward opening, rotating and sliding doors are unacceptable for use as fire exits, as they might need to be fixed open using a latch or chain if the door is needed as an exit route.In the UK, one exit is satisfactory for buildings where no more than 60 people work, as long as that the building is on the ground floor level only. The outsides of fire exits need to be kept clear and marked with a suitable keep clear sign. Whenever the building is in use, the exits should be well lit by normal mains lighting. Once your workplace follows a course of scheduled assessment, unsafe conditions can be recognized and corrected before they cause serious injuries.Learn th
* What made you respond specifically to this ad?
* What are your favorite activities when you are not working?
These questions put the applicant at ease to respond honestly and provide you with a great deal of “behind-the-scenes” insight into your prospective employee.
5. The response will confirm whether or not applicant is able to follow the instructions in the ad. If not, it’s not a good thing, but they're not eliminated from the interviewing process. Perhaps they're overly eager or were blasting employers. The lesson here is to refrain from drawing conclusions about them, but be watchful.
6. Establish a dialogue of at least two emails before setting up a personal interview. Based on the prospective employee’s timely first response to your questions, email a second time asking specific questions relating to their response. This gives you additional, telling information and communicates that you are actively listening and genuinely interested in them.
7. When the email dialogue process has narrowed the candidate list, arrange a convenient time
Many students treat the CV as simply an exercise in listing their academic qualifications and school history; this is a huge waste of opportunity as well as your time! When you apply for your first position it is likely that you will be in competition with others (perhaps hundreds) who have similar histories, interests, etc. Why do you think that any prospective employer should choose you over all the others?It is apparent, I hope, that you need to do something that will allow you to stand out as someone special, someone they remember and wish to see. How? Well, keep reading, the purpose of this short essay is to provide you with just a little guidance in what may feel like a mud-drenched minefield – remember, if you have found this article, if you bother to read and understand, then you are already ahead of all those who have not!In the event that you wish to read more
5 Steps to Writing An Ad that Gets Results
The following ad formula has yielded qualified, fitting job candidates:
1. Begin with a compelling headline
2. Provide a brief description of who's hiring to fill what position
3. First, describe what's in it for THEM, to really pull them in
4. Second, describe what you expect of the employee
5. Conclude with instructions to submit if they fit PERFECTLY with the description, asking them to describe how they connected with the ad
1. Begin with a compelling headline – Your ad copy must make an impression, but it all starts with a headline that pulls in potential candidates with a few carefully chosen words. Your ad should stand out above the others and candidates will read further if the headline hits them on a core level. Example: SUPERSTAR salesperson wanted.
2. Provide a brief description of who’s hiring to fill what position – Your ad should include a succinct description of your company and position being filled, e.g. “We are an ad agency that provides the highest quality services at competitive prices and are looking for a team player with sales experience,” or “We are the lowest priced car dealership in Atlanta with a reputation for getting anyone with poor credit into a loan. We are looking for an administrative assistant with charisma and a penchant for meeting tight deadlines.” This tends to draw applicants who resonate with your type of business as well as the position you are filling.
3. Describe what's in it for THEM – We all want to know how a situation meets OUR needs. If this information is positioned first in the ad (which most ads don’t even include!) it makes your ad stand out as much more enticing than the rest.
4. Describe what you expect of the employee - The more specific you are, the more likely you are to attract candidates with the technical as well as “soft” skills you require. Expectations should include a succinct but detailed job description emphasizing the qualities of the perfect candidate.
5. Conclude with instructions to submit a response if they fit PERFECTLY with the description – When seeking employment most candidates respond to ads even when they are only marginally qualified. Including the word PERFECTLY is an internal check that, most of the time, won’t allow the candidate to respond if they don’t fit perfectly. Also, ask that the response include a description of how the candidate connected with the ad. This will provide valuable information that can be discussed in further detail during a personal interview, if events proceed to that point.
The Ad should include specific instructions for the applicant to follow in submitting the resume, e.g. “resume attached or embedded in body of email, by 5 PM Friday afternoon, provide name and contact telephone in subject line,” etc. Chances are that if someone cannot follow detailed instructions before they are hired (when they are trying to make the BEST impression), they will not be able to follow detailed instruction when employed.
Pre-Interview Contact
1. Remain anonymous! Set up an anonymous method of initial response so that your valuable time is not wasted answering follow-up telephone or email inquiries regarding the position.
A method that works well is to request a resume via FAX. This allows complete anonymity. No company information is offered. If a candidate looks promising, you will contact them, not vice versa.
Another anonymous method for contact is a feature found on craigslist.com. Job posters are given the option of “anonymizing” their email address, which encrypts it so applicants don’t have direct contact information.
2. Eagerness is apparent in a timely response by the applicant to your requests. If s/he delays in responding, will they delay in showing up for work? Or delay in getting the job done? It makes a prospective employer wonder.
3. For the first few exchanges, contact the applicant using an anonymous or generic email address. If someone is not a good candidate, for whatever reason, they do not have access to your direct contact information. You expend no time or energy communicating with candidates that are not excellent candidates.
4. Based on a promising resume, initiate contact with the applicant and ask for an email response to several questions that may or may not relate to the available position, e.g.:
* Why did the ad resonate with you? (Which they would have answered to some degree in their first email!)
* What made you respond specifically to this ad?
* What are your favorite activities when you are not working?
These questions put the applicant at ease to respond honestly and provide you with a great deal of “behind-the-scenes” insight into your prospective employee.
5. The response will confirm whether or not applicant is able to follow the instructions in the ad. If not, it’s not a good thing, but they're not eliminated from the interviewing process. Perhaps they're overly eager or were blasting employers. The lesson here is to refrain from drawing conclusions about them, but be watchful.
6. Establish a dialogue of at least two emails before setting up a personal interview. Based on the prospective employee’s timely first response to your questions, email a second time asking specific questions relating to their response. This gives you additional, telling information and communicates that you are actively listening and genuinely interested in them.
7. When the email dialogue process has narrowed the candidate list, arrange a convenient time
The PresentIn today’s society, there is a lot of talk about companies down sizing, the plight of social security (the lack of), medicare, and the need for people to shore up their retirement account if they even have one. All the bad news of these situations is enough to give anyone a panic attach especially if you are an employee with a low paying job.The PlightFor low-income earners just having a savings and a checking account with more than a fair amount of funds in them is next to impossible when everything they earn goes toward just trying to maintain a roof over their head and food on the table to feed themselves and possibly a family. It can be done but not with one job.The low-income earner must find a second job, or have a spouse or partner who is also bringing in additional income from at least another low-income job or better. Even w
3. Describe what's in it for THEM – We all want to know how a situation meets OUR needs. If this information is positioned first in the ad (which most ads don’t even include!) it makes your ad stand out as much more enticing than the rest.
4. Describe what you expect of the employee - The more specific you are, the more likely you are to attract candidates with the technical as well as “soft” skills you require. Expectations should include a succinct but detailed job description emphasizing the qualities of the perfect candidate.
5. Conclude with instructions to submit a response if they fit PERFECTLY with the description – When seeking employment most candidates respond to ads even when they are only marginally qualified. Including the word PERFECTLY is an internal check that, most of the time, won’t allow the candidate to respond if they don’t fit perfectly. Also, ask that the response include a description of how the candidate connected with the ad. This will provide valuable information that can be discussed in further detail during a personal interview, if events proceed to that point.
The Ad should include specific instructions for the applicant to follow in submitting the resume, e.g. “resume attached or embedded in body of email, by 5 PM Friday afternoon, provide name and contact telephone in subject line,” etc. Chances are that if someone cannot follow detailed instructions before they are hired (when they are trying to make the BEST impression), they will not be able to follow detailed instruction when employed.
Pre-Interview Contact
1. Remain anonymous! Set up an anonymous method of initial response so that your valuable time is not wasted answering follow-up telephone or email inquiries regarding the position.
A method that works well is to request a resume via FAX. This allows complete anonymity. No company information is offered. If a candidate looks promising, you will contact them, not vice versa.
Another anonymous method for contact is a feature found on craigslist.com. Job posters are given the option of “anonymizing” their email address, which encrypts it so applicants don’t have direct contact information.
2. Eagerness is apparent in a timely response by the applicant to your requests. If s/he delays in responding, will they delay in showing up for work? Or delay in getting the job done? It makes a prospective employer wonder.
3. For the first few exchanges, contact the applicant using an anonymous or generic email address. If someone is not a good candidate, for whatever reason, they do not have access to your direct contact information. You expend no time or energy communicating with candidates that are not excellent candidates.
4. Based on a promising resume, initiate contact with the applicant and ask for an email response to several questions that may or may not relate to the available position, e.g.:
* Why did the ad resonate with you? (Which they would have answered to some degree in their first email!)
* What made you respond specifically to this ad?
* What are your favorite activities when you are not working?
These questions put the applicant at ease to respond honestly and provide you with a great deal of “behind-the-scenes” insight into your prospective employee.
5. The response will confirm whether or not applicant is able to follow the instructions in the ad. If not, it’s not a good thing, but they're not eliminated from the interviewing process. Perhaps they're overly eager or were blasting employers. The lesson here is to refrain from drawing conclusions about them, but be watchful.
6. Establish a dialogue of at least two emails before setting up a personal interview. Based on the prospective employee’s timely first response to your questions, email a second time asking specific questions relating to their response. This gives you additional, telling information and communicates that you are actively listening and genuinely interested in them.
7. When the email dialogue process has narrowed the candidate list, arrange a convenient time
You know that your great stories - call them anecdotes, examples or whatever - will help you shine in a job interview. Stories do three things. One, they show that you really grasped the question - whether it was “Have you ever had to pinch-hit under pressure?” or “Tell me about a time when you had to deal with a difficult customer.” Two, they show off your terrific communication skills. Three, they display a bit of your personality - your wit and charm and so on. These are all good things.So you have to get some stories ready. Try to come up with at least one story in each of these categories, so they’ll be top-of-mind when you need to produce a story in a hurry during your next interview.1) A story about dealing with a crisis. 2) A story about handling a tough interpersonal situation. 3) One about juggling lots of priorities (and, of course, carrying the day).
The Ad should include specific instructions for the applicant to follow in submitting the resume, e.g. “resume attached or embedded in body of email, by 5 PM Friday afternoon, provide name and contact telephone in subject line,” etc. Chances are that if someone cannot follow detailed instructions before they are hired (when they are trying to make the BEST impression), they will not be able to follow detailed instruction when employed.
Pre-Interview Contact
1. Remain anonymous! Set up an anonymous method of initial response so that your valuable time is not wasted answering follow-up telephone or email inquiries regarding the position.
A method that works well is to request a resume via FAX. This allows complete anonymity. No company information is offered. If a candidate looks promising, you will contact them, not vice versa.
Another anonymous method for contact is a feature found on craigslist.com. Job posters are given the option of “anonymizing” their email address, which encrypts it so applicants don’t have direct contact information.
2. Eagerness is apparent in a timely response by the applicant to your requests. If s/he delays in responding, will they delay in showing up for work? Or delay in getting the job done? It makes a prospective employer wonder.
3. For the first few exchanges, contact the applicant using an anonymous or generic email address. If someone is not a good candidate, for whatever reason, they do not have access to your direct contact information. You expend no time or energy communicating with candidates that are not excellent candidates.
4. Based on a promising resume, initiate contact with the applicant and ask for an email response to several questions that may or may not relate to the available position, e.g.:
* Why did the ad resonate with you? (Which they would have answered to some degree in their first email!)
* What made you respond specifically to this ad?
* What are your favorite activities when you are not working?
These questions put the applicant at ease to respond honestly and provide you with a great deal of “behind-the-scenes” insight into your prospective employee.
5. The response will confirm whether or not applicant is able to follow the instructions in the ad. If not, it’s not a good thing, but they're not eliminated from the interviewing process. Perhaps they're overly eager or were blasting employers. The lesson here is to refrain from drawing conclusions about them, but be watchful.
6. Establish a dialogue of at least two emails before setting up a personal interview. Based on the prospective employee’s timely first response to your questions, email a second time asking specific questions relating to their response. This gives you additional, telling information and communicates that you are actively listening and genuinely interested in them.
7. When the email dialogue process has narrowed the candidate list, arrange a convenient time
Betty made a giant leap forward in her career when she landed a new position as Director of Marketing for a major division of a multi-billion dollar corporation. She would go from supervising one employee to managing 27 men and women. Her annual budget would increase dramatically. She would be expected to breathe new life into a lackluster marketing staff that had fallen behind the pace expected in the hard-driving corporation.She came to me for advice on how to make the most of the opportunity.Here’s the sense of what I told her.The biggest challenge will be to think in terms of managing a function – getting things done through other people – rather than doing everything yourself. Your job is to manage the assets assigned to you so that your department’s goals are reached.Be realistic about the reception you receive from your staff as well as
A method that works well is to request a resume via FAX. This allows complete anonymity. No company information is offered. If a candidate looks promising, you will contact them, not vice versa.
Another anonymous method for contact is a feature found on craigslist.com. Job posters are given the option of “anonymizing” their email address, which encrypts it so applicants don’t have direct contact information.
2. Eagerness is apparent in a timely response by the applicant to your requests. If s/he delays in responding, will they delay in showing up for work? Or delay in getting the job done? It makes a prospective employer wonder.
3. For the first few exchanges, contact the applicant using an anonymous or generic email address. If someone is not a good candidate, for whatever reason, they do not have access to your direct contact information. You expend no time or energy communicating with candidates that are not excellent candidates.
4. Based on a promising resume, initiate contact with the applicant and ask for an email response to several questions that may or may not relate to the available position, e.g.:
* Why did the ad resonate with you? (Which they would have answered to some degree in their first email!)
* What made you respond specifically to this ad?
* What are your favorite activities when you are not working?
These questions put the applicant at ease to respond honestly and provide you with a great deal of “behind-the-scenes” insight into your prospective employee.
5. The response will confirm whether or not applicant is able to follow the instructions in the ad. If not, it’s not a good thing, but they're not eliminated from the interviewing process. Perhaps they're overly eager or were blasting employers. The lesson here is to refrain from drawing conclusions about them, but be watchful.
6. Establish a dialogue of at least two emails before setting up a personal interview. Based on the prospective employee’s timely first response to your questions, email a second time asking specific questions relating to their response. This gives you additional, telling information and communicates that you are actively listening and genuinely interested in them.
7. When the email dialogue process has narrowed the candidate list, arrange a convenient time
When you are getting ready to plan your advertising gifts for the future, you will be thinking in terms of the mass market. Perhaps last year it was pens, and this year you might be looking into something like a mouse pad or mugs for your faithful clients and for those clients that you hope to attract to your business now and in the future. This is great for the general population, but there is an angle that you might not have considered.Everyone loves to get a gift, no matter what the occasion might be, and even more if there is no occasion. A gift to a client, even if it is just advertising, shows that client that you are thinking of them, and that you are concerned enough about them to want to make sure that they are happy. Advertising gifts are a great way to get your name out to your clients and keep your company in great standing with clients all over the place.For
* What made you respond specifically to this ad?
* What are your favorite activities when you are not working?
These questions put the applicant at ease to respond honestly and provide you with a great deal of “behind-the-scenes” insight into your prospective employee.
5. The response will confirm whether or not applicant is able to follow the instructions in the ad. If not, it’s not a good thing, but they're not eliminated from the interviewing process. Perhaps they're overly eager or were blasting employers. The lesson here is to refrain from drawing conclusions about them, but be watchful.
6. Establish a dialogue of at least two emails before setting up a personal interview. Based on the prospective employee’s timely first response to your questions, email a second time asking specific questions relating to their response. This gives you additional, telling information and communicates that you are actively listening and genuinely interested in them.
7. When the email dialogue process has narrowed the candidate list, arrange a convenient time to speak via telephone. This will provide additional, valuable information.
8. If the telephone meeting goes well, at the end of the discussion invite the candidate for a personal interview.
Following the preceding steps will give you an advantage by not only limiting the number of potential employees to the most qualified, but also by taking control of what can be a tedious and inefficient pre-hiring process. Pay close attention to the responses you receive from potential candidates; it is possible to learn quite a bit from initial contact that will save you time and energy when you are considering inviting prospective employees to a formal interview. The pre-hiring process does not have to be challenging if confronted with intentional and precise preparation.
This process is well worth your time. The hiring process should not be taken lightly, and a great fit is all-important. In the end, you have hired quality people you keep for a long time, saving you many headaches!
by Charlon Bobo, Red Frog, Inc. © 2005
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