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Hub You - Dynamic Pre-Hiring Practices
Throughout your business lifecycle, your business and management team will face ongoing challenges. Some of these are within your area of expertise and others force you to learn new skills and achieve new insights as a business leader or owner. How well you respond to these business challenges will dictate how well your business performs.For every new business hurdle, a professional, independent CFO Advisor can help you. With a CFO Advisor, practical solutions are developed to take you through the most critical analyses of your present and future plans to insure you are making the smart move each step of the way.Margin Analysis -- Without adequate margins, even the most innovative companies struggle with profitability. A CFO Advisor can help conduct an in-depth margin analysis that pinpoints areas for improvement and suggest corrective measures that will dramatically
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 i
It takes between seven and seventeen seconds for a person to make an impression of us and much of that impression is based on how we look. It stand to reason, then, that what we wear to job interviews will make a far greater impact on our success than anything we're likely to say once those first crucial seconds have passed.Dress For the JobIf you're applying for a job as a sale assistant in a trendy boutique in a hip part of town, what you wear will need to be very different to what you'd wear when being interviewed for a job as a lawyer's personal assistant.By wearing what you believe you'd wear to work if offered the job, you're silently saying that you understand the position you're applying for and that you have the knowledge to fulfil the company's expectations.If you're applying for a job where you'd be wearing a uniform, think about the kind of u
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
Too often in life, we fail. We fail not because we set our goals to high and miss achieving our aspirations. Instead, we fail because we set our dreams too low and we achieve them. If we achieve what we set out to do then how is this considered to be a failure? Failure occurs when we are not fulfilling our highest aspirations. Theresa Castro, executive career coach and author of The Dark Before the Dawn: 70 Secrets to Self-discovery, provides insight on what anyone can do while they are in the midst of wanting to change careers.ADOPT THE INNONENCE OF A CHILDWe begin our lives as children with lofty goals. For example, a child might decide that they would like to grow up and become an astronaut and travel to the moon. This child doesn’t have the ability to place any limitations on themselves. They don’t think about what degree they need to possess in order to be an as
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 i
When ad agencies ask me how to increase the ranking of a site on search engines, my typical answer is that there's no magic bullet but there are a few techniques you can use to help the cause.Select the Right Keywords and PhrasesSince the keywords you choose are used in all aspects of the optimization process, it is essential that the right words are chosen.Due to the fierce amount of competition for general keywords in the search engines, think of specific “keyword phrases” and not necessarily just “keywords”. By limiting yourself to just keywords, it is unlikely that your site will rank well. You have a far greater chance of getting noticed with specific phrases because there is probably less competition.Put yourself in your customer’s shoes. Ask yourself what they would search under. They wouldn’t necessarily use the same keywords and phrase
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 i
WHAT ARE MERCHANT ACCOUNTS?There are four most common Merchant Accounts:• Visa Merchant Account • MasterCard Merchant Account • American Express Merchant Account • Interac (Debit Cards/Bank Debit Cards) Merchant AccountWhen you are setting-up your Payment Process System you will apply for Merchants Accounts on each Card that you would like to be able to allow your Customers/Clients to be able to pay by (if they so desire to do so).You do not have to have Merchant Accounts on all Cards. You can pick and choose which Cards you wish your Payment Processing System to process. You can usually always add additional cards as time goes on.Most Merchants will initially get set-up with, at least, a Debit Merchant Account and usually Visa & MasterCard Merchant Accounts.Once you have been approved for each Card you will be given an indivi
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 i
1. Release for Domestic Consumption Release of goods for domestic consumption constitutes a customs procedure under which the goods imported to the customs territory of the Russian Federation shall remain on that territory with any obligations to be exported from said territory. Status of Goods Subject to the Customs Procedure of Release for Domestic Consumption: 1. For customs purposes, imported merchandise will acquire the status of goods released for free circulation in the customs territory of the Russian Federation upon disbursement of all the requisite customs duties and taxes and observance of the restrictions and prohibitions pursuant to the Federal Law of the Russian Federation on the State Regulation of Foreign Trade Activities. 2. In case of non-observance of said terms and conditions, imported merchandise shall be liable for conditional release pursuant
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 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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