We’re still getting over the Super Bowl this morning so I thought we would start out with some lighter fare. Our local Pioneer Press offers up an interesting article on names – What’s in a name? Maybe your next job. The thesis is the fact that “old-fashioned” names tend to scream older applicant. I think the author is correct on this topic. Case in point: Larry, Mary, Linda, Lisa, Michael, James, Robert. … If one of these names is yours, you are apparently shouting to the world, “I’m at least 40, and probably closer to 60.” On the other hand, names like Taylor, Sidney, Ethan and Jacob all have baby… Read More
Continue ReadingThe Underpaid CEO
I am all for people making as much as they can in their careers which is why I do not understand the emotional attachment to CEO pay. If those CEOs can make that kind of money, more power to them. It doesn’t bother me that Bob Nardelli made big money at Home Depot – good for him. If I could make that type of money I would. Now you know where I stand, check out this article from American.com – Why Do We Underpay Our Best CEOs? That’s right – “underpay.” The article is a thorough explanation of the trends occurring in CEO hiring due to the national witch hunt… Read More
Continue ReadingCandidates Who Have Been Coached
Further proof of why we put limited importance on the face-to-face interview: I recommend that you answer difficult questions with SANDWICH technique. Practice writing out your answer – be sure to sandwich the negative with an emphasis on the positive. (+) (-) (+) Here is how you should fill in the blanks: (+) Begin with a positive statement (-) Slip in the negative (or weakness) (+) End with a positive statement Most likely the new employer will request only confirmation that you worked at the company. We always change plans, so it is okay to change your plans – maybe you were planning to go to college??? I don’t think… Read More
Continue ReadingHow Interviewers Affect Candidate Decisions
Yesterday I attended a Webinar from Monster and DDI titled, “Thanks, But No Thanks: Keeping Top Prospects From Turning Down Your Offer” that not only echoed many of the points from this Selling Power article, but had the data to support it. There were numerous points that I wanted to share with you so I’ll post on them in bite-size pieces over the next few days. In our previous post, point #4 talks about trust. A candidate forms their opinion about trust in 3 areas with the interviewer being the first mentioned. I’m sure some of you thought that may have been a bit far-fetched but take a look at… Read More
Continue ReadingStrange Interview Occurrences
We were talking over here at Select Metrix about strange interviews so I decided to google the topic and found this site. There are some great, bizarre stories that will make you laugh. A few teasers: “She wore a Walkman and said she could listen to me and the music at the same time.” “… she threw-up on my desk, and immediately started asking questions about the job, like nothing had happened.” “… asked if I wanted some cocaine before starting the interview.”
Continue ReadingResumes – My Weakness
Jason Davis at Recruiting.com points us to Resume Hell. I have a real weakness for poorly-worded resumes and cover letters. This site offers some entertaining quips. For example: “interests and hobbies none at present” Or maybe this one: “Hobbies I enjoy cooking Chinese and Italians” One final one: “Hobbies…Liposuction…” If you enjoy these items, check out the site – I guarantee you will laugh.
Continue ReadingSales Traits Series – Self-Direction
This week we look at a trait that is growing in importance with the number of home-based sales position. We are working with multiple customers to find strong salespeople who are located in the territory and based out of their house. Truly this is a strong trend for the future. One trait that needs to be measured is this week’s offering. Self-Direction Balanced self-direction originates with an internal drive to excel in a chosen career path. It requires one to have a strong desire to be better than they currently are today. This trait includes having a clear vision of one’s future objectives and the self-discipline and organization necessary to… Read More
Continue ReadingStats On Gen Y Web Use
Inc.com’s article Seven Out of 10 Employees Admit to Abusing Office Computers, Phones relays some stats from a recent Harris Interactive survey. Nearly 72 percent of workers ages 18 to 24 said they check personal e-mail accounts at work (compared to 61 percent of the general population), and 77 percent are using the Internet personally (compared to 69 percent of workers overall), the survey says. Seventy-one percent of the young respondents said they maintain some sort of personal website. Personal blogs are the most popular among young workers, while 52 percent use networking accounts, such as MySpace or Facebook. Thirteen percent of workers 18 to 24 have an online dating… Read More
Continue ReadingYou Can Ask Me Anything – Just Email Me.
I am currently sourcing candidates for a customer with these requirements: technically savvy, results oriented, efficient sales skills with good phone & writing skills. My interaction with this candidate started via email, which is great because I could get an idea of his written communication skills. His first emails were to find out a little more about the company and a lot about the position responsibilities. We emailed back and forth several times in which he asked some great questions. After I had answered his questions, he sent an email stating that he was interested in the position and would like to take it to the next step. I emailed… Read More
Continue ReadingThe Top 5 + 1 Reasons Why Candidates Say “No”
I found this article in a recent Selling Power Newsletter that piqued my interest. After reading it, I found that the author touches on some very good points to remember when making an offer to a candidate. It is a very short read and well worth the time. The author, Craig Silverman gives these 5 reasons you will get a no: Need – If your message isn’t compelling enough, they won’t feel the need to make a change. Motivation – You have to understand what motivates the candidate before you offer the position. Once you find out, build it into your offer. Compensation – Most salespeople don’t want to make… Read More
Continue Reading