Learn how use the information you obtain during your prep and debrief process, to fine tune your recruiting efforts and avoid any awkward conversations.
- Here's one we can all relate to:…how many times have you debriefed a candidate…after an interview, only to have them say,…"That job's nothing like you described."…And how many times have you talked to a hiring manager…and had them say, "That person's…"not at all right for this job."…Those are the most frustrating…conversations we have in recruiting.…So let me teach you how to use the information…you obtain during your prep and debrief process…to fine-tune your recruiting efforts,…to avoid the awkward conversations.…
No matter how polished they may seem,…you must thoroughly prepare every candidate…before every interview.…Your prep should take about 30 minutes…and be broken down into two parts.…First, review each responsibility listed on the requisition.…And second, ask your candidate four questions:…Have you done this in a past job?…Can you give me a specific example?…Is this something you would enjoy doing in your next job?…And the most important question of the prep:…Does this sound like a job you would accept today?…
- Recognize three ways in which Google Alerts can help you research targeted companies.
- List three strategies used to identify potential hiring needs.
- Determine a candidate’s needs and expectations by examining information about their previous employer.
- Name the five objectives of effective recruiting presentations.
- Explain the process of preparing a candidate for interview.