Tuesday, May 31, 2016

Foul! The Biggest Mistakes Hiring Managers Make

You’ve been hiring for your company for a while now. You’re confident in your role and feel good about the decisions you make. But you’ve likely also made a few mistakes along the way. Perhaps you hired someone who turned out to be a terrible fit and quit within 30 days. Or maybe you left a job open too long, affecting productivity and the bottom line. Whatever the mistake may have been, rest assured that you aren’t the only one fouling up. In fact, here are some of the biggest mistakes hiring managers make; if you’re looking for things to avoid.
  • Failing to Identify What You’re Looking For: More hiring managers than you might think go into hiring with the mentality of, “I’ll know the right fit when I see it.” But this is a mistake on several levels. First of all, having a clearly defined job description (and therefore, a clearly defined idea of what you’re looking for) can save you time in interviews (no need interviewing those who don’t meet your requirements) and provide protection for the company as a whole. That’s right, those job descriptions are considered legal documents, so you want to make sure they are clear (and accurate) in regards to what the job requires. But even beyond that, knowing what you want makes it easier to identify that person when you see them—allowing you to end the interview process much sooner than you otherwise might.
  • Asking the Wrong Questions: Hiring managers often have a list of questions they fall back on for every single interview, regardless of what the job entails. These questions include things like, “What would your former supervisors say about you?” and “Are you good at multitasking?” These copy and paste questions won’t actually tell you much of anything about your candidates, because they’ve already rehearsed their answers 100 times before. Whenever possible, try to throw in some questions that are specific and unique to the job you are interviewing for. Ask questions that will give you a clear understanding of the candidates’ familiarity with your software, for instance. Or ask about a unique challenge they faced and overcame in a similar role. Think outside the box with your questions, and do so in a way that requires your candidates to do the same.   
  • Hesitating: If the right candidate walks into your office, and the interview is everything you had hoped it would be—why would you ever hesitate on extending an offer? Unfortunately, far too many hiring managers think they buy themselves negotiation points by waiting to call—or that they may be giving themselves a few more days (or weeks) to find someone even better. But the longer you wait, the more likely the perfect candidate you already had in front of you is to accept an offer someplace else. By going into interviews with a strong idea of what you want, and tailoring questions to the job at hand, you will know who is and is not a good fit for the position as they walk out of your office. So prepare yourself to pull the trigger and extend an offer within 24 hours of shaking hands with that perfect fit. Because if you don’t, someone else just might.  

ManUP today for success tomorrow…



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Tuesday, May 17, 2016

What You NEED to be Doing At Least Once a Quarter

 There are few things in the recruiting world that apply equally to job seekers and hiring managers alike; you may have noticed that I tend to tailor my topics to one group or the other. That’s because both groups have their own unique set of needs to be addressed, and rarely do those needs overlap.
Today, however, I want to talk to you all about one topic that applies to pretty much anyone in the business world.
LinkedIn.
Whether you’re a job seeker, a hiring manager, or anyone who is content in your current place of business, you need to be building up your LinkedIn profile and logging in at least once a quarter (though, once a month would be even better.)
But why?

  • Sheer Volume: We all know how important networking is, and there is no other professional networking site that offers up the numbers LinkedIn does. The 2015 fourth quarter reports put LinkedIn at 414 million members. That is 414 million people who could potentially fill a job for you, recommend someone to fill that job, or offer you a job. With numbers like that, it is just plain silly to avoid centralizing your networking efforts via LinkedIn. Check in often, remain active, and engage that network of limitless opportunities.
  • Recognizing the Point of Entry: Nowadays, everyone looks at LinkedIn first when it comes to professional opportunities. Hiring managers vet candidates by their LinkedIn profiles before they schedule interviews, and applicants look up hiring managers on LinkedIn before sitting down for those interviews. Plenty of people get their information from LinkedIn before ever even looking at a company’s website. And if they search for someone on LinkedIn and come up empty, they might just assume that person isn’t quite up to date with the times.
  • The Importance of Remaining Relevant: Which is where relevance comes in. The business world is meeting on LinkedIn, and if you aren’t there too, you very well might miss out on opportunities going to those already at the party. Sure, most hiring managers care more about what a candidate has to offer than what their LinkedIn profile displays, and most applicants are simply looking for a job, meaning they aren’t likely going to be swayed completely by the fact that a hiring manager has no LinkedIn profile. But don’t fool yourself into thinking it doesn’t matter, because it does. And remaining relevant on LinkedIn could very well make all the difference for hiring managers and job seekers alike.  


ManUP today for success tomorrow…


Click here to receive future advice, tips, and trends on hiring and retaining employees in the unmanned and robotics industry.  

Are we connected? 

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