When it comes to hiring processes, there are many norms that need to be challenged. One norm worth challenging is the use of resumes in interviews (Segment 3, 1:30 – 2:13).
NORM #1: During an interview a hiring manager brings in the resume and asks questions of the candidate based off information they read in that person’s resume.
But who writes the resume? THE CANDIDATE!
Instead of allowing the candidate to guide your interview, before the interview, the hiring manager should come up with a list of what the candidate would need to accomplish by 60 days, 90 days, 6 months, etc. and interview based off that criteria, connecting the candidates experience to the measurable deliverables of the job (Segment 3, 2:25 – 2:58).
NORM #2: We want to challenge the idea that first impressions matter (Segment 3, 3:00 – 3:19). Oftentimes people make snap judgments the moment they meet someone and what they don’t realize is they spend the rest of the interview trying to validate those judgments (good or bad).
Anna joined Wejungo after 10 years of recruiting high school students to go to college. Throughout her career, Anna found that she loved talking with people and learning about their life and accomplishments. She wanted to find a career where she could learn from inspiring and accomplished business owners and leaders as well as impressive candidates with unique background, interests and successful careers that span 20+ years!
Workplace trust is a fundamental building block of any professional relationship. No matter your level of seniority in a company, trust reflects your character, and company members will only experience cohesion with the people that they trust. We review some practical ways for you to build and or maintain your workplace’s culture of trust.
Rethinking Workforce Planning in an Uncertain World
The COVID-19 pandemic is changing – or has already changed – our collective discernment of uncertainty because of the continued unknown. Almost overnight, companies had to revaluate everything they thought that they knew to find new ways of doing business. Just like sailors navigating their vessels through stormy seas, so too can company figureheads by moving swiftly and proactively rather than simply reacting instinctively.
We are a leading Talent Strategy Consulting firm specializing in talent management, hiring processes, exit strategy planning, recruiting solutions and employee retention programs. We also have a California executive search recruiting division finding top sales, business development, marketing and operations talent. We love helping companies connect their business strategy to their talent needs.
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