Those of you in the biz – don’t laugh: I received this response to a LinkedIn referral request for a specific type of position that this gentleman would know (I had also attached’the link to’our RPO client’s career site listing)’:
Today’s workplace is not the same as our parent’s traditional workplace where a high school education and a willingness to work was a ticket to success. For a majority of our parents, their employment expectations included full-time employment with a fixed career objective and a comfortable retirement package to reward their efforts. They [...]
So’after asking the’obvious questions – where is it, what will you be doing, who will you be working for, are you excited, etc, I asked the one question that always intrigues me the most, ’so, what did your boss say?’
I didn’t know it had actually been a complete disaster until the candidate called me up two hours later. Was he calling to thank me, or had he possibly left something behind?
While hiring remains one of the most dynamic business processes in most companies, one variable remains constant; identifying the right people for professional-level jobs is difficult. A modern workforce strategy should look not only to increase its hiring throughput, but also look to increase retention and develop lower-skilled employees into higher-skilled and more valuable ones. A well-run interview process won’t just reduce the risk of a bad hire it can also reduce the complexity and number of hires needed in the future.
My Online Career Space ItsNotYouItsYourResume.com Mark Montoya: Online Personal Branding