What makes you want to hire a job applicant?

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by Elaine Quayle

A new study looked beyond the typical attributes, like background, certifications, etc., and found that a sense of humor, an eye for fashion, or even knowledge of pop culture can influence a hiring manager’s decision.

The nationwide CareerBuilder study asked employers if they had two equally qualified candidates, which factors would make them more likely to consider one candidate over another.

Their responses included, ”The candidate …”:

• …with the better sense of humor—27 percent
• …who is involved in his or her community—26 percent
• …who is better dressed—22 percent …whom I have more in common with—21 percent
• …who is more physically fit—13 percent
• …who is more on top of current affairs and pop culture—8 percent
• …who is more involved in social media—7 percent
• …who is knowledgeable about sports—4 percent

The survey also asked managers for traits that would take an employee out of the running for a promotion. Top responses included, “Someone who…”:

• …says, “That’s not my job”—71 percent
• …is often late—69 percent
• …has lied at work—68 percent
• …takes credit for other people’s work—64 percent
• …often leaves work early—55 percent
• …takes liberties with expenses charged back to the company—55 percent

 

http://trendpersonnel.com/index.php/en/news/item/105-what-makes-you-want-to-hire-a-job-applicant

Interviewing Behavior

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by Steve Bruce 

Always  go after behavior during your interviews. The best-qualified  candidate may be miserable, grumpy, and complaining. You don’t want that in a  coworker. On the other hand, you don’t want a happy-go-lucky accountant,  either.

Here are some suggestions for interview questions:

• Describe your typical workday from start to finish.
• What was the last thing you did to make your job easier?
• What have you done to reduce costs or save time in your current position?
• Tell me about your last workplace evaluation.
• Give an example of how you adapt to change.
• Give an example of how you solved a specific problem.
• Give an example of your creativity at work.
• What is the biggest misperception of you?
• Describe something you have done that shows your commitment to ensuring customer  satisfaction.

‘Please Sue Me’  Interviewing Horror Story

A lawyer tells of one manager he encountered who was proud of his cleverness in  interviewing young ladies. He asked them, “Are you going to be ‘in the family  way’?” He hadn’t mentioned the word “pregnant,” and he thought that meant he  was legally in the clear.

http://trendpersonnel.com/index.php/en/news/item/104-interviewing-behavior

Questions You Can & Cannot Ask Applicants!

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by Steve Bruce

Questions you may ask during an interview include the following:

• Please tell me of a major accomplishment or project that you are most proud?
• What has been your biggest frustration or disappointment in your previous (or current) job?
• What skills and experience from past jobs do you think will help you succeed in this position?
• What would you consider your three greatest strengths? Three greatest weaknesses?
• Describe specific job duties and tasks that you completed in your past (or current) job?
• How do you spend a typical workday in your current (or previous) position?
• What are your expectations from this job?
• Please describe your career goals for the next one to two years? Three to five years? How about the next five to ten years?
• How will being employed here help you achieve your goals?
• Tell me why we should hire you? How will you be an asset to our organization and team?

You’re NOT ALLOWED to ask questions about an applicants:

• Age
• Birthday
• Marital Status
• Familial Status
• Pregnancy or plans for pregnancy
• Childcare arrangements
• Disability or impairment
• Health history (past or present)
• Illness (past or present)
• Birthplace or ancestry
• Native Language
• Religion
• Racial Group
• Religious holiday or practices

Never use these prohibited questions in any written or verbal form.  You’re to focus only on the candidates experience and skill sets in regards to the position they’re applying for. Nothing else is  in the Laws eyes. If you ask an applicant about anything listed above then you are violating the law putting yourself and your company in jeopardy.

http://trendpersonnel.com/index.php/en/news/item/103-questions-you-can-cannot-ask-applicants

How to Hire

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The key to hiring lawfully is to be consistent and ensure each individual is processed the same way for the same position. Job descriptions should be up to date and should clearly outline the skill sets / experience and education required for the position. Allow this to be your tool for defining how individuals should be screened and processed.

First and foremost:

1. Have every applicant for employment fill out an application in its entirety
2. Check references
3. Do background checks
4. Require pre-employment skills
5. Always use offer letters

Be aware that should you consider using social media as a recruiting tool that you do so with caution. The problem with social media is that employer becomes exposed to details that should not be used in determining someone’s “fit” for a position. The employer needs to keep focus on the basic factors: skills, experience, education, personality traits and criminal /credit background (if applicable). Any other factor you review or consider will more than likely be considered discriminatory. Therefore, don’t use other factors in determining whether an individual is or isn’t qualified.

Again, the biggest tip is to be consistent and keep focus on the basic factors necessary. Otherwise you greatly increase your risk for a lawsuit.

http://trendpersonnel.com/index.php/en/news/item/102-how-to-hire