The objective is to conduct forward-looking interviews about what this person would do in short and long term coming on board. Many recruiters lack depth in screening, interviews, assessments; rarely discover how a candidate will affect team dynamics.
This causes the Hiring Team to waste valuable time in an interview performing screening of candidates’ background and experience. This tells you that the recruiter failed to do their job. Which begs the question – exactly WHY and HOW is your recruiter earning a fee?
Why do Forward-Looking Interviews Work?
The recruiter should provide detailed documentation about relevant experience, accomplishments, leadership/staffing abilities, budget/P&L performance, analysis of industry expertise; depth of industry relationships.
For Engineering and Product Management roles, the recruiter needs to document patents and intellectual property development. In addition, address how they affected product or service R&D, delivery, market impact; customer / vendor relationships, GTM strategies.
For sales and business development roles it’s all about how did the candidate grow existing or creating new markets, quota vs. actual, average sales volume / sales cycles.
For senior executives the recruiter needs to determine key accomplishments such as turnarounds and growth types; industry leadership by being a major speaker at industry trade shows / conferences and relationships w/ customers, vendors, analysts, and investors.
Doing these allow for the Board or CXOs to conduct forward-looking interviews.
Forward-Looking Interviews Get the Best Candidates
If the recruiter began the search by identifying the short and long term objectives of the role. everything else falls into place. Combine that with scientifically based team profiling and determining a strong team fit. It is important to know the leadership qualities, relational communications style, decision making traits, selling of ideas or products / services, and conflict resolution skills. These types of interviews will reveal much more than rehashing what is on a resume.
For an in-depth look at how to utilize proper recruiting methods that will prepare your team to schedule time ONLY the best candidates in forward looking interviews, please view of download the PDF titled Why Forward-Looking Interviews Work Best in Recruiting.
I receive dozens of calls and emails every week on the subject of whether posting your resume is safe or should send that job boards pitfalls and privacy issues in red flashing lights. Here are a few job search tips to help you choose for a career search. Do NOT post your name, email address, resume, phone number, current and previous employer, and education information for all to view on a job board.With a labor participation rate at the lowest since the mid-1970s, there are millions of “wishers” (the un/under educated, inexperienced, under/over qualified), that make up a large chunk of the resumes on job boards. You simply get lost in the shuffle.
Job Boards Pitfalls – Overexposing your Resume
There are three types of job boards. First is the “major” such as Monster, CareerBuilder, The Ladders, etc. Second are the niche such as oilandgaspeople who claims to have 5,843 Active Recruiters 163,926 candidates or MedRepCareers which focuses on medical services, medical devices, and pharmaceutical sales jobs. Third are the job aggregators such as Indeed.com and SimplyHired.com. If you choose to use the former’ let this be a warning :job boards pitfalls and privacy issues means you will likely to receive loads of emails about jobs related to “insurance and financial sales or analysts”, car sales, and “temporary full time jobs” offered by RPOs (recruitment processing outsourcing firms) or IT engineering services companies.
Job Boards Pitfalls of Suspect Privacy Issues
Never show WHO your current employer is; instead use “Fortune 500 Widget Manufacturer” or Mid-Cap Widget Vendor”. Mention type of degree – not the university.NEVER post your resume/CV to a job board. Avoid the job boards pitfalls by NOT posting your resume/CV itself as it is the worst one-size-fits-all presentation tool ever imagined. Instead learn to create a ‘confidential profile”. Do this in MS Word, but post it in PDF. Here is what a careers focused profile should look like:
Executive Summary – 200 word max overview of your experience and the top 2-3 accomplishments plus your career objective.
Education, Amount of Travel willing to do (%), and Work Authorization Status
Work Experience (always start with current and work backwards): type of company, your title, # years, and any promotions or special recognition
Product or Service Lifecycle experience and your accomplishments
Project or Leadership Roles (w/ team size/budget/sales volume/IP developed/problem fixed, etc..
Your depth of Relationships. You do NOT need names; rather titles, last date connected, if internal or external customer/vendor, and if sales please include quota vs. actual numbers AND the sales cycles.
This last one is OPTIONAL. Desired Compensation – what you DESIRE to have in base and bonus and/or commission – NEVER mention what you are making now.
Now on the other side of job boards pitfalls in your careers search, we look at the executive recruiter side. Here’s the tricky part – everyone thinks they are an “A Player” – reality check is less than 14% of the entire workforce is that. Next in line are the “B Players”, who compromise 30% to 35% of the workforce BUT in fact produce 8 to 10 times LESS than “A Players”.
For the 55% or more of any workforce they are “C players”. They can/will be replaced by automation or better people when production in the role becomes vital to the organization.If you speak with a retained search firm where they do not have a current search ideal for you, make sure you reconnect with them regularly every few months to get updated on potential careers and opportunities.
Choose to Post on Job Boards or Work with a Recruiter?
When choosing whether to use job boards in your career search or respond to an executive recruiter’s posting, another good reason for choosing the latter is that if your public resume is public or you have “I am seeking a job” or “I am looking for a career opportunity” in the title of your social profile, a good executive recruiter likely won’t touch you with a 10 foot pole. If you have your resume posted on several job boards, most recruiters will not be interested, but be forewarned, many corporate HR departments utilize RPOs (recruiting process organizations) usually based in some 3rd world country who will search and find your resume sending it to literally hundreds of companies. Talk about overexposure – the read is “what;s wrong about this person?”.
If in the end of the job boards pitfalls vs executive recruiters choice, if you choose an executive recruiter, find a good one and then network using social media and offline events to develop a relationship with him/her to enhance careers search.
In this day of hyper electronic communication interview thank you letter by email can often be overlooked and deleted. t’s easy for recruiters and Hiring Managers to get lost in the maze. While I have nothing against emails, texts, tweets, etc., etc. I tend to sometimes forget the advantage of personal touch of an interview thank you letter sent via snail mail, right to the interviewers door. Email lacks personality and effort.
It seems to me that the personal touch of snail mail is becoming the way of the dinosaur. But don’t discount the impact that a hand written interview thank-you letter can have on or influence a situation like an interview.
Interview Thank You Letter via Snail Mail Works
I know a Human Resource Manager with a renewable energy power provider who had set up an interview with three qualified people for a VP level position in her company. All three people interviewed with the CEO of the company. All three did very well.It was going to be a tough decision for the CEO. Two of the candidates sent very appropriate emails to the CEO thanking him for his time and stating their intentions to want to join the company.Those emails were sent the day after the interviews. The third candidate went home and wrote a hand written interview thank you letter on professional looking stationary and sent it out snail mail that day. It also arrived the next day.
Snail Mail Kept Longer than Email for Interview Thank You Letter
Well, as it happened, this CEO was very impressed by the actual hand written letter and was a big believer in the snail mail personal touch. Funny thing is the HR Manager told me she thought it was “old school” and out of touch.
How wrong she was. Suffice to say the third candidate got the offer and accepted the position.
Moral of the story for candidates and recruiters: don’t be so involved in the age of electronic communication as to forget that people still connect with you on a personal level.
This “personal touch” using snail mail tells someone about your customer relationships and your service delivery philosophy, especially in the interview thank-you letter.