Tuesday, April 22nd, 2008 at 1:19pm by JRed

Every now and then we’ll have a client who will talk to us about their “gut feelings” following an interview with one of our candidates.

Quite frankly, that’s one of the more common challenges we run into as a Recruiting Firm especially when dealing with new business partners.

Consequently, it’s one of the most common hiring mistakes made by employers and I’d say it’s even more pronounced when it comes to hiring Sales Professionals.

Has this happened to you?

I find that when this happens the first discussion we have is a brief one that reminds our client that they need diverse people with diverse personalities and a diverse mix of experiences.

Not hiring a candidate because they had a “gut feeling” about them, and using that as a main qualification, ignores the client’s need for particular skills and experience.

Once that point has been made we hammer home another truth.

In his book A Rational Way To Make A Gut Decision, Recruiting Industry giant Lou Adler made the point that while you can never learn everything you’d like to about a candidate, you should try to find out as much as possible before you resort to your gut.

The only time you should make a gut decision is when you don’t have any. Time, that is.

Facts, examples, and details must be provided to justify a ranking - - “good” or “bad”.

“I don’t think the person would fit…” is inappropriate. On the other hand, a comment like, “The environment, pace, available resources, and the lack of a formal decision-making process at the person’s last two employers is a clear indication that this person would not survive here…” is certainly sufficient.

Bottom line, a hiring decision of any kind is too important to leave to chance.

So, the best professional advice I can give is don’t do it!

I won’t speak for every Recruiter and/or Agency, but I can assure you that Paramount Recruiting Partners, LLC will always provide you with enough information to make an informed decision without having to rely on your gut feelings from an interview.

Tuesday, April 1st, 2008 at 10:46am by JRed

One of the most common interview questions is, “Tell me about yourself…”

Job seekers most frequently respond to this question with a quick commercial about their work history and what they want in a new job. This is not always the most helpful information to the employer.

If you are sitting in an interview, the employer has already learned about your work history from your Resume, so they most likely want to hear something new about you.

So, the next time you are asked this question, craft an answer that is more directed to what the employer wants and needs.

Before and during the interview, identify the skills you have that you believe will be helpful to the employer. Then, when you are asked, “Tell me about yourself…,” explain the knowledge and skills you can bring to the table and how the company can benefit from having you as a part of their team.

SOURCE: ChristianJobs.com 

Tuesday, March 4th, 2008 at 4:09pm by JRed

Today’s post is for Recruiters and Hiring Managers who are tasked with adding Sales Professionals to an organization.

An excellent piece titled “Secrets Buried in a Salesperson’s Resume” on ERE today by Lee Salz talks about the importance of accurately assessing the Resume of a Sales Rep who is better than the average person at selling themself to others.

First, a little background on Mr. Salz. Lee Salz has specialized in building and developing sales organizations for over 15 years and he is President of Sales Architects, LLC. He has published numerous articles on sales and just released a book this past summer titled, “Soar Despite Your Sales Dodo Manager.”

Bottom line, he knows what he’s talking about when it comes to hiring Peak Performers in Sales.

Making quick and yet accurate assessments of Resumes is nothing new to us, of course, but Salz suggests (rightfully so) that there should be a slightly different set of rules for us to play by when we’re reviewing Resumes from Sales Professionals.

He takes the time to explain and outline his strategy and approach with a focus on paying close attention to Titles, Accomplishments, Degrees, and Training.

Because as we all can relate, “I don’t believe that most salespeople intend to dupe their potential employer, but I’ve also been around the block long enough to know that the percentage that ‘inflate’ is high enough to warrant a circumspect analysis of the Resume.”

Friday, February 1st, 2008 at 12:21pm by JRed

It’s Friday. A week ago you just completed the final interview with your employer of choice, you were offered the position, you eagerly accepted, and you have a tentative Start Date of next Monday - - pending the results from your Reference Checks.

No problem, right? I mean, it’s a given that this next step is just a formality. In fact, you’re so confident that there’s nothing but smooth sailing from here on out (because, after all, you did hand-pick your References) that you laugh at the companies that still use this device as if it had any real merit.

Think again.

Surprisingly, half of all References are mediocre to poor according to a recent CareerBuilder report. How can that be? Apparently, there are several potential reasons why candidates will lose a job offer simply due to negative Reference Checks although the common thread running through all of them seems to be overconfidence.

For instance, here are some handy dandy reminders…

• Don’t think that an employer will simply verify your employment history
• Don’t think that a former employer will stick to yes/no answers
• Don’t think that a Hiring Manager will stick to your List of References
• Don’t assume that your background is spotless

Recognizing these truths is essential to securing an offer of employment.

You’ve invested so much time and energy during the process proving that you are the best person for the job so don’t slip up and let your guard down just because you can see the finish line because it ain’t over until it’s over!

Thursday, January 3rd, 2008 at 10:30am by JRed

If you are currently employed, keeping your job search discrete can be challenging. Even so, it’s absolutely critical that you maintain a level of discretion so that you do not jeopardize your current work status.

It’s best to keep your job search under wraps at your current job so that you are no put into a compromising situation. To help you, we’ve prepared a short list of things you can do to help keep your job search discrete.

Use A Personal Email Address. Using your current employer’s email address in your job search is considered taboo. Besides, many companies today have Internet programs that track your email/online communications and habits while at work. It also may send the message that you are using company time for personal use. That’s not a stellar impression for some employers. Your best bet is to open or use an existing personal account for these types of communication.

Don’t Wear A Suit To Work In A Casual Office. If your office environment is business casual, wearing a suit to work is usually a dead giveaway that you are dressed for an interview that day. Perhaps you can change clothes on the way to the interview by adding a tie or a jacket to your wardrobe to keep things simple.

Time Your Interview Carefully. You may want to avoid scheduling interviews during the middle of the workday unless you know for certain that it won’t interfere with your current job should it run a little longer than anticipated. We suggest mornings or early evenings if a lunch interview is too risky.

Keep Up The Good Job At Work. Most of all, do not slack off at work while conducting a job search. Continue to commit yourself to do the best job possible even if you are happy in your current role. Do your best, be your best. That way, if you do get a new job, your work ethic could result in a great reference from your previous employer.

SOURCE: ChristianJobs.com

Friday, December 7th, 2007 at 10:43am by JRed

People who know how to sell themselves from the first time they open their mouths have learned a valuable secret.

Whether you’re on an interview or simply talking with people at a Christmas party, there is a right way and then there’s a better way of introducing yourself and answering that age old question, “So, what do you do?”

Instead of answering along the lines of, “I’m a business owner…” or ”I run my own Recruiting Firm…” I try to remind myself that the person I’m speaking to may be in the market for my services (they just don’t know it yet) or that they might know someone who is in the market for my services.

That being said, it’s much better for me to answer that question by saying something like, “I help Fortune 500 organizations like Liberty Mutual and Sprint Nextel address their recruiting challenges by helping to find them top sales talent while also saving them valuable time and money in the process…”

Wouldn’t you agree?

This is why I always lead with this question during an interview even though I already know what the person does. I want to see how they position and sell themselves.

Remember that EVERY interaction you have with an individual (yes, even at Christmas parties with friends and family!) is an opportunity to sell yourself and grow and generate new business.

Take a few minutes today to practice this new approach. Next year at this time when you look back on 2008 you’ll be glad that you did.