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Posts Tagged ‘recruiting’

Austin-Based Company Hosts Arcade Parties to Recruit Job Seekers

pinballIf you’ve been wined and dined by a potential employer, more power to you!

While some job candidates may have a typical office interview, others are experiencing innovative ways to learn about a company and their culture. Read more

Mediabistro Course Freelancing 101

Manage a top-notch freelancing career in our online boot camp, Freelancing 101! Starting August 18, freelancing experts will teach you the best practices for a solid freelancing career, from the first steps of self-advertising and marketing, to building your own schedule and managing clients.  Register now!

The post Featured Post appeared first on MBToolBox.

In the Position to Hire? Three Ways to Botch the Interview Process

resume mistakesIf you have the power to extend an offer or two, there are a few ways you may be self-sabotaging the process without even knowing it.

According to a post on ERE by Marc Debinski, author of The Hiring Compass, there are a few aspects to keep in mind so you don’t fall into the trap of hiring the wrong candidate.

1. Self-mirroring mirage. What is this, you ask? Well, it refers to someone influential in the hiring process who sees a lot of themselves in the candidate. He points out, “A high ego rationalizes, ‘I’m good in my job; I’m good for this business. Naturally, the best thing I can do for this business is hire people just like me.’” Read more

Nashville Company Incorporates Ping-Pong into Job Interviews

ping pongYes, you read that right! The Nashville-based company, TechnologyAdvice, incorporates a friendly game of ping-pong into their hiring process.

And per a piece on Inc., it sounds like it’s not such a bad idea after all. Per their CEO, Rob Bellenfant, this hiring technique has been incorporated to the final step of the job interview.

After all of the interviews have been finished, a company executive asks each candidate if they are willing to play a game of table tennis because the company is participating in a study. Prior to playing, the candidate completes a questionnaire addressing questions like rating their aggressiveness.

Next, the candidate plays three 11-point games against the company’s data strategy director. As each game proceeds, the director ups his own game and makes it more and more challenging for the job candidate.

Are they looking to assess how well they play? Not exactly.

Bellenfant explains in the piece,

“We’re not looking at people’s ability to play but at their approach. Are they open to trying something new if they haven’t played before, or not in a long time? If they win, how do they celebrate? If they lose, do they take it in a difficult way? How seriously do they take it? Do they take it as a joke, or do they put in a lot of effort? As the games get more difficult, do they adapt? Those are the types of things we’re looking at.”

Interestingly enough, games are recorded on video and then the CEO evaluates each one, along with a statistician and psychologist from Vanderbilt, along with the president of the Nashville Table Tennis Club in an effort to make it “as objective as possible.”

After the three games have been finished, candidates complete yet another questionnaire asking them to rate the experience. Bellenfant says this set of questions could reveal self-introspection. If a candidate rates him or herself a seven prior to playing and then after gives a self-rating of three, perhaps they learned from something. And maybe they originally rated him or herself as a three and then a seven — that shows harsh self-judgment.

He adds, “For a position in sales, we’re looking for someone a little more aggressive. For a job in data or research, we want someone who can think things through.”

Four Tips to Ace a Phone Interview

retro phoneAh, the phone interview. It’s quite a blessing, isn’t it? You don’t have to get completely dolled up for an interview and you certainly don’t need to call out sick from your current job to make it happen.

Although there are some perks to the phoner, there are some drawbacks that all job seekers should be prepared to encounter in order to thrive. Here are a few pointers per our friends at BrazenCareerist.

Of course, you should prepare questions to ask like you would a normal interview and do your homework on the job description but there are additional key ways to make that phone interview work for you. Read more

Got Referrals? Some Employers Start Paying Bonuses to External Referrers

moneyIf you’ve ever been jilted from an employee referral bonus internally, you’re not alone.

Maybe that’s because you worked in another area of HR so it was excluded. Maybe the person was a temp-to-hire situation and not a full-on full-time hire. Whatever the case, the program didn’t pay out like it should have. (No, we’re not bitter or anything.)

That’s why we’re pumped to share news about innovative employee referral programs which have been extended externally. That’s right — we said externally. As in bonuses are being awarded to people off the street for referring A-list candidates who get hired. Cha-ching! Read more

New Report Says Facebook Isn’t Reliable to Judge Potential Stellar Employees

fb logoIf employers want to do their due diligence on potential new hires, they should just scope out your Facebook page, right?

Um, not quite. Per Forbes, rsearchers at Florida State University, Old Dominion University, Clemson University and Accenture got 416 college students involved in their study. The students were applying for full-time employment and agreed to participate which meant researchers captured screenshots of their Facebook walls, info pages, photos and interests.

Next, the researchers asked 86 recruiters in attendance at the school’s career fair to review the Facebook pages and judge the job seekers’ personality traits. Oh yeah, they also had to rate how employable the candidates seemed. Keep in mind judgments were based on Facebook alone; resumes and transcripts were not included. A year later researchers followed up with the graduates who had landed jobs. Actually, the researchers asked the grads’ supervisors to review job performance. Although only 34 percent of supervisors from the original job pool got involved, the small number isn’t as significant as the findings.

One of the researchers wrote, “Recruiter ratings of Facebook profiles correlate essentially zero with job performance.” Read more

Executive Recruiter Reveals Insider Tips for Getting Hired on LinkedIn

LinkedIn coverWant to leverage your LinkedIn profile to the fullest?

Meet Elizabeth Garzarelli, executive recruiter, licensed professional counselor and author of the new e-book, How To Get Recruited On Linkedin!

According to Garzarelli, there are countless tips and tricks of the trade from the other side to get your profile recruiter-ready. Please note the excerpt below has been posted with permission of Garzarelli. Read more

New Study Indicates Employers Exclude Viable Candidates by Scanning Facebook Profiles

This just in…if employers think scanning Facebook profiles to screen job applicants is a good idea, they may want to reconsider.

According to a new study from North Carolina State University, companies may have a misunderstanding of online behavior and may be eliminating viable job seekers.

Researchers tested 175 participants to examine personality traits employers seek such as conscientiousness, agreeableness and extraversion. Essentially researchers looked at subjects’ Facebook behavior to see which actions were associated with certain personality traits.  Read more

5 Questions to Ask a Job Candidate’s References

“What do you want me to say about you?”

According to hiring consultant and trainer Nelson Scott, this is typically the first question people ask when they agree to be a reference. How then are managers supposed to get any useful information from them? In the latest Mediabistro feature, workplace experts give advice on how to interview a prospect’s cheerleaders. Below, an excerpt:

“If you were to give her one piece of career advice, what would it be?”

This hypothetical question was suggested by David Gaspin, talent acquisition manager for TheLadders.com, who advises focusing as much on imperfections as star qualities. Another example: “Under what conditions have you seen her struggle or get stressed out?”

Junge likes the idea of putting such questions in a mentoring context, rather than just asking for a candidate’s biggest flaws. “Everyone has weaknesses, but most references couch their real concerns,” he said. “Asking a reference where they would focus their coaching efforts gets to a similar place, but is far more likely to produce practical, actionable feedback.”

For more, read What to Ask a Job Candidate’s References. [subscription required]

Marissa Mayer Reviews Resumes of Serious Candidates at Yahoo

Now that Marissa Mayer’s in charge of Yahoo as the new CEO, similar to Google’s co-founders, she’s reviewing every new hire before they walk in the door.

According to Business Insider, she reviews every serious candidate’s resume. One insider told the site the new change going all the way up the food chain isn’t exactly expediting the hiring process.

The source explained, ”It’s gotten a little frustrating.” After all, according to the site he lost two candidates due to timing.

He added, “I can’t say that I blame her.”

But maybe the change shows that executives really care about who walks into the door as a new employee? Previously it sounded like people weren’t too jazzed to work for the company. “I mean nobody gave a s— to come to Yahoo.”

So, technically he would follow Mayer’s footsteps if given the shot. He pointed out, “I’d want to review all the talent that comes in the doors, too.”