IT’S ALL ABOUT ACCOMPLISHMENTS
When you have an open position within your Company/Firm what is the first thing you do?
Usually you go to the Department or Manager in the area that needs to fill the opening and you ask them for a job description. If they are cooperative and answer all of your questions, then you can formulate a thorough job description.
Next you may utilize various resources to generate qualified Candidates. You may give your description to your in-house Recruiters, place your opening with your favorite Recruiting Professionals, place a classified ad in the newspaper, place your opening at any qualified schools, list your job on-line (in a variety of places) and finally you let your employees know that there is an opening and remind them of your Corporate referral program.
This will result in a significant stack of resumes that you sort through. Always remember candidate read what they CAN do when they answer an AD, they don’t think about the credentials they may not possess! You select your top five and set up interviews for these Candidates.
Keep in mind - these Candidates have been chosen on the credentials they listed on their resume! It is crucial that you realize the best resume does not guarantee the best Candidate for your opportunity.
A Candidate “on paper” may look perfect for your position and when you interview them they are no where near what you had expected. On the other hand, a Candidate with an “average” resume may completely surprise you with their experience, intelligence, attitude and work ethic.
The way to ensure that you are getting the best Candidate is to interview all Candidates the same way. Try to stick to a “format” or a “plan” when you are asking questions. By following a system, it will be easier for you to compare their answers. Of course, you hire who you like! However, if you like your Candidate AND they are qualified for your position, then that they are closest to the perfect fit!
The most effective way to interview someone is to go beyond their resume and get to their ACCOMPLISHMENTS!
Work experience, tasks, responsibilities, titles, dates of employment, school, classes and degrees can all be found right on their resume. It is not a good use of your time to re-verify what you can clearly see on their resume!
The way to really get to know your Candidates in a short amount of time is by asking them questions about their ACCOMPLISHMENTS.
1. For example, look over their resume, pick out their most recent position and ask them to tell you what they accomplished while in that position.
2. Go to the position that looks closest to the one that you have open and ask them what impact they made while working in this position.
3. Ask them to give specific examples and the positive impact it had on their employer.
4. Ask them to pick one of their past employers and ask them to give one example of how they made their Manager look good, or made their job easier.
5. Ask them to describe their favorite Manager and ask how that manager would describe them.
6. Then, ask them to pick their least favorite Manager. Again, ask them how THAT Manager would describe them.
7. One of my favorite questions is to ask them about their best friend. This question does catch them off guard, but if you want to obtain an unfiltered reference on this candidate - the best friend is your best source.
8. Ask a Candidate to review their own resume and to pick out the ACCOMPLISHMENT they are most proud of — and Why?
These are just a few questions that will provide you, as the Client, with more information than a Candidate’s resume will provide. If you are making the investment of hiring and training this individual, you want to hire the Candidate who will become a long term asset to your company.
Nancy J. Phillips, CPC
