Category Archives: Hiring Resources

Interview preparation… only for Candidates? NO!

Interview Prep!!!Hiring authorities who interview candidates need to prepare for a candidate interview, just like a candidate needs to prepare for the company’s interview. The hiring manager is representing their organization and often the time spent with the interviewer(s) is the only impression the candidate gets of the company. In turn, the candidate should take some time to review their current responsibilities and be able to communicate that information in a concise & impactful manner.

Hiring managers should review a candidate’s resume before the interview and have their line of questioning well thought out and organized. Also, the candidate should research the company and the open position and have their list of questions written down and ready to ask the prospective employer. This demonstrates to the employer that you are prepared and organized.

The interviewer also needs to “sell” the opportunity and organization to the candidate, just like a candidate should “sell” why they best fit the position and the organization. The company representative should explain their hiring process clearly, and at the end of the interview inform the candidate of the timing and next step(s) in the hiring process. When both parties are equally prepared, there is a greater likelihood of an offer and an acceptance.

5 Critical Factors to Help You Make Great Hiring Decisions

By Jen Webb -Jacobson Staffing, Inc

resourcesSo, you’ve got the green light to go ahead and fill a new position on your team. That’s half the battle, right? Well, if your organization is anything like the organizations I work with, it takes a bit of effort to justify and get approval for a new position on your team. That’s part of why it’s so critical that you don’t make any mistakes in hiring the right person for your team. No pressure!

In my line of work, I’ve seen so many hiring managers regret hiring decisions they made, or regret that they didn’t spend a little more time up front to ensure the best possible hire. You don’t need me to tell you about the time, energy and cost of making a bad hiring decision! Here are 5 critical factors that you should incorporate in your interview and selection process to insure you’re making the best possible decision:

  1. Job Qualifications: This may seem like a given, but make sure you’ve determined what experience, education and skills are necessary for someone to be successful in the job.   Don’t interview anyone that doesn’t meet these base requirements.   Tailor your screening and interview process to ask questions to confirm their experience matches what you seek.
  2. Fit with the team: How someone may potentially fit and work with your team is absolutely critical! Some would even argue culture fit and aptitude are more important than skills because you can teach skills. For overall fit, you can gain insight about an individual’s past work habits, decision making, and relationships by asking some behavioral interview questions. These are questions like, “Tell me about a time when . . .” because past behavior tends to predict their future behavior on your team. Questions to ask yourself as you assess candidates:
    • Can I see myself working with this individual?
    • Can I see this person offering something to the team that we presently don’t have today? (expertise, energy level, communication style, different industry experience)
    • How might this person work with our customers?
  3. Future Potential: Future potential is often neglected as a hiring factor as managers rush to get someone selected for the need they have today. However, you will do yourself, your boss, and the organization as a whole a favor if you select individuals who seem to have an interest and aptitude for taking on different roles and greater responsibility down the road. In 5 years, how would you like to say, “Yes, I was the hiring manager who brought Sally on 2015” after she’s been promoted 2 times and successfully led a very visible company project? Kudos to you for hiring great talent!
  4. Check them Out: By checking them out, I’m referring to references and getting an informal feedback you can about their reputation in past roles or environments. You may do some of this yourself by using your contacts, or rely on your human resources team or recruiting firm to assist you with this. It’s better to find out something unsavory about your star candidate now, than 1 week or 3 months after you’ve hired them.
  5. Partner with Others: Don’t forget, you are not in this alone. I can’t stress this enough and some organizations are better than others in fostering this. Often, you have an internal recruiter, human resource manager, peer managers, your boss, or an outside search firm (like Jacobson Staffing) that you can lean on throughout this selection process. They may offer you years of hiring experience and a different perspective as you assess candidates and make a decision.

Easy enough? Well, I challenge you to incorporate these 5 factors into your selection process – in the end, you will feel good about the hiring decision and even better, you’ll have a terrific new team member that will add to your organization’s success!

How Can Using a Good Recruiter Add Value to Your Career?

By Suzanne Williams, Jacobson Staffing, Inc.

The usual reasons include …
– They happen to call you with a dream job at the company you’ve always wanted to work for and maybe your Boss just did something stupid…again
– They have some Contract openings that will hire quickly and you must be represented by a Recruiting/Placement Agency to get submitted
– They will take care of presenting your resume to multiple openings and let you know when there’s an interview request

Even if you have never had problems getting a job offer, you have a great personality and fantastic in-demand IT skills, here are some other reasons using a Recruiter is a good decision….

1) Think about why professionals in other fields, like sports, use an agency to represent them. Similar to sports, your focus is to be the best technical professional you can be, not hone your skills at identifying great career opportunities and going through the hiring process over and over again. That would likely have the opposite effect on your technical skills

2) Did you know?…Not all organizations post their open IT jobs because they don’t have IT Recruiters who are dedicated to finding top IT Talent. When you are considering a new job, wouldn’t you like to gain access to some of those sought after jobs that aren’t always posted?

3) Experienced Recruiters have been through almost every known situation with hiring and onboarding and are familiar with their Hiring Companies’ pre-employment processing so they can answer your questions and you can ask questions which might be embarrassing questions to ask your future employer

4) You can avoid the uncomfortable situation of handling salary negotiations

5) Respected and sought after employers are often inundated with resumes…necessitating dependence on and assistance from recruiting and placement agencies who can screen candidates and send a much more manageable pool of pre-screened and pre-qualified Candidates. Jacobson Staffing checks one professional reference prior to submittal and our clients know our quality process saves them time and resources

6) When you apply to a job posting on the Internet, do you know where your resume or information is being shared? Jacobson Staffing will not share your profile anywhere without your consent. The St. Louis IT community is very small. If you are trying to keep your current employer from finding out about your search, working with an ethical Recruiter is the safest way to conduct a confidential search so that your employer finds out only when you’re ready for your employer to find out

7) Your prior colleague has found an outstanding new job in a great company, and has been calling you to tell you how happy they are and encourage you to apply there as well. Should you have them recommend you to their new Manager without seeing what else is available in the St. Louis market and hope for the best with just the company where your prior colleague works? You two may really have enjoyed working together in the past; but, you have nothing to lose by having a Recruiter look into multiple great companies so that you know you are making a good decision