Posts Tagged Recruiting
Just a short anecdote for a easy-going Sunday: A few days ago I went to London for some job discussions. One of these was a very short notice appointment worked in the agenda for less than an hour: “Meet me at the Ritz“. Nothing special to it so far…
But when I got there, I met a guy in shorts and a Olympia T-Shirt, accompanied by a client/friend – they were on their way to watch some games at the Olympics. As they wouldn’t have let him into the Ritz in this ‘inappropriate’ outfit anyway, we decided for the next best pub and a pint.
Actually we spend the time talking about sports and travelling and didn’t touch on any business topic at all. That I just before met a friend and had a pint helped the conversation flow… 🙂
I conducted casual interviews over breakfast, lunch or just two coffee myself, both as a hiring manager and an interviewee, but even then we where discussing mostly business and kept a form of business attire.
I have to admit that this additional informality adds another interesting aspect for selection and employer branding really that intrigued me – and I am far to ‘senior’ to be a Millennial 😉 The candidate learns a lot about company culture and it gives both sides the opportunity to explore a cultural match.
And don’t forget: it was fun 🙂 If it wasn’t fun for both sides, one could skip the rest of the selection process anyway. Hands-up who likes to work with people with whom he cannot imagine to go for a drink (including water and milk) after a long day?
“Facebook is planning to launch its own job board later this summer, said people familiar with the matter. The job board will aggregate the job postings of third party providers, making them available for search by Facebook users.”
This does sound like just another job board without any “social” in the media.
But I would like to convey my best wishes to facebook. If anyone could finally build a successful job app/page ever on facebook, it’s them. Let’s observe the further development.
I like this article by Kimberly Fusaro, because it’s not like 90% of articles about what corporations have to consider when interacting with “digital natives”, but what those should keep in mind when they enter the job market and have to deal with “old guys”.
Saying this, it’s a good excercise because most of these advises seem to be common sense for GenX and Baby Boomers who are on the other side of the desk – and “we” shouldn’t expect “our” standards common for the younger generation.
- Background checks have gone beyond Google.
- Arriving super-early for an interview is almost as bad as arriving late.
- Your physical appearance matters.
- Personal hygiene counts, too.
- You won’t get hired to work from home if you aren’t a “home professional.”
- Being overweight can work against you.
- Ageism (illegally) exists.
- Your relationship is being monitored if you’re dating a coworker.
- Your Internet usage is probably being documented.
- Your good and bad behavior matter-but the bad matters more.
Some points might be provocative, but it’s about reality and not about what we would like the world to be. Everyone fosters diversity and inclusion and there are legal guidelines and limitations in place. But nevertheless it’s statistically proven that there still are certain “biases” (positive or negative) in your career if you don’t comply to certain rules of the game (e.g. being physically fit) or stand out of the crowd (e.g. just by height or looks).
- Can you do the job?
- Will you love the job?
- Can we tolerate working with you?
That’s great news! So let us skip interviews and send a questionnaire with these three questions to every candidate and safe time and resources.
To be honest, not the invention of the wheel either – they just put the three core dimensions of evaluation (ability, motivation, cultural fit) in a flashy headline. So it’s still more than just three questions and you shouldn’t rely on the candidate to answer perfectly self-reflected and honest. Recruiters exhale 🙂
Oh, nonetheless, it never hurts to read some words of wisdom from senior recruiting professionals and there are some useful links in the article.