Staffing and Recruitment Industry

Build and Maintain a Strong Staffing Leadership Team

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podcast-sleeveSuccess in the staffing and recruitment business hinges on leadership. Yet, building and maintaining a strong leadership team is a constant challenge for many firms. In this conversation with Lisa Maxwell of Gerard Stewart, you’ll hear concrete advice and actionable steps that will strengthen your executive leadership team and also boost the quality of your entire firm’s management.

Scott WintripBuild and Maintain a Strong Staffing Leadership Team
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Practical Tips for Effectively Using Social Media to Recruit Top Talent

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I’ve often found that advice about social media, while well-intentioned, isn’t practical, actionable, or sustainable. Then there’s the advice of Chloe DiVita of Perceptive Presence. I love her practical insights because they’re straightforward. And they work! I had the opportunity to chat with her recently on how business leaders, HR professionals, and recruiters can better leverage social media to find top talent.

Scott WintripPractical Tips for Effectively Using Social Media to Recruit Top Talent
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How to Tell if a Job Candidate’s Ability Matches His Resume: 4 Tips to Help Weed Out Future Bad Hires and Choose the Best Candidates Every Time

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It’s always exciting when you receive a resume from a job candidate who seems like a great fit. It’s even more exciting when the candidate nails the interview. And there’s nothing quite like the relief and satisfaction you feel when the person accepts the position. Now you’ve got yourself a brand-new employee. Unfortunately, sometimes the fairy tale stops here when people who give great interviews turn out to be bad hires.

Most of us have experienced being blindsided when an exciting candidate turns out to be a really disappointing employee. It’s always discouraging when the person you interviewed is not the same individual who shows up to work. You find yourself wondering what went wrong. It usually comes down to a few mistakes that you can easily remedy.

This starts with the resume. Even the most impressive resume paints an incomplete picture of the candidate’s potential. Relying too heavily on a resume is no better than judging a book by its cover. To combat this common problem, here are four tips to help you avoid making hires you later regret.

Tip #1 – Develop clear hiring criteria.
Your excitement about a candidate’s resume can interfere with sound decision-making. We can select the wrong people for the wrong reason when our feelings get in the way. To counter this tendency, develop clear hiring criteria complete with a detailed list of skills and personality traits that the right person must exemplify. Also, be sure to list the undesired traits you need to avoid.

It’s important to remember that feelings are not facts. Emotions, left unchecked, easily become false evidence that candidates fit roles when they do not. Don’t let an outstanding resume blind you to the fact that the candidate is not right for the position you’re hiring for. Always refer back to your hiring criteria when you think you’ve found the perfect match. This step checks your accuracy and ensures that you seek proof that the talent matches the job you need to fill.

Tip #2 – Pose written questions to accompany the resume.
Resumes are a mere glimpse into someone’s experience, background, and skills, providing. An incomplete picture of the job candidate. Not to mention candidates want to put their best selves forward in a resume, and often this includes incomplete details, exaggerations, and sometimes outright lies. Asking candidates to submit written answers to several questions helps provide you with a clearer picture of who they are

What should you ask your job candidates? The best strategy is to pick key details from your hiring criteria and pose specific questions to gather those details. For example, for a sales position you could ask, “How do you sell? Be specific, but limit your response to two or three paragraphs.” Only those candidates who followed your directions and whose answers match your criteria should move on to the next phase of your selection process.

Tip #3 – Seek more proof of fit through experiential interviews.
Conventional interviews don’t really work because candidates are always on their best behavior. They say what you want to hear, only share the best parts of their backgrounds, and make promises of how well they will perform on the job. Unfortunately, these promises don’t always translate into quality work. Experiential interviews are the answer to this problem.

Instead of listening to a candidate’s promises, seek truth. Focus your interviews around having candidates perform sample work that demonstrates the skills and experience noted on their resume. This work should focus on key aspects of the job. Have salespeople demonstrate how they sell. Require computer programmers to write sample code. Set up a scenario where a customer service manager has to solve a real business problem. Watch carefully as they do the work. You’ll quickly see whether the candidate is a good fit, or not.

Tip #4 – Ask candidates about their work failures during phone interviews, then listen carefully.
Everyone has failed at some point in their careers. However, potential hires may be hesitant to share about their failures during interviews. This is a red flag you should watch out for.

When a candidate glosses over past failures, beware. This often indicates that they won’t be a transparent employee or leader within the company. But candidates who are honest, humble, and able to share openly about past failures will positively contribute to your company’s success. The failure question is a great way to identify the candidates that are willing to bring transparency to their role within your organization.

An impressive resume doesn’t always mean your candidate will perform as expected. And conventional interviews don’t work the way we wish they did. To hire the best talent each time you interview, you need to take a closer look at your candidates. Learn who they are, assess their performance and integrity, and then rate them with your specific job criteria in mind. These extra steps will help you gain a clear view of every applicant, so you know exactly who is showing up for work on Monday morning…and you won’t be disappointed.

Scott WintripHow to Tell if a Job Candidate’s Ability Matches His Resume: 4 Tips to Help Weed Out Future Bad Hires and Choose the Best Candidates Every Time
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Leading Change: How to Go from Being an A-hole to an A-Player

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podcast-sleeveEvery leader has to drive some type of change from time to time. Because changing things makes people uncomfortable, it’s common that leaders are viewed negatively, even when whatever is being changed is in the best interest of everyone. In this podcast, I walk you through three simple change management steps. By following these, you’ll no longer be seen as an “a-hole” and instead be viewed as an A-player by the very people impacted by change.

Scott WintripLeading Change: How to Go from Being an A-hole to an A-Player
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How to Keep Job Reqs from Getting Stuck in the Slow Lane

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upset driverSlow drivers are frustrating. Especially when they hang out in the left-hand passing lane. They backup traffic and create unnecessary delays.

This same issue is happening in organizations. Hiring managers are taking their foot off the gas of the selection process. Staffing professionals and corporate recruiters end up getting stuck behind them, unable to move things forward efficiently.

How does this play out? It often goes like this. You find a candidate who’s a good fit. Upon presenting her to the hiring manager, there’s enthusiasm about her potential. So you initiate the interview process. Things start moving forward but suddenly, there’s a scheduling traffic jam. The hiring manager gets busy and ostpones an interview. Then there’s another delay when a key decision-maker goes away on vacation. Days turn into weeks, then a month, then two. Before long, your candidate becomes another recruiting mishap when she takes a job with a faster moving competitor.

Hiring doesn’t have to get trapped in the slow lane. Exploring upfront issues of time and access to people can help you avoid slowdowns and stalls. The conversation goes like this.

“To make sure I can do my best work for you, it helps if I know about constraints around time and people. What time constraints are there in the coming days and next few weeks? What about people? Who else will be involved in interviews and hiring decisions? What constraints are there for accessing these individuals?”

Digging into these details helps keep the process flowing. Especially if you pre-book interview slots in advance to work around the constraints you’ve uncovered.

The best way to solve a problem to is to keep it from happening. Having a conversation about time and access to people up front will help keep you from getting stuck in the hiring slow lane.

Scott WintripHow to Keep Job Reqs from Getting Stuck in the Slow Lane
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How to Turn Every Candidate into a Deal

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podcast-sleeveEvery single candidate you work with as a staffing or recruiting professional can become a deal. In this podcast, I walk you through the three steps to make this part of your strategy.

Scott WintripHow to Turn Every Candidate into a Deal
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