Dynamic Pre-Hiring Practices

Written by Charlon Bobo

Dynamic Pre-Hiring Practices

by Charlon Bobo, Red Frog, Inc. © 2005

The pre-hiring process can be a challenge. Much time and energy can be invested and inrepparttar end, wasted, if your approach is not focused, deliberate, and specific. The following approaches have resulted in meeting candidates that not only meet our specifications, but also regularly exceed our expectations!

5 Steps to Writing An Ad that Gets Results

The following ad formula has yielded qualified, fitting job candidates:

1. Begin with a compelling headline 2. Provide a brief description of who's hiring to fill what position 3. First, describe what's in it for THEM, to really pull them in 4. Second, describe what you expect ofrepparttar 136519 employee 5. Conclude with instructions to submit if they fit PERFECTLY withrepparttar 136520 description, asking them to describe how they connected withrepparttar 136521 ad

1. Begin with a compelling headline – Your ad copy must make an impression, but it all starts with a headline that pulls in potential candidates with a few carefully chosen words. Your ad should stand out aboverepparttar 136522 others and candidates will read further ifrepparttar 136523 headline hits them on a core level. Example: SUPERSTAR salesperson wanted.

2. Provide a brief description of who’s hiring to fill what position – Your ad should include a succinct description of your company and position being filled, e.g. “We are an ad agency that providesrepparttar 136524 highest quality services at competitive prices and are looking for a team player with sales experience,” or “We arerepparttar 136525 lowest priced car dealership in Atlanta with a reputation for getting anyone with poor credit into a loan. We are looking for an administrative assistant with charisma and a penchant for meeting tight deadlines.” This tends to draw applicants who resonate with your type of business as well asrepparttar 136526 position you are filling.

3. Describe what's in it for THEM – We all want to know how a situation meets OUR needs. If this information is positioned first inrepparttar 136527 ad (which most ads don’t even include!) it makes your ad stand out as much more enticing thanrepparttar 136528 rest.

4. Describe what you expect ofrepparttar 136529 employee - The more specific you are,repparttar 136530 more likely you are to attract candidates withrepparttar 136531 technical as well as “soft” skills you require. Expectations should include a succinct but detailed job description emphasizingrepparttar 136532 qualities ofrepparttar 136533 perfect candidate.

5. Conclude with instructions to submit a response if they fit PERFECTLY withrepparttar 136534 description – When seeking employment most candidates respond to ads even when they are only marginally qualified. Includingrepparttar 136535 word PERFECTLY is an internal check that, most ofrepparttar 136536 time, won’t allowrepparttar 136537 candidate to respond if they don’t fit perfectly. Also, ask thatrepparttar 136538 response include a description of howrepparttar 136539 candidate connected withrepparttar 136540 ad. This will provide valuable information that can be discussed in further detail during a personal interview, if events proceed to that point.

The Ad should include specific instructions forrepparttar 136541 applicant to follow in submittingrepparttar 136542 resume, e.g. “resume attached or embedded in body of email, by 5 PM Friday afternoon, provide name and contact telephone in subject line,” etc. Chances are that if someone cannot follow detailed instructions before they are hired (when they are trying to makerepparttar 136543 BEST impression), they will not be able to follow detailed instruction when employed.

Pre-Interview Contact

1. Remain anonymous! Set up an anonymous method of initial response so that your valuable time is not wasted answering follow-up telephone or email inquiries regardingrepparttar 136544 position.

Dynamic Interviewing Practices

Written by Charlon Bobo

Dynamic Interviewing Practices

by Charlon Bobo, Red Frog, Inc. © 2005

The pre-hiring process can be a challenge. If you’re reading this article, you are finished withrepparttar pre-hiring process and are looking for tips that will guide you throughrepparttar 136518 interview.

Much time and energy can be invested and inrepparttar 136519 end, wasted, if your approach is not focused, deliberate, and specific. The following approaches have resulted in engaging, content-rich interviews providing us with a clear approach appropriate for each candidate.

The Interview 1. Arrange interviews with a least three applicants. Three gives you a well-rounded base from which you can chooserepparttar 136520 best one. Sometimes three isn’t enough, and you may need to place another ad or extendrepparttar 136521 application deadline, but it’s a good place to start.

2. Set appointment times close enough so that afterwards you remember details of each and can compare qualities ofrepparttar 136522 applicants, but far enough apart so that applicants don’t “pass each other inrepparttar 136523 hall” thereby creating an awkward situation.

3. In advance prepare a form withrepparttar 136524 following (or similar) questions that will be completed by you duringrepparttar 136525 interview: a. Where were you last employed? b. What type of business was it? c. Why did you leave? d. What are your strengths? e. What are your areas of improvement? f. What frustrates you most on-the-job? g. Give an anger scenario. How would you handlerepparttar 136526 situation? h. How would you resolve office personality conflicts? Give an example of a situation that has happened and how it was resolved. i. Give an example of having made a mistake and how you resolved it. j. Describe your ideal day on-the-job. k. What three words best describe you? l. What is your greatest professional asset? m. What is your greatest area of professional improvement? n. How do you spend your leisure hours? What are your hobbies/interests? o. Where do you expect to find yourself professionally in 5 years? p. What are your personal 10-20 year aspirations?

4. Asking odd questions is an excellent way to elicit a response that will indicate howrepparttar 136527 prospective employee may react on-the-job. It is a method that will show how well they can “think on their feet.” If this quality is important to you, ask unexpected/unusual questions!


1. After thanking each applicant for their time and excusing them, spend 5-10 minutes making personal notes aboutrepparttar 136528 applicant. This will trigger your memory later.

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