Category

Attraction

Do your interviews stink? 10 ways to turn pro

By | Attraction, Recruitment

This week I met with a promising new client. They have a handful of vacancies, one position that has been vacant for 3 months and another that they have interviewed 30 candidates for (yes, face to face) and still haven’t found the right candidate. Hmmmm…. Houston we have a problem!

The managers are pulling their hair out as it is taking too long to find and appoint talent and the HR team is frustrated that the leaders aren’t taking more ownership of the process.  Clearly what they are currently doing is not working. They need to change and fast! It got me thinking about the basics of interviewing.

1. Prepare – have you read their resume prior to the candidate walking in the door? I remember years ago a client asked one of my consultants after an interview why the candidate was walking with a limp.  On the resume it detailed his involvement in the Paralympics after having his leg amputated in an accident years earlier. It could have been an awkward moment if the client had asked the candidate directly or worse still…..made a joke about it! Reading all details on a resume allows you to be on the front foot (pardon the pun) and demonstrates to the candidate that you are interested in their background and are taking the process seriously.

2. Welcome – make sure the receptionist knows who will be arriving and at what time so the candidate can be greeted in a professional manner.  I had a meeting the other week and within 3 seconds of walking in, the receptionist got up from her desk walked around to greet me by name and took me straight into a meeting room where I was offered tea, coffee or water. Wow! What a welcome. Simple, but so effective. I was immediately impressed.  Also consider where you will be interviewing and make sure the environment is creating a great first impression, not like the other week when I observed dirty coffee cups from the last interview still on the desk!

3. Timing – a structured behavioural based interview should take 45 minutes to an hour. However, depending on the role and how many people are on an interview panel, interviews can blow out past this allocated time. Make sure you either stick to the schedule or have a fudge factor between candidates. Don’t make the mistake one large company made with one of my friends when his interview went over and on his way out he met the other candidate short listed for the role. He just happened to be an old colleague he had only spoken to days earlier for advice on the role! Awkward!

4. Icebreakers – I have observed many client interviews and it seems one of the hardest parts for people who don’t interview that often are the first 30 seconds to a minute. I have seen full silence where no one knows what to say through to immediate drilling of candidates with a barrage of questions.  We need a warm up folks! No matter how experienced a candidate is, there is always going to be nerves, so having some small talk from reception to the meeting room is essential before settling into more of the formalities of the process.

5. 1st question – I know most inexperienced interviewers tend to run a less structured interview and that can be okay, but one word of advice, have your first question ready.  Go for something open and general to get things moving for the candidate. I recommend so tell me about your current work situation or how is that you are in front of us today?

6. Technique – we all have our own styles and way of asking and extracting information, so when you get to the end of the hour to ensure you have got all the information you were after, have three areas to investigate – skills and experience (years, industry, qualifications, tasks), competencies (learned behaviors eg: communication, analytical skills) and finally motivation (rational and emotional) around why this job? Otherwise you risk an hour of chatting and getting off track, the result being that you can’t accurately assess the candidate’s suitability.

7. Close – winding up the discussion is just as important as the welcome. Thanking the candidate for their time, asking if they have any further questions and then telling them what the next steps will be in the process. I also like walking them to the door / lift, shaking their hand and encouraging them to call within the agreed timeframe.  This leaves a lasting impression.

8. Summary/rating /concerns – once the candidate leaves, don’t answer the phone, check your emails or race off to your next meeting, take 10 minutes to write down your thoughts. Do a pros and cons list. What could this candidate bring to your business, what answers did they rate highly on? On the flip side, where are there still question marks that need to be flushed out. Give them an overall rating to compare with other candidates.

9. Response & speed – you know the biggest gripe from job seekers is that companies don’t get back to them.  If you are going to the effort of interviewing someone face to face, then you should give them the courtesy of ringing them and telling them verbally why they didn’t get the job. Honesty and respect go a long way in building your reputation as an employer of choice. Speed is also another crucial ingredient to a successful interview process.  Don’t wait 4 weeks to get back to people – trust me they will have forgotten you by then and probably taken a more attractive offer.  Ask yourself what your expectations would be? 7 days at a maximum.

10. Feedback – don’t take the wimps way out and say “Sorry; there was a more suitable candidate.” No kidding!! That’s why you’re not offering them the job. But specifically what did that candidate demonstrate more effectively or what was missing? It is extremely rare for someone to get defensive if the feedback is delivered in an honest, genuine and specific manner. After all, anything that you can offer them to improve their chances next time will be appreciated.

Some of you may ask, “Why do all this if we don’t like the candidate and we know we aren’t going to hire them. Why go to all this effort?” One answer – market reputation.   As much as you might find it easy to hire one person today, there is still a skills shortage and depending on roles, availability, timing or competition you might just find yourself in a situation of trying to attract talent to your organisation and role.  It is still very much a two-way street in the employment market, so do your best to ensure the candidate leaves wanting the job, wanting to join the team and with an overall positive impression of their dealings and interaction with you and your company.

Interviewing is a skill.  It takes time, practice and preparation to ensure it is an effective exercise that achieves the end result of assessing a candidate’s suitability for your vacancy.

Want your team to get the edge on interviewing techniques? Speak to Nicole about workshops and coaching programs here.

 

10 ways to get your CV noticed

By | Attraction, Recruitment

Over the past few months I have been giving advice on executive CV’s and how to improve them. What I’ve learnt is that just because you earn a six-figure salary shouldn’t assume you have a great resume – in fact in some cases, these have been the worst!

The resume is a sales tool – it is a preview document with the aim of winning an interview so you can provide more information, demonstrate competencies and ultimately win the job.  The resume is not a document to tell the interviewer everything about you.  It’s a preview, a summary and a taste of what you have to offer.

My quick tips to a winning CV include:

  1. Short & sweet – maximum 5 pages in my opinion is enough to demonstrate skills, experience, competencies and achievements. Anything longer tends to suggest waffle and giving away too much information ie: there is no reason left to interview you as you have already told us everything! Use a crisp font size and type, use dot points and short sentences.
  2. Sections – a good resume will be divided into key areas such as personal details, career statement/overview, career summary, experience and achievements, qualifications and awards.  Avoid long narratives and going back to your very first job – keep it relevant and current.
  3. Dates – a resume without specific dates (months and years) is frustrating, as we can’t determine length of service in each role.  Being clear about employment dates and gaps is critical in producing an honest and up to date document.
  4. Achievements – including key achievements in each role demonstrates you have performed well in the role and what you contributed in your time there. Where possible use as many facts and figures as possible such as sales results, cost savings etc.
  5. Company descriptions – not everyone has worked with high profile brand names like Coca Cola or Google so I always recommend 2 – 3 sentences saying who the company is, the turnover of the organisation, the industry, number of staff etc. Any information that makes it easy for the reader to make a connection and understand the type of organisation that you have worked for.
  6. Referees – to include or not to include? You will get different advice on this one, but in my opinion you don’t need to include them as I always ask for them at the interview.  You could always have them on a separate piece of paper and bring them to the interview.  The referees are not always relevant and I like to be more specific about who I would like to talk to eg: direct reports or team members or clients, depending on the role and the requirements.
  7. Reasons for leaving – including these explanations at the end of each role can give some context to career moves and also demonstrates motivations for particular changes.  It also gives you an opportunity to explain shorter stints or unfavourable roles (just remember not to be negative).
  8.  Covering letter – is essential, even if an advertisement says ‘send your CV’ not an application letter.  Most Recruiters will read a covering letter first and we look for simple things like have you addressed it correctly to us by name (and spelt correctly!) and why you have applied for this job and not the other 100 in the market.  This motivation for applying can be a make or break reason for getting through to first round interview.
  9. Opinion vs. fact – try and avoid as much opinion as possible in a CV. For example saying you are a great communicator, you have fantastic attention to detail and you are a gun negotiator can come across as self-promoting. Of course you are going to say these things about yourself – prove it in facts instead.  For example, list a significant negotiation that you won and what was the outcome or quote a referee.  This way you are still demonstrating your success and competency without the ego attached to it.
  10. Positions – remember that titles are funny things and in different organisations they do describe different roles.  Helping to clarify levels and seniority can be achieved through showing your direct report eg: Reported to: Chief Executive Officer and also showing who reports to you eg: 6 Team Managers, 32 staff.

Remember that just by looking at a piece of paper, we can’t tell exactly what your strengths, weaknesses, significant competencies and motivations are. The resume has to give us a taste so we pick up the phone to invite you for a face to face where you can then demonstrate these in a verbal context. Too often resumes become versions of war and peace and you loose the reader by confusing them with too much irrelevant data and information that takes away from your core skills, experience and achievements.

Getting your CV noticed is like hearing someone speak at a conference – you want it to be concise, informative, entertaining and relevant with real stories and information.

Got an important job interview coming up? Speak to Nicole about career coaching in preparation for winning them over. Join her on Twitter, Facebook and LinkedIn. Don’t forget to subscribe for regular blog posts here.

Does your job spec answer the question “what’s in it for me?”

By | Attraction, Recruitment

When was the last time you read a job description that was fresh, dynamic, exciting and evoked an emotional response? Even better – it really made you want the job? Probably never is my guess. That’s because job descriptions are usually old, boring, outdated and too long. They are costing you candidates! In today’s market, the highest quality candidates – the talent that companies are finding so hard to attract, recruit and retain – have estimated drop off rates as high as 90% once they have read a job description.  Some of the reasons include:

  1. Doesn’t excite or engage them
  2. Work looks exactly the same as their current position
  3. Their skills don’t meet all the “essential” criteria
  4. Unclear, unprofessional and ‘reactive’ language
  5. Long documents that don’t capture their interest

What doesn’t work 

Imagine all that effort you have put into writing an advertisement, all that money you have spent using attraction strategies and all that time invested in the recruitment process wasted all because of one document.  The truth is that job descriptions have traditionally been a document kept on file by human resources as a ‘must have’ that outlines all tasks, skills, qualifications and experience required to do a certain job within an organisation.  These ineffective job descriptions often include spelling errors, use of internal jargon, are often way too long and wordy as well as being unclear and visually unappealing.

The reality today is that these documents are now being judged by commercially savvy job seekers who know what they want, will pick and choose the jobs they apply for and ultimately accept.  They don’t want just any job – they want an opportunity that presents a better challenge than the one they are currently doing.  Once they read a job description that essentially sounds like the job they are already doing – where is the incentive to change?

The opportunity

This is where the opportunity lies! Most organisations are missing this sales opportunity to entice, engage and excite candidates into their organisation through having an up-to-date, professional and different job description.   If used effectively, a job description can become a sales tool to showcase each opportunity within your organisation as a unique proposition that proves a commitment to investing in people, each role and a strategic recruitment strategy to find the best talent in the market.  One of the best examples I have seen this year was an Editor role with the on-line business community Flying Solo – it was a true sales document, pitching the best parts of the role and what outcomes you would be responsible for driving and how this position contributed to the overall direction of the organisation. In addition, came a values document which detailed ‘what mattered most’ to the organisation and explaination of their five core values and culture. It was inspiring! Needless to say they got a great response and did not have shortage of candidates to interview.

Tips to achieving effective job descriptions include:

  1. Short & simple (not more than 3 pages)
  2. Stating an overall purpose of the role (expressed as an outcome, not an action)
  3. Most exciting tasks and challenges (not all of them)
  4. Outcomes to be produced and key result areas
  5. Transferable skills required to be successful
  6. Current (reviewed every 12 months as a minimum)
  7. Visually appealing

Job descriptions should be used as an attraction tool to encourage candidates to investigate your opportunity further, not to dismiss it and decide on their own accord that it is not worth pursuing.  What are the most exciting parts of your role and how can that be expressed effectively? Is “seeking 5 years SAP experience” as exciting as saying “use your SAP knowledge to lead our system implementation team”?

Keeping job descriptions specific, up to date and focused on the most challenging aspects of a job will result in a wider and higher quality of candidates for you to choose from.  And remember people apply for the work that they will be doing, not the skills they possess – the tip is to write your job descriptions with this in mind.  Candidates in this market have one subconscious question they want answered “what’s in it for me?” and your job as the employer is to demonstrate how your opportunity is better than their current situation and to draw them into the possibility of something better.

nicoleunderwood.com delivers tailored solutions for recruiting and retaining top talent.