5 Steps to Getting Moe Success in the Search Process
The North American head of Human Resources of one of gth bee large offshore consulting firms called me last week to set up a relationship with one of his business units that was going to need a lot of help with staffing next year (approximately 100 architects and program managers). I forwarded my current contact information to his person and received a call yesterday.
In 30 minutes, I received a crystal clear picture of what the division was going to need to hire, the correct profile of what they wanted to see in experience plus a review of the hiring process.
Do you think I’m motivated to work on these positions? You bet I am. I am because I understand clearly what is being sought and can now readily identify it and that translates into motivation.
How much time do you afford a recruiter when you decide that they should help you (I’m not talking about how you evaluate whether to work with them; that’s a different conversation).
What do you trll them? What do you skip over?
Let me offer a few ideas of things that will help a recruiter help you better.
- What does your company and business unit do? It may be obvious to you but it helps to set a context for how the job fits in to the success of the organization
- What experience are you looking for?
- How will you evaluate those skills? Are there specific questions that the recruiter can use to evaluate people for their qualifications? I ask some clients for mini quizzes for job applicants that I forward with a resume to a client. I don’t want to know the answer because I don’t want a client to ever be concerned about whether I am coaching someone through the quiz/
- What will the interview process be like? From beginning to end, who will this person meet, what will they be evsaluaing as part of their assessment and, under normal circumstances, how long should a successful interview process take.
- Are gthere any “quirks” that we should know about? A colleague of mine has a client that only pays for the employee’s benefits and not for famiy coverage (Do you think that affects their ability to hire more experienced {more likely, married]) employees?
Taking more time at the beginning of the search process can help you save a lot of time reviewing useless resumes and interviewing people without the skills you want.
And won’t that help you a lot?
Jeff Altman
Concepts in Staffing
jeffaltman@cisny.com
© 2005 all rights reserved.
Jeff Altman, Managing Director with Concepts in Staffing, a New York search firm, has successfully assisted many corporations identify leaders and staff in technology, accounting, finance, sales, marketing and other disciplines as employees or consultants since 1971. He is a certified leader of the ManKind Project, a not for profit organization that assists men with life issues, and a practicing psychotherapist.
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If you would like Jeff and his firm to assist you with hiring staff, or if you would like help with a strategic job change, send an email to him at jeffaltman@cisny.com (If you’re looking for a new position, include your resume).
