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Look Behind the Credentials: Find Candidates with Multiple Skillsets

13 Tuesday Oct 2015

Posted by trendhr in Hiring, Recruiting

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applicants needed, applying for a job, candidate’s experience, Candidates with Multiple Skillsets, company culture, Credentials, dfw careers, Find Candidates, hiring now, HR professional, Multiple Skillsets, people skills, perfect candidate, Potential Employees, rockwall jobs, skills on paper, smart recruiter, technical skills, technical talent, trend personnel dallas, trend personnel services

by Julie Long | BLR

Thoughts of IT, engineering, and computer science don’t normally conjure up images of people who are the life of the party. Or even those who enjoy exchanging pleasantries. But, these unicorns of the tech world—those that have technical talent and people skills—do actually exist. You just have to know how and where to find them.

Look beyond credentials on resumes

What’s in a name?

The first instinct of any recruiter or HR professional is to look at the title. This can be a grave misstep because titles are often misleading. Titles like Field Engineer or Systems Administrator may not imply the full extent of the candidate’s experience working with others. While technical-sounding, candidates with these titles actually have to work alongside staff and clients on a consistent basis. What’s a good way to make sure that you fully understand someone’s communication ability through his or her resume?

See if they have any consulting experience. The word “consultant” doesn’t have to be in the title, either. For example, an applicant with experience in website coding design probably has had to communicate with clients and staff to deliver the desired result. Producing designs that are aligned with a company’s brand requires a high-level understanding of what a company’s culture is all about. Awareness of company culture is usually an indicator of someone who can appreciate the value of a company’s people.

So they can talk the talk, but can they walk the walk?

Once you’ve found someone who appears to have all the skills on paper, how do you know if they can walk the walk? A technical skills screen is probably the first thing that comes to mind, but it isn’t the only thing you should be doing.

It’s crucial to make the most out of group interviews and phone screens. Seeing how people interact with others is a good way to gauge overall social skills, so is asking questions about what they do and don’t like about their current or previous positions. And then there’s the all-important question: would I enjoy going to dinner with this person? If they seem like someone you’d enjoy spending time with outside of the office, it’s likely they’ll be just as interesting to work with.

Hold the phone, social media is important too?

The phone screen doesn’t have to be brutally difficult. It can actually be quite the opposite. In addition to observing how easy they are to communicate with over the phone, asking people simple, casual questions—such as what they like to do outside of work or what they’re truly passionate about—can give insight into their like or dislike of social interaction.

You can tell a lot from a phone call, but you can tell a whole lot more about an applicant by their presence on social media and in their professional networks. People who have robust, but appropriate, social media profiles and who regularly attend networking events are usually people who enjoy the company of others.

However, even the most people-oriented of tech talent may not be on LinkedIn. The reason is simple—tech talent is in high demand and many of the people with those skillsets don’t want to be bombarded by recruiters. If you do find a qualified applicant through LinkedIn with a strong profile and a few solid recommendations, chances are you’ve got someone with potential.

You may have found the perfect candidate, now what?

So you’ve found the illusory candidate with a mix of tech talent and people skills online. How do you woo them? By being personal. All too often, recruiters search strictly by title without doing any research about the individual before reaching out. Even though you may be searching for people with hard technical skills, they probably are driven by more than just a paycheck.

Take time to figure out what someone’s previous work experience is and allude to it in your initial email. Be sincere when you ask them about what they want their job to look like, or what their passions are. A smart recruiter and HR professional shouldn’t just be looking for a technical skills fit—they should also be looking for potential employees who are looking to advance their careers over the long run.

Searching for candidates with both the right technical skills and a big personality may seem like a lost cause. However, the more effort that’s put in to get to know the person behind the credentials, the more satisfied the person—and the company—is going to be with the job fit.

http://trendpersonnel.com/en/news/item/152-look-behind-the-credentials-find-candidates-with-multiple-skillsets

7 Things You Should Never Say During a Job Interview

02 Tuesday Dec 2014

Posted by trendhr in Interviews

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connecting with the interviewer, dallas staffing, get hired, getting hired, hiring now, Interview preparation, interview questions, interview tips, Job Interview, Never Say During a Job Interview, potential employers, staffing agency dfw, trend personnel services

by Catherine Conlan | Monster

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1. “How much vacation time do I get?”

“How long do I have to be here before I’m eligible for a vacation?”

“How long before I start to accrue additional weeks of vacation?”

Consultant Barry Maher says he was involved in a recent interview in which these were the first three questions out of the applicant’s mouth. “What had looked like a great applicant now looked like someone who couldn’t wait to get out of work,” Maher says.

It’s important to ask questions during a job interview, but not ones about taking time off. And that’s not all. Even if you have all the right qualifications and show up looking your best, it’s easy to lower your chances of getting hired by letting the wrong words slip out of your mouth.

Before you head out to meet your next prospective employer, consider these six additional things you should never say in a job interview.

2. “Sorry I’m late.”
Even if you have to leave ridiculously early, find a way to be on time to your interview. “If you can’t be punctual while asking for the job, how late will you be after you get hired?” says career coach Alex Simon.

3. “Do you mind if I get this?”
Answering a call or a text during an interview is rude and gives the impression the interview — and the prospect of getting hired — aren’t your priorities. “Leave your cell phone in the car, at home, anywhere, but don’t bring it into the interview,” Simon says.

4. “I’m a perfectionist.”
If you get the question about your greatest weakness, don’t try to answer with a strength instead, says Jim Giammatteo, author of “No Mistakes Interviews.” “If you say you’re a perfectionist, or a workaholic, you might as well grab your briefcase and go home. Any good interviewer knows that all candidates have weaknesses. If you can’t admit it, or even worse, if you don’t know it, you’re not the person they want.”

5. “I’m applying for this job because it will give me …”
You may think talking about the skills or experience you’ll get from the job is a compliment to the company, but it just puts the focus on you. “Instead, talk about what you will contribute to a prospective new employer,” says leadership coach Susan Bernstein. “This is a very frequent and subtle mistake that often keeps otherwise great candidates from connecting with the interviewer.”

6. “I’m not sure if I’m a good fit for this job, but…”
“Everyone is unsure until they’re hired,” says Bernstein. “You’re not actually expected to be able to perform 100 percent of the job on the first day. If you can do 75 percent or more, go ahead and apply. Then spotlight your strengths, rather than your doubts or deficits.”

7. “I want to talk to dolphins.”
TalkToCanada CEO Marc Anderson is often involved with interviewing prospective employees and says one candidate he met was eager to talk about his love of dolphins. “He said that he wished for us all one day to communicate with dolphins as they can awaken our spirituality.” The revelation didn’t help him win the job.

Information about odd aspects of your personal life can make the interviewer feel awkward, which is bad for your job chances, says Anderson. “Have all the weird hobbies you want, but don’t share them if they’re too far out there.”

http://trendpersonnel.com/en/news/item/141-7-things-you-should-never-say-during-a-job-interview

Recruiting the Best Candidates

04 Tuesday Feb 2014

Posted by trendhr in Hiring

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dallas staffing recruiting, dallas work, dfw jobs available, employees for hire, hiring now, hiring today, texas staffing temporary, trend personnel dallas

The best candidates out there are the ones that not only allow you to interview them, but they in turn interview you. They typically reached out to you first regardless of current job openings or not. They have great follow up and don’t just send a resume for review. They go the extra step and call HR or travel to the office and come in to speak with someone. They have initiative.

They don’t want to just choose a job with a company because they have values and understand what it takes to be successful. They want to make sure that your company will help support them in achieving the goals they have in mind both personally and professionally.

When having an interview with a candidate, don’t sugar coat the challenges your organization faces. Be open and honest. Describe what the issues and problems and how it could be a challenge for the candidate. Ask him or her how they feel about those challenges.

Make sure to take note of their reaction(s) and what they say. This will indicate whether they are up for the challenge, feel they can contribute or maybe that they’re about concerned.

If the candidates answers are broad and rehearsed then they didn’t research the company,  the industry or maybe even the position. Look for the real answers and reactions. 

 

http://trendpersonnel.com/index.php/en/news/item/106-recruiting-the-best-candidates

 

Recent Posts

  • KEY TRENDS IN RECRUITING TO IDENTIFY, ENGAGE, AND HIRE TOP TALENT
  • Preemployment inquiries under the FMLA and ADA: What’s prohibited?
  • Look Behind the Credentials: Find Candidates with Multiple Skillsets
  • The Cutting Edge of Employment Branding
  • Why Conduct Background Checks on Potential Employees?

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Recent Posts

  • KEY TRENDS IN RECRUITING TO IDENTIFY, ENGAGE, AND HIRE TOP TALENT
  • Preemployment inquiries under the FMLA and ADA: What’s prohibited?
  • Look Behind the Credentials: Find Candidates with Multiple Skillsets
  • The Cutting Edge of Employment Branding
  • Why Conduct Background Checks on Potential Employees?

Archives

  • November 2015
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