Archive for October, 2014

Why your INTERVIEW PROCESS is so critical to your success

Sunday, October 19th, 2014

Recently we had a new client that shared the story of their last hiring experience. Over the course of 10 weeks, they had over 200 applicants. Of those, they narrowed it down to 12 they wanted to interview. By the time they contacted the candidates, four of them had accepted jobs elsewhere. They conducted phone interviews, choosing four to invite in for a personal interview. They found the final two candidates but not until 3 more weeks had passed while coordinating the managers that were involved in the process. The top candidate was offered and accepted another position the next day, frustrated at the lack of communication. They started over by calling us to assist and captain the process. Making your interview process up as you go and pretending you have a plan in place can lead to a poor candidate experience. In order to find the best employees and ensure a smooth onboarding, you need to have an interview process.  The amount of money the company had invested to this point was substantial.
The following steps will ensure your reputation is secure and candidates continue to see you as an employer they would be proud to work for.

1. Establishing a Calendar
It’s crucial to establish a realistic hiring and interviewing calendar. How long will you leave the position open for applications? How many interviews will you have and who will be involved in the decision making?

2. Determine Search Leader
Hiring a talent acquisition firm can create a smooth and effective process, ensuring a timely result. Choose a firm that offers life cycle recruiting, with a vested interest in the outcome and candidates. Athena recruiters get and give feedback during and after the process, including up to three months after the onboarding experience. It can be very beneficial to your culture and outcome to have one person filtering all candidates and telling the company “story”.

3. Finding Candidates
In today’s digital job market, it shouldn’t be too difficult, right? Depending on what industry you work, there are a wide variety of job boards, but don’t forget about the strength of networks. It’s important to understand how the job boards work and the candidates they will attract. If you are working with a recruiter, they will decide where to post and how to filter. Make sure your content is engaging, descriptive, and very clear.

4. Screening
As the resumes and cover letters start pouring in, you want to start screening candidates. Depending on the volume of applications you receive, you will want to screen candidates based on resumes and based on a short phone interview. Use this as an opportunity to find candidates you can get excited about and ones that simply won’t make a great fit.

5. Interviewing
After you’ve screened the applicants and decided who you want to interview, it’s time to really start the process. Prepare your questions, developing a style that truly gets to the hidden talents and/or hidden problems that each candidate may have. Before each interview, you need to review the candidate, check their social media and LinkedIn profiles, check preliminary references and review their skills/experiences. You should be able to lay out the next steps and timeline for a clear understand by the candidate.

6. Offering the Job
Once you’ve gone through the interview process with candidates, it’s time to offer the job. Before you do this, though, you will want to do a thorough background and reference check. Ask references for experiences rather than closed-ended questions. Also, make sure you communicate all of your expectations clearly to the person you’ve selected. Review when the reviews will be done and what you expect to cover at each step.

7. Onboarding
The last step in your interview process is onboarding. The onboarding process is crucial to a company’s employee engagement and can ultimately make or break your reputation. Athena’s recruiters will offer feedback obtained from the new candidates regarding your onboarding so that you can continue your company improvements.

13 Things Mentally Strong People DON’T Do Part 2

Wednesday, October 15th, 2014

7. They don’t dwell on the past
They don’t dwell or wish things could be different.  They are aware and speak into what they learned from their past.  They don’t constantly relive bad experiences, blame others for them, or fantasize about the glory days. Instead, they live for the present and plan for the future.

8. They don’t make the same mistakes over and over

Mentally strong people accept responsibility for their behavior and learn from their past mistakes. As a result, they don’t keep repeating those mistakes over and over. Instead, they move on and make better decisions in the future.

9. They don’t resent other people’s success

Mentally strong people can appreciate and celebrate other people’s success in life. They don’t grow jealous or feel cheated when others experience success or achieve higher than they do. Instead, they recognize their successes and others, acknowledging that it comes with hard work, and they are willing to work hard for their own chance at success.

10. They don’t give up after the first failure

They don’t view failure as a reason to give up. Instead, they use failure as an opportunity to grow and improve. They are willing to keep trying until they get it right.

11. They don’t fear alone time

Mentally strong people can tolerate being alone and they don’t fear silence. They aren’t afraid to be alone with their thoughts and they can use downtime to be productive. They enjoy their own company and aren’t dependent on others for companionship and entertainment all the time but instead can be happy alone.

12. They don’t feel the world owes them anything

They don’t feel entitled to things in life. They weren’t born with a mentality that others would take care of them or that the world must give them something. Instead, they look for opportunities based on their own merits.

13. They don’t expect immediate results

Whether they are working on improving their health or getting a new business off the ground, mentally strong people don’t expect immediate results. Instead, they apply their skills and time to the best of their ability and understand that real change takes time.