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Hub You - Applicant Screening, Applicant Screening Tactics
EMBROIDERING ON JACKETSDigitizing and Embroidery TipsWHEN TO CHOOSE EMBROIDERYJackets are, for the most part, made of sturdy, tightly woven fabric and offer an ideal surface for embroidery. They run the gamut from conservative, ivy-league jackets to “off-the-wall” designer styles available in bright colors and bold geometric shapes. With such a broad range of jacket styles available, embroidery applications are appropriate in a wide variety of styles themselves—from small, signature logos to flashy “billbo
Solution: Don't give them the information, but be polite. Just put an asterisk in the salary boxes on the job app
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The applicant screening process can be exhausting as you try to out maneuver or avoid the notorious question "What are your salary requirements? As a past recruiter I can say that I didn't even enjoy the applicant screening process when I had to conduct them by phone. Here are three common ways companies use to screen out applicants.....
- Applicant Screening tactic #1: Scheduled interview/completion of application
- Applicant Screening tactic #2: Phone interview
- Applicant Screening tactic #3: Online company website application
This aggressive probing strikes fear into the hearts of job hunters. Here's how to respond to these tactics.
1) THE EMPLOYER REQUESTS YOUR SALARY HISTORY This tactic is not new to the applicant screening process. Many job application forms have boxes in which you are to write your previous salaries, and ads sometimes request (demand) a salary history. Sometimes the ads threaten that failure to comply means you won't be considered.
Solution: Don't give them the information, but be polite. Just put an asterisk in the salary boxes on the job appl
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- Applicant Screening tactic #1: Scheduled interview/completion of application
- Applicant Screening tactic #2: Phone interview
- Applicant Screening tactic #3: Online company website application
This aggressive probing strikes fear into the hearts of job hunters. Here's how to respond to these tactics.
1) THE EMPLOYER REQUESTS YOUR SALARY HISTORY This tactic is not new to the applicant screening process. Many job application forms have boxes in which you are to write your previous salaries, and ads sometimes request (demand) a salary history. Sometimes the ads threaten that failure to comply means you won't be considered.
Solution: Don't give them the information, but be polite. Just put an asterisk in the salary boxes on the job app
Many small business owners and managers will often say their personal assistant is invaluable to them yet they often treat them as if they're not.Day after day, week after week the P.A. is in the office, slogging away making sure the work gets done. In many instances it is the P.A. that holds the business / department together.Many of them are so conscientious they won't take time out and will stay at their desk until the work is done. Not only are they integral to the running of any business, their income and the way they are treated may not alw
This aggressive probing strikes fear into the hearts of job hunters. Here's how to respond to these tactics.
1) THE EMPLOYER REQUESTS YOUR SALARY HISTORY This tactic is not new to the applicant screening process. Many job application forms have boxes in which you are to write your previous salaries, and ads sometimes request (demand) a salary history. Sometimes the ads threaten that failure to comply means you won't be considered.
Solution: Don't give them the information, but be polite. Just put an asterisk in the salary boxes on the job app
The job of managers and executives is to get things done through the efforts of others. To do this successfully, effective leaders must be able to motivate their employees. Although this may seem obvious, it is often easier said than done.The theory and practice of improving productivity through employee motivation is a challenging subject, touching on several disciplines ranging from human psychology to the organizational environment and structure. This subject is usually not clearly understood and is very often poorly practiced in the workplace, bu
This aggressive probing strikes fear into the hearts of job hunters. Here's how to respond to these tactics.
1) THE EMPLOYER REQUESTS YOUR SALARY HISTORY This tactic is not new to the applicant screening process. Many job application forms have boxes in which you are to write your previous salaries, and ads sometimes request (demand) a salary history. Sometimes the ads threaten that failure to comply means you won't be considered.
Solution: Don't give them the information, but be polite. Just put an asterisk in the salary boxes on the job app
I recently came across a story which goes to prove and confirm what I have said in previous articles. That is, in order to be successful in your workplace or indeed business you need to work on developing your soft skills, i.e. your interpersonal skills, which includes your communication and the ability to deal with people effectively and efficiently.Your communication with people has lasting impact and is far more important, as ultimately it can determine whether you get hired for that dream job, or perhaps get that long awaited client.You do no
Solution: Don't give them the information, but be polite. Just put an asterisk in the salary boxes on the job application. At the bottom, put another asterisk with the words, "Will gladly discuss salary in an interview."
If you are responding to an ad, write in your cover letter, "I am making a competitive salary for a (title) with (number) years experience, and I will be happy to discuss salary in an interview."
Perhaps some employers will follow through on their threat. However, most employers are interested in finding good talent to solve their problems--with or without a salary history. I think it's far better to not disclose than to risk being screened out or boxed in to a low salary by including your salary history or salary expectations.
2) TELEPHONE SCREENINGS The second applicant screening tactic is also not new, but is more common. Employers screen candidates by phone before agreeing to a face-to-face interview. Often, this screening includes questions about past salary or current requirements.
Solution: As in a face-to-face interview, your strategy is to convince the interviewer that salary will not be an issue. Possible responses include:
- "I'm sure you pay fair salaries, don't you?" (They say, "Of course"). "Then, I'm sure it won't be an issue if you decide I'm the best candidate."
- "I'd like to fit into your salary structure. I'm sure you've got a range in mind."
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