via Staffing Talk
1. Have you ever been asked to do something you didn't want to do at work. How did you handle it.
2. Have you ever had to handle a difficult situation with a co-worker.
3. What do you consider an acceptable reason to call out of work.
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From: Camille Ricketts (edited)
Always ask, 'What are the chances you're going to be at your current employer a year from today?'
This question is so open-ended, you tend to get an authentic perspective on how they see their job right now.
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From: Camille Ricketts (edited)
Ask the candidate if she is considering any other companies. If so, what kind of packages is she looking at?
It may seem like most people wouldn't volunteer that information but over 85% of candidates wind up giving those specifics.
Young people in particular will have the natural reaction not to tell you but you can talk them through it.
Make it clear that this data helps you and the company better understand your market. People are naturally inclined to be helpful.
This is also the best source of market data you could ask for — it's timely and comes directly from someone you know you want to hire.
It's extremely valuable to have these numbers. You might as well give it a shot.
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Animal, Steve Levy, Jerry - PCRecruiter Ad 16 04 06 - 3 min
Animal, Jerry, Maureen - 4 Kinds of People - PCRecruiter Ad - 2:30
Animal - Essential Traits of a Recruiter - 3:30 min
Maureen Sharib - Praying For Jobs - 1:25 min
Jacob Madsen - Washing Dishes During Interview
Madsen, Miller, Cox - Turning off a Losing Candidate - 20 min
Madsen, Miller - Compassionate Recruiting - 1:45 min
Jacob Madsen - How I Reject a Candidate - 2:15 min
Mike Cox - How I Reject Candidates 1:15 min
Cox, Miller - When Rejected Candidates Get Upset - 3 min
Madsen, Miller - Recruiters Don't Give Much Feedback 2:45 min
Advice For Guests
BJ Mendelson - Buy Some Clothes
Getting Paul a Wife - 10 03 17
Animal - Speak Up - 15 07 29 - 23 sec
Animal Show Business
Alex Small - How The Show Works - 08 10 08
Maureen Sharib - Praying For Jobs - 1:25 min
BJ Mendelson - Confused Identity - 1 min
Billy Kolbrener - I'm Taking a big risk - 11 07 27
Mitch Sullivan - Guests don't prep - 12 10 03
Animal - Balaam's Ass - on Margo Rose
Jerry on Workable List - Animal not on Lars - 1:25 min
Animal coaches Jerry - 15 09 30 1 min
Animal coaches Matt Charney - 15 09 30 1 min
Animal complains about sound - 6 sec
Animal expresses concern - 10 sec
Matt Charney and Animal Tussle - 25 sec
Jerry - Message To His Fans - 13 07 31 - 10 sec
Jerry - I don't need this man - 13 07 31 - 10 sec
Attitude
Animal - Disrespect For Positional Power
Big Data
Daniel Chait - How Big Data works in Recruiting
Daniel Chait - The Limits of Big Data
Brand
Amy Ala - Glassdoor - 1:45 min
Matt Charney - Glassdoor - 1:25 min
Aaron Rector - Don't focus on being funny - 15 07 29 - 34 sec
Richard Becker - Branding Recruiting Firms - 4:15 min
Susan Strayer vs Dave Manaster on Personal Brands
Candidate Experience
Thayer Prime - Candidate Experience
Matt Charney - Candidate Satisfaction vs Experience - 1 min
Career
Animal - Resumes - on Margo Rose Show
Animal - When You've Been Fired - 09 06 24
Animal - Raunchy Lyrics on Facebook - 14 09 10
Chit-Chat
Jerry Starts Fan Club - 40 sec
Alex Small - Chit Chat - 08 10 08 - 2:45 min
Cold Calling
Dale Desteno - Cold Call - 2:15 min
Amy Ala - Are People Ruder Today - 45 sec
Cold Calling - Phone Fear
Animal - Cold Calling - 3:30 min
Animal - How War Photographers Experience Fear
Communication
Animal - Speak Good English 09 05 27
Animal - Don't Be Boring - 14 12 03
Animal - Building Rapport - 3:30 min
Counter Offers
John Mcafee - Counter Offers - 3:30 min
Culture
Nick Livingston - Screening For Culture - 3:15 min
Jeff Chaponick - How do you determine company culture - 3:50 min
Ed Newman - Learn Generational Culture To Fit In - 11 07 13
Alex Levit - The more things change...
Diversity
Thayer Prime - Social Recruiting and Diversity
Thayer Prime - More On Diversity
Jeremy Roberts - Diversity Sourcing - 14 07 16
Ed Newman - Diversity vs Affirmative Action
Aaron Rector - Disparate Impact - 15 07 29 - 2:40 min
Fall Offs
John McAfee - The Story of a Fall Off - 1:20 min
Generations - Gen Y - Millennials
Peggy McKee - Gen Y - 08 12 10 - 1 min
Animal - Gen Y - 08 04 09 - 1:15 min
Goal Setting
Hiring (In General)
Daniel Chait - Do you always need a problem solver
Daniel Chait - Hiring is a gamble
Thayer Prime - Some companies only hire the best
Amy Ala - What Is A Good Hire - 1 min
Hiring Managers
Nick Livingston - Recruiters vs Hiring Managers - 1:55 min
Amy Ala - Pushy Hiring Manager - 8 min
Amy Ala - Hiring Mgr Can't Make It To Interview - 1:40 min
Interviewing
Daniel Chait - How To Test Candidates For Skills
Daniel Chait - How to Identify a Problem Solver
Daniel Chait - The Selection Decision
JT O'Donnell - Stupid Interview Questions 09 04 29
Dale Desteno - Why Are You Looking
Alejandro Guzman - Rapport Building via Stories - 4:45 min
Interviewing - Greatest Weakness Question
Dan Chait - Greatest Weakness Question
Amy Ala - Greatest Weakness Question - 45 sec
Nick Livingston - Greatest Weakness Question - 15 sec
Job Ads
Stephen O'Donnell - Company name and salary in ads - 1:30 min
Stephen O'Donnell and Jerry - Don't put client name in ads - 2 min
Jerry - I don't use ads - 35 sec
Job Boards
Job Descriptions
Matt Charney - Textio - 1:25 min
Matt Charney - Job Descriptions - 2:20 min
Job Hunting
Leadership
Animal on Leaders - 15 09 30 - 4 min
Networking
People
Matt Charney - Best Conference Tweeter - 30 sec
Matt Charney - The Source of My Snark - 1 min
Matt Charney - Do people hate you - 1 min
Pep Talks
Animal - You Have To Say No - 15 06 03
Animal - God wants you to be happy - 15 04 01
Animal - Thanksgiving and Positive Thinking
Animal - A Reckless Pep Talk - 15 01 28 - 2:30
Phones
Jeff Chaponick - He called on a good phone
Thayer Prime - Jerry asks about phone
Recruiters
Matt Charney - Recruiters Are Dumb - 40 sec
Jeff Chaponick - The Role of Personality in Success (1:50 min)
Dale Desteno - Can a teenager be a Recruiter
Recruiters - Corporate Recruiter vs Headhunter
Nick Livingston - Corporate Recruiter vs Headhunter - 3:30 min
Amy Ala - Corporate Recruiters vs Headhunters - 3 min
Recruiters - Headhunters
Thayer Prime - Contingent Recruiting
Thayer Prime - English Recruiters
Thayer Prime - Phony Profiles on Linkedin
Thayer Prime - Recruiters Place 2nd Rate People
Nick Livingston - Contingent Recruiting Is Cutthroat - 1:15 min
Daniel Chait - Should 3rd Party Recruiters Prep Clients
Jeff Altman - Hunter vs Farmer
Recruiting
John McAfee - How To Build Trust - 2 min
Jeff Chaponick - Can you abandon a search?
Jeff Chaponick - When The New Hire Isn't Happy 1:10 min
Nick Livingston - Recruiting and Story-Telling - 40 sec
Nick Livingston - Promoting a Startup - 35 sec
Animal - The 9 people you meet on a search
Jeff Chaponick - Don't Hide Behind Technology
Jeff Chaponick - Lots of work in Middle East
Ed Newman - High Volume Recruiting 11 07 13
John Mcafee - Have you ever had a dry spell - 40 sec
John McAfee - Candidate Rejected For Appearance - 2 min
Animal - Recruiters Don't Help People - 08 04 23 - 4 min
Stephen O'Donnell - Boomerang candidates - 17 sec
Stephen O'Donnell - Send out your client's rejection letters
Stephen O'Donnell - Company and Candidate Tricks 2:30 min
Recruiting - Corporate Recruiting
Daniel Chait - How Corporate Recruiting Fails
Amy Ala - The Corporate Recruiting Process - 3:17 min
Nick Livingston - Startup Recruiting vs MTV
Jeremy Roberts - Why agency recruiters go inside - 14 07 16
Recruiting - First Contact
John Mcafee - How many times do you call back - 50 sec
Nick Livingston - How To Make 1st Contact - 20 sec
Amy Ala - Phone, Text, Email - 2 min
Amy Ala - Funny Recruiting Emails - 2:30 min
Jeff Chaponick - Call Prep - 2 min
Animal - First Contact Emails - Intro 15 07 29 3 min
Jerry - Giving Company Name - 30 sec
Recruiting - Odd Stories
Stephen O'Donnell - Placed client's brother-in-law - 2 min
Rebecca Sargeant - I placed a rejected candidate
Recruiting - Does a Recruiter Have To Be a People Person
Nick Livingston - Does a Recruiter Have 2B a People Person - 1 min
Dale Desteno - Does a Recruiter Need a Good Personality
John McAfee - The Natural Connector - 1:45 min
Recruiting - How Long Did It Take You To Get Good
Jeff Chaponick - How long did it take you to get good (4:15)
John McAfee - How long did it take you to get good - 2:45 min
Recruiting Management
Jeff Chaponick - How do you hire (1:10 min)
Jeff Chaponick - How Do You Train - 1:45 min
Jeff Chaponick - Half His Hire's Fail
Jeff Chaponick - When a recruiter leaves
Jeff Altman on Recruiting Management
John McAfee - Team Structure of a Big Biller - 3 min
John Mcafee - The Big Biller Paradox - 45 sec
John McAfee - How to be a recruiting manager - 1:40 min
John McAfee - Buddy Calls With Owner - 55 sec
Recruiting - Predicting Time To Fill
Daniel Chait - Predict Number of Interviews Required
Nick Livingston - Predicting Time To Fill - 30 sec
Recruiting - Productivity
John McAfee - I couldn't work alone - 40 sec
Jeff Chaponick - Time Management - 50 sec
Reference Checks
Daniel Chait - Using Reference Checks Properly
Referrals
Jeff Chaponick - Referrals - 25 sec
John McAfee - How do you get referrals - 1 min
BJ Mendelson - Employee Referral Systems - Sept 2012 - 1:45 min
Matt Charney - Getting Referrals - 4:30 min
Salary Negotiations
Amy Ala - Salary Negotiations - 9:52 min
Amy Ala - Talking About Money First - 3 min
Amy Ala - Don't Reveal Top End of Salary Range - 1 min
John McAfee - Candidate immediately asks about money - 2:20 min
Sales
Thayer Prime - Advice, Persuasion and Selling (7:15 min)
John McAfee - Selling The Job - 2:20 min
Animal Crew - Badgering - 15 01 28
Animal Crew - Badgering Part 2
Yin Chang - PR Specialist - Business Lunch - 08 09 24 - 1 min
Sales - New Business Development
Thayer Prime - We never solicit business
Sales Relationships
Jeff Chaponick - Warm Client Relationships - 2-15 min
Jeff Chaponick - Do you fire clients? - 1 min
Jeff Chaponick - Recruiting is a Relationship Business - 7:55 min
Paul, Jerry, Carl - Client Relationships 08 10 29 - 10 min
Send Outs
John McAfee - Send Out 3 Candidates - 1:30 min
Sleep
Nick Livingston - How Much Sleep Do You Get - 1:10 min
Social Media
Alex Levit - The Dangers of Blogging
Animal - Suckup Social Media - on Margo Rose Show - 11 12 06
Jerry Albright - Best Recruiter Lists - 15 01 28
Animal - Prayers on Facebook - 1:30 min
Matt Charney - Numbered List Blog Titles - 20 sec
Jim Durbin - Numbered List Blog Titles - 45 sec
Aaron Rector - Wedding Video on YouTube - 15 07 29 - 2 min
Matt Charney - Automated Tweets - 15 sec
Matt Charney - Linkedin Pulse - 1:45 min
Social Media Marketing
BJ Mendelson - Can Social Media Boost Sales - 2012 Sept 19 - 3 min
BJ Mendelson - Social Media Marketing Is a Pipedream - 12 09 19 - 2 min
BJ Mendelson - Does Blogging Help Recruiters - Sept 2012 - 1:10 min
BJ Mendelson - Social Media Marketing Doesn't Work - 12 09 19
BJ Mendelson - Social Media Works For Big Names - 50 sec
Matt Charney - What is Content Marketing - 1:45 min
Matt Charney - The Power of Content Marketing - 1 min
Matt Charney - Is Inbound Marketing for 3rd Party Recruiters - 1 min
Matt Charney - High Quality Content - 1:45 min
Matt Charney - Deliver Content During Hiring Process - 7:30 min
Aaron Rector - Is Inbound Marketing the Future of Recruiting - 2 min
Aaron Rector - Twitter Cards - 15 07 29 - 3:15 min
Aaron Rector - We're just figuring it out - 15 07 29 - 10 sec
Matt Charney - Using Fear as a Hook - 45 sec
Aaron Rector - I got my job on social media - 15 07 29 - 2 min
Social Recruiting
Jeff Chaponick - Recruiting on Twitter 36 sec
Daniel Chait on Social Recruiting
Animal Defends Social Media Questions - 40 sec
BJ Mendelson - Talent Communities - Sept 2012 - 1:15 min
John McAfee - Social Media Recruiting - 1:30 min
John McAfee - Inbound Marketing - 2:20 min
Jerry Albright on Twitter 09 05 27
Animal - Introverts vs Extroverts - 11 11 30
Matt Charney - Job Tweets - 30 sec
Aaron Rector - Getting Hired For Social Recruiting - 15 07 29 - 4 min
Rector, Appleby - State of Social Recruiting - 15 07 29 - 1:45 min
Aaron Rector - Applying via Mobile - 15 07 29 - 1:30 min
Aaron Rector - Social Media doesn't drive people to jobs - 1 min
Aaron Rector - My Social Media Strategy - 15 07 29
Aaron Rector - Social Recruiting for 3rd Party Recruiters - 15 07 29
Aaron Rector - When Social Recruiting Start Small - 15 07 29 - 40 sec
Aaron Rector - Recruiting on Facebook - 15 07 29 - 3 min
Aaron Rector - Recruiting on Pinterest - 15 07 29 - 1:30 min
Aaron Rector - Recruiting on Twitter - 15 07 29 - 4 min
Aaron Rector - I got my job on social media - 15 07 29 - 2 min
Aaron Rector - I got my job on social media - 15 07 29 - 2 min
Social Recruiting - Video
Matt Charney - Video - 1:45 min
Aaron Rector - Employment Branding Videos - 15 07 29 - 4 min
Aaron Rector - Contrarian Employment Branding Videos - 15 07 29 - 1:30 min
Aaron Rector - How to Recruit via Video - 15 07 29 - 1 min
Aaron Rector - Amateur Video Used for Employment Branding - 2 min
Aaron Rector - Videos on Facebook - 15 07 29 - 2 min
Songs
Ed Newman Impossible Dream 11 07 13
Chait, Sharib, Animal - Love Me Like You Do
Nick Livingston - Song - 1 min
Happy Birthday Peggy - 08 12 10 - 30 sec
Aaron Rector - Song It's a Good Day - 3 min
Stephen O'Donnell, Animal and Jerry - All Night Long
Sourcing
Amy Ala - Are You a Boolean Search Expert - 50 sec
Thayer Prime - Sourcing Through Parties
John McAfee - Sourcing - 1:40 min
Jeremy Roberts - Diversity Sourcing - 14 07 16
Matt Charney - Boolean Strings - 1 min
Specialists vs Generalists
John Mcafee - Market Mastery - 2:30 min
John Mcafee - The Making of a Market Master - 1:55 min
Nick Livingston - Recruiters Should Specialize - 20 sec
Success
Animal - 4 Kinds of Luck - 15 04 29 - 3:45 min
Tools
Dean DaCosta, Jeremy Roberts - Does Connectifier steal your address book - 14 10 15
Nick Livingston - How Honeit works - 1:45 min
Nick Livingston - Honeit Shortens Interview Process - 3:30 min
Nick Livingston - The Honeit Dashboard - 1 min
Nick Livingston - Honeit Free Version - 1 min
Nick Livingston - Honeit 10 Second Description
Thayer Prime - Rant About Linkedin
The Aftershow
Jerry complains about Animal - 1 min
Lee and Jerry complain about Animal - 2:30
Lee and Jerry - Part 2 - 1 min
Jerry: This is what people want to know - 40 sec
AfterShow Review of Oct 22, 2014 Show
Animal complains about the Aftershow - Oct 29, 2014
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From: - Al Green: How to Get the Inside Scoop on a Company (edited)
What kind of person does especially well here?
What type of person isn’t as strong a fit?
What time do you normally come in to work and leave for the day?
Can you tell me about a time there was a disagreement on the team and how it was handled?
How long was the previous person in the role?
How many people have held the role in the last five years?”
How have you seen the company change since you’ve been here?
If you could change one thing about the culture here, what would it be?
What do you wish you knew before starting work here?
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- Daniel Chait (edited) - Source: jobs.rubynow.com
When a candidate comes into a company she often has to pass through many meetings with a number of different people. The problem is, not all of these interviewers are prepared..
Because the interview is inefficient people are brought back again and again and repeatedly asked the questions they've already answered. And candidates hate that.
STRUCTURED INTERVIEWS
The number one factor in a good interview process is Structured Interviewing. That means every candidate goes through the same process. That gives you an apples to apples comparison of given candidates.
It also means that if I ask you the steps in your interview process you should be able to tell me.
Also, every interview must have a clear purpose. You know that there is something specific you have to determine about this candidate.
CREATING A PROFILE
The first thing you have to do is write down what kind of person you want.
You break the profile into 3 categories.
SKILLS
First, you can define a job in terms of skills.
The skills a sales person needs are an ability to play golf, cold call, write a power point and give a presentation.
A programmer needs to be able to write code, understand requirements, do a unit test, talk to customers, have experience with specific programming languages.
I don't think in terms of X number of years of experience just what they need to know how to do.
PERSONALITY
Half of the process should be about Personality Traits. You want to clarify their motivations. Why they want the job. If they fit with the team and company culture.
QUALIFICATIONS AND DETAILS
Third are Qualifications and Other Details. Like Education.
STAGES OF THE PROCESS
Then you define the stages of the process. For instance, you might have 4 interviews that you do on the phone and a take-out test. You have to know that you are going to do X number of interviews then make a decision.
For each stage you write an interview.
SKILL TESTING
How do you determine if the candidate has the skills you need?
Always test for skills. That's the only way to know.
Early on you can give them an easy multiple choice test and then a more complex test when you are really interested.
Make a developer program during the interview. They might be able to answer questions but can't make stuff so you have to check it.
DISCOVERING PERSONALITY
For Personality traits use behavioural interviews. How someone acted in the past is the best predictor of future behaviour.
For instance, the ability to handle a difficult customer.
You don't ask a general question like "How do you do X?"
I want to know what you've done. So I say:
"Tell me about a time when you handled a difficult customer."
Then follow through with detailed, probing skeptical questions.
"Why did you handle it that way. Is that the normal way you handle things.
How did they react. Why did they react so positively. Did it solve their problem?"
If you put 10 people through that same question, you'll be shocked by the range of answers you'll get. You really can uncover the true nature of how they act.
REFERENCES
Check references to test personality.
You ask the candidate "When I call your references what are they going to tell me are your strengths and weaknesses?"
Now I have permission to call that reference up and say,
"Bob is a great guy. He told me that sometimes he has problems with long hours. Did you ever experience that?"
That's better than "Do you like Bob?".
"Would you say that Bob is more motivated by learning new technology or by shipping features?"
GETTING QUALIFICATIONS AND DETAILS
For the details just create a checklist on your website as part of the application process. Then verify them.
KNOWING YOUR PROCESS
Once you put a process like this in place, you can say,
"We are looking for these skills and personality traits.
"We are going to do a pre-screen. We're going to read the resume. We're going to do a 15 minute call."
"We're going to do an hour long phone interview.
We're going to bring him in for 3 interviews and be done."
"And for each of these interviews we're going to write questions for each of the skills to make sure that they are well covered so that once we are finished we know a lot about all of these things."
If I do this I will have a lot of data that I can rely on and trust.
And all the way through I can tell the candidate what is next.
SALARY
I check salary in the first call to see if it is within range.
I tell them "I want to let you know that the budget for this role is around 80K plus or minus depending on experience.
"I don't need you to answer. I'm not trying to negotiate. I'm just trying to let you know so that we are in the same ball park and it's worth both our time."
SELLING YOUR COMPANY
You should be talking about your company all the way through the interview.
When you talk about motivations that's a great place to start selling a company.
Some people just want to program they don't want a career path to management. You have to know that.
CLOSING
When it comes to closing you say, "You said it was important to do X and Y.
Here's what we offer in this position."
HIRING WITHOUT EXPERIENCE
How do you test for skills you don't have? Use an outside expert.
For instance, use your network to find someone who has been a proven head of sales in a company like yours. You can give him clear instructions to test specific things.
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- Daniel Chait (edited)
To identify personality traits use behavioural interviews.
How they acted in the past is the best predictor of future behaviour.
I want to know what you've done so I don't ask a general question like, "How do you do this?" I ask:
-- Tell me about a time when you handled a difficult customer.
Then I follow through with detailed, probing, sceptical questions.
-- Why did you handle it that way?
-- Is that the normal way you handle things?
-- How did they react?
-- Why did they react so positively.
-- Did it solve their problem?
If you put ten people through that same question, you'll be shocked by the range of answers you'll get.
See also:
How To Identify a Problem Solver
How Behavioural Questions Work With
How To Identify The Ability to Handle A Difficult Customer
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- Daniel Chait (edited)
I like people who are drawn to problems. People make the biggest difference if they find their own problems to solve.
I ask about their track record of taking on other people's problems and creating solutions.
-- Tell me about a problem you solved that wasn't given to you.
-- Why did you solve that problem?
-- Why didn't anyone else solve that problem?
-- When you had a solution did you do it or did you ask?
-- How did you ask?
-- What was the outcome of the solution?
PLAY - Daniel Chait - How to Identify a Problem Solver
See also:
How To Identify a Problem Solver
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From: -- Daniel Chait (edited)
To identify personality traits use behavioural interviews. How they acted in the past is the best predictor of future behaviour.
Ask a question and then drill in with sceptical follow ups.
Some people might find it hard to remember specific incidents from the past on the spur of the moment.
But if a candidate has strong experience in a certain area, she will have no problem at all. And the people who have a flood of relevant stories stand right out.
In fact, the difference between people who have really solid answers and people who don't is enormous and it's been backed up time and again.
I asked a candidate for the position of office manager, "Tell me about some problems you may have solved that really weren't really part of your job description."
And I sat back for a half an hour while she told me story after story about bringing a building up to par on the fire code and stepping into a lawsuit.
And since she's been here she's done that same type of stuff.
PLAY - How To Identify a Problem Solver
See also:
How To Identify a Problem Solver
How Behavioural Questions Work With
How To Identify The Ability to Handle A Difficult Customer
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From: Richie Polis on Quora: http://tinyurl.com/qhdh5ko
Even if I could define "good attitude" (which I can't), I wouldn't waste my time trying to assess it in a candidate.
Apart from true psychotics, it's generally possible to get good performance out of someone with any sort of attitude, provided he is managed correctly.
When I worked for large companies some of my best performers were people who had been pushed out of other parts of the same company because of their "bad attitude".
The answer was generally some combination of managing their specific issues, coupled with structuring their tasks so that these issues had minimal importance.
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