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Home » General Recruiting » Page 15

General Recruiting

March 29, 2013 by Amy Shanks Leave a Comment

REMEMBER IN BUSINESS – YOU CAN’T RAPE THE WILLING

Malcolm Ford once said that, “only a handful of companies understand that successful business operations come down to 3 basic principles: People – Product – Profit. Without top people you can not do much with the others.”

In a capitalist or free market economy, companies often retain the services of search firms to bring talented people to their door. Recruiters, also known as headhunters, often take the blame or are viewed as evil when employers lose their extremely valuable human capital. Headhunting, also referred to derogatively as poaching, refers to a recruiter approaching a target candidate who is gainfully employed. The recruiter approaches the potential mover and questions him or her to see if he or she would be interested in working for another company or would be interested in hearing about positions that may represent better opportunities in their career.  Poaching implies that people are prey and it is the recruiter’s goal to take them against their will…. Nonsense!

The cold hard truth is thatthumbs up in business, YOU CAN’T RAPE THE WILLING. Usually, the recruiter has been approached by a client to find a candidate with a specific skill set and then searches for candidates who work in companies employing people with these skills – i.e. prospective candidates.

Some might question whether it is ethical for companies to headhunt from their competitors? Since the days of indentured servitude are far behind us – companies do not own employees and the choice of where we work is fundamental in a free society. The U.S. Justice Department in September 2010 “settled with Google, Apple, Intel, Adobe, Intuit and Pixar over claims they colluded to not “poach” from each other.” THE U.S. GOVERNMENT RULED THAT IT WAS ANTI-COMPETITIVE FOR THE LABOR MARKET TO MAKE AGREEMENTS SUCH AS THESE!!!  If a company is taking good care of its employees, why would it fear them entertaining other offers?

No one leaves a company because she or he had his or her arm twisted by a smooth talking recruiter. Almost every single Fortune 500 company engages senior level headhunters to find its A team. The simple answer to prevent loss of talent is to create the best possible work environment. We talked about this in a previously published article entitled “Karma is a B*TCH when it comes to retention” but many of these points are worth repeating.

  • Treat each employee the way you would want to be treated if you were in their position and as professionals.
  • Demonstrate respect.
  • Offer attractive, competitive benefits packages.
  • Provide opportunities for people to share their knowledge through training sessions and mentoring.
  • Offer performance feedback and praise good work.
  • Make work fun.
  • Enable employees to balance work and life by providing flex time.
  • Involve them in decisions whenever possible.
  • Recognize excellent performance and link it to pay.
  • Offer bonus potential on personal and company success.
  • Celebrate success.
  • Staff adequately.
  • Stand for something bigger than yourself.
  • Establish and nurture organizational traditions such as food drives during the holidays and community involvement.
  • Provide opportunities for career progression.
  • Promote personal and career growth through training.recruiter phone call
  • Establish common goals and responsibilities so that they feel they belong.

Frasier Hill at the January ERE Recruiting Conference recommends starting with the candidate experience. Specifically, train hiring managers how to interview and best represent your company. *Structure an end to end interview process without using too many people who cannot make a decision. * Have a clear feedback policy for candidates. *Have a “first class onboarding process with adequate feedback channels” so it can be determined that newly hired candidates are satisfied. *Maintain accurate and up to date competitor salary and benefits information.

If employees are taken care of, companies have no need to fear the HEADHUNTER.

 

Filed Under: General Recruiting, Human Resources Tagged With: headhunters, Headhunting, Karma & Retention, Recruiting, search firms

January 31, 2013 by Amy Shanks 3 Comments

EMOTIONAL INTELLIGENCE IN THE JOB INTERVIEW

 Newsflash from SRS –

 

No one will pay you for being JUST book smart!!! Let’s talk about Emotional Intelligence. Book Smart

 

There is, in fact, a kind of smart which can pay off in the job market,  and it has nothing to do with IQ (a measure of a person’s ability to learn which – stays the same throughout life). That kind of smart is called  Emotional Intelligence (a flexible skill set which can be improved with practice).  The whole of a person is made up of Intelligence Quotient, Emotional Intelligence and personality.  Which of these is the strongest predictor of performance in the work world?  Emotional Intelligence or E I, many psychologists say, is responsible for 58% of success.  It is seen as the strongest driver of leadership and personal excellence.  In fact, a high degree of E I is reported to be responsible for a person earning an average of $29,000/year more than those with a low E I.  This is true of all industries, at all levels, and in all parts of the country.

Emotional intelligence is an intangible that affects how we manage behavior, navigate social complexities, and make personal decisions in such a way as to achieve positive results.  It falls into two primary competencies personal and social.  Skills within the personal category are self-awareness and self-management.  Is a person able to perceive his/her emotions and keep an awareness of them?  Can this awareness be used to keep a person flexible and positive?

Within the Social Competency are the skills of social awareness and relationship management.  Is the person able to understand other people’s moods, and behaviors and in doing so improve the quality of relationships?  Can he/she manage interactions with coworkers?

This is no news to recruiters and HR professionals!

The interview process is designed to meet the person behind the resume’.  In other words, it gives the interviewer an opportunity to separate the achievements on the resume which are largely a product of IQ from Emotional I Q which is difficult to quantify and list.  For example, a candidate can have terrific accounting skills and great grades but yet be arrogant, have trouble working with others and be a person who blames others when things go wrong.  When competing for the same job a more desirable candidate might have slightly lower grades and a more narrow skill set, yet he/she is polite, works well with others, stays focused and has leadership potential.  She/he has the ability to manage emotions, relates well to others, adapts to the work environment, takes criticism and is eager to learn.  Who will get the job?  Who would you want to work with?  It is much harder to train someone to manage his emotions than it is to strengthen his skills and train him for a particular job.  Compared to IQ and expertise, emotional intelligence matters twice as much as IQ according to psychologist Daniel Goleman.

Given the huge pool of talent that most companies have to choose from in this competitive job market, doesn’t it make sense that employers will spend time in attempting to hire employees that are emotionally fit?

Job postings  increasingly use terms such as mature and resilient as employers are more discerning in what they are looking for beyond skills and accomplishments on the resume’. The online shoe retailer Zappos.com weeds out candidates who don’t have their emotions in check.  Christa Foley, senior HR manager at Zappos says “We ask a lot of questions to make sure they’re humble.”  Arrogance has no place when talking to potential customers so an often asked question is, “Can you tell me a common perception people have of you?”  Answers like, “I always have an opinion on something,” can be a red flag that a person can be arrogant.

Given a choice most employers would prefer to hire someone with limited technical skills (which can be improved) and a high emotional intelligence.

the job interview

Before an interview, consider possible emotional intelligence interview questions – those that attempt to get information about your personal and social skills, i.e. self-awareness, self-management, social awareness and relationship management.  Remember the interviewer is attempting to see the real you – particularly your E I apart from the resume’.

Consider your answer to the following questions:

  1.  Tell me about a time when you felt confident in your abilities.  What was the situation?  Why did you feel confident? How did you know?  What was the result?
  2. Think of a situation you faced where you felt angry or frustrated at work (whether you showed it or not).  How did you know that you were feeling this way?  Why were you frustrated?  What did you say or do?  What was the impact you had on the other people who were involved?
  3. Everyone is better at some things than others.  What is an example of something that isn’t one of your strengths?  What have you done in your professional life to accommodate for this?
  4. How would your current or previous co-workers, supervisor and staff describe your communication and interpersonal style?  Give me an example or two.
  5. Describe a difficult conversation you faced at work.   What was it?  What did you do?  What was the result?

SPEND SOME TIME REALLY THINKING ABOUT ANSWERS TO QUESTIONS LIKE THESE.  PRACTICE A RESPONSE THAT SHOWS YOU HAVE STRONG EMOTIONAL INTELLIGENCE.  ENGAGE SOMEONE TO LISTEN TO THE QUESTION AND YOUR RESPONSE – YOUR RECRUITER IS AN EXCELLENT SOURCE/SOUNDING BOARD FOR YOUR POSSIBLE ANSWERS TO THESE AND SIMILAR QUESTIONS – USE THEM.

Remember in the interview to thoughtfully answer all questions.  You are not being timed.  Thinking through a question and asking for clarification if necessary demonstrates important characteristics of those with a high E I, which are self-awareness and the ability to manage behavior and social interaction.

“Opportunities are usually disguised as hard work, so most people don’t recognize them.”
Ann Landers

Good luck and remember that luck comes in abundance to those that prepare! 

“The harder I work, the luckier I get.”  Samuel Goldwyn

Filed Under: General Recruiting, Human Resources, Interview Tips Tagged With: dream job, Emotional Intelligence, emotional intelligence interview questions, emotional IQ, Interview Questions, job interview

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