The New Interview Questions
Danny Cahill is the only industry "guru" that runs
a search firm every day. In July of 2002 Danny
launched www.AccordingToDanny.com, a new
website devoted to owners, managers and recruiters,
enabling them to have direct access to his
guidance "24/7".
Read more about
Danny Cahill
Visit his
website
Contact Danny Cahill
In this issue, a recruiter writes in to Danny, asking
how to help his candidates come across as more
memorable and credible with the questions they ask
during an interview.
Hi Danny,
After 10 years of recruiting, I am finding that the
questions I suggest candidates ask in their interviews
with the hiring authority that used to set them apart
are now becoming "me too" questions. Do you have
any suggestions on some new questions that are
being asked, either specific to sales people or useful
across the board? Or even questions that have
worked for you in the past. Your suggestions are
greatly appreciated.
Some of the "me too" questions could be...
- What are the traits of the successful reps within
your organization?
- What are some of the challenges you see this
person being faced with?
- What are the expectations of this position?
- What attracted you to this company?
I believe conceptually these questions are important
but everyone is asking these. I guess I wanted ideas
of some questions people are asking that seem to set
them apart or the hiring authorities perceive them as
being a bit more conceptual. (I have had comments
from Hiring Authorities that suggest the person was
not strategic enough or their questions weren't
dynamic.)
Danny's Response
Interviewing is performance art. And after a
while,
everyone has seen the performance. It’s
difficult
now to be in a movie theatre and not feel after 12
minutes of exposition that you not only know what is
going to happen, but that, almost like deja vu, you
have seen this film before. Different actors, different
setting, same flick.... Continued...
Read the entire response here...
Quick Links...
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Hello!
It's hard to believe that that the summer is almost
over. Time flies when we are all having fun.
HireAbility has continued to grow over the past few
months, our team now consists of 130 recruiters and
staffing firms working together to match top talent
for our clients' open positions.
The current number of job openings has increased
over last month, as has the interview activity and
number of completed searches. We are receiving
weekly reports showing positive momentum across all
staffing niche markets, including IT, Sales &
Marketing, and Accounting & Finance, from nearly
every major U.S. metropolitan area. We are planning
to expand our presence into Europe in the second
half of 2005. Stay tuned for updates.
Enjoy the last days of summer!
Happy recruiting,
Craig
Craig Silverman,
EVP Sales & Marketing
HireAbility
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Pre-Employment Background Investigations: What Recruiters Need to Know
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by
Kristin M. Green, Esq., Mandell Law
Group
Lester S. Rosen, Esq., Employment
Screening Resources
A recruiting agency’s success depends on its
reputation, which in turn depends on the quality of
candidates it provides to its employer clients. Given
greater than ever security concerns and the
prevalence of falsified credentials, background
investigations are an essential tool for evaluating
potential employment candidates. While background
investigations enable recruiters to avoid many hiring
pitfalls and potential legal liability associated with
negligent hiring, if not conducted in accordance with
the law, they may be a source of liability.
The Fair Credit Reporting Act (FCRA) is the primary
federal law governing background investigations.
The procedures mandated by the FCRA, including
notice and consent, generally do not apply to
employers or recruiters conducting background
investigations entirely in-house. Whenever an
outside screening firm is used – which is frequently
advisable – compliance with the FCRA is essential.
Even when background investigations are conducted
in-house, however, laws limit what information may
be obtained and how certain information must be
handled. As such, it is important to consult with
experienced employment law counsel and to work
with a qualified screening firm to ensure compliance
with all applicable laws. Continued...
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Nine Steps to Developing a Client Newsletter
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by Gary Stauble, the principal consultant for The
Recruiting Lab, a coaching company that assists firm
owners and solo recruiters in generating more profit
in less time. Check out his website:
therecruitinglab.com
Having a client oriented newsletter can be a great
way to gain repeat business, increase name
recognition and stay fresh in the mind of your clients.
A newsletter gives you the opportunity to provide
value for your clients in the form of relevant
information and also provides a stage for you to
present your services.
Marketing pros talk about the “3 R’s” of a good
marketing plan:
Reach: how many people hear your
message?
Repetition: How often do they hear from
you?
Relevance: How relevant is your information?
A quality newsletter allows you to address all three
of these issues. Here are some steps to getting
started: continued...
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Ask Miss J -- Fun & Advice
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Click on Miss J's photo to email your
recruitment questions and problems to her!
I would like to introduce you to my pal Al. Al is a
hard working, ambitious guy who is not shy about
doing what it takes to become successful, and is not
averse to making a buck or two along the way. Of
course Miss J has a soft spot for a chap in need, so
when she received his simple but poignant question,
she felt she just had to help.
Dear Miss J:
I am just starting to recruit on my own and the
biggest problem is finding clients. My background is
retail management. Any ideas or tips on how to find
clients?
Al from Huntington Beach, CA
Dear Al,
There are a number of things that you can do. But
let’s start with a little cautionary message. When
you are beginning to build business and territory it is
easy to just call every company in a 100 mile radius
regardless of size, industry, niche, or geography.
Doing it this way just makes your World too big,
resulting in loss of focus. Carry on like this and you
will be struggling around with your own particular
globe on your shoulders like an arthritic Atlas. So
remember "He who hunts two hares, leaves one and
loses the other". So there you go, a handy little tip
not just for staffing but for all you hare hunters out
there.
So take a little time to think about where your focus
is going to be. Will it be in a particular industry or
business sector? Or maybe a nice little niche within
that industry or business? Gotta love a nice niche.
And while you are at it, it is important to consider
whether you can find people relatively easily to work
in this sector. Don’t want to go chasing purple
squirrels - or should that be purple hares?
So now you are focused with your nicely sized World,
a nice niche, and not a sign of a purple hare
anywhere. Why not try a couple of the ideas below?
Continued...
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