Here are steps to save you time and get your meeting back on track:

1) Create a clear agenda that is shared with the team prior to the meeting. Stick to the agenda.

2) Take control of your attendees; tell them when an issue should be tabled or discussed at a future time.

3) If you are an attendee, suggest that the leader get back to the agenda.

Ask a question that relates to the agenda. Consider using a statement beginning with ‘getting back to item #2 on our agenda’…

As a last resort, consider removing all chairs from the conference room. You’d be surprised with how quickly the meeting will end!

Want A Few More Minutes?

We can help save you time. Consider tasking some of your responsibilities, such as sourcing, to an outside service provider such as GetMeTheRightJob.com.

When you interview your candidates, do you come across as the ultimate overlord with the job seeker as a mere pawn in your game? If your questions are charged with negativity, and you make your candidates feel a combination of discomfort, anxiety and fright, you have developed the structure for a Hunger Games interview.

Interviewing is naturally an uncomfortable situation. Your questions should not amplify the situation. In addition, creating a Hunger Games style interview instills the perception that yours may be a negatively charged work environment. Is this the perception you want for a person to whom you may extend an offer and one day may be your co-worker?

Here are a few tips to help create a positive, enjoyable interview environment:

1) Take a look at your standard list of questions, do they get the information you need in a positive way? If not, find a way to rephrase them.

2) If you’re not at your best today, take a few moments to think positive thoughts. Remind yourself of something that recently made you laugh. Smile; enjoy yourself. Remain likeable.

3) Don’t constantly look at your computer screen or cell phone. Treat the job seeker with respect.

4) Remember the last time you were on the other side of the interview desk.

These tips should help you provide a positive impression . . .  and help keep the slinging of arrows to the grounds.

© 2012 Get Me The Right Job

We have some ways that just may help you relieve some of the pain of sourcing.

1. Make sure the job title is the right title
Job titles are often set in an attempt to standardize pay grades. When you post these titles, are they meaningful and similar to what job seekers are using? Try changing your search from an employer to a job seeker with responsibilities that match the position. This illuminates title consistencies that will help you find a candidate faster.

2. Know the salary range in your area for this position
Salary ranges fluctuate with positions, quality of candidates, location of position, benefits and more. You need to research hiring trends in your area for similar positions and organizations. The last thing you want to do is waste your time and lose high quality candidates, only to later discover that your salary information is out-of-date.

3. Look in the right place
Are you spinning your wheels, not finding the right candidates? Are you posting your position on Monster when everyone is on Career Builder? Don’t post and run. Take a look at candidates and positions that are listed on these sites. Make certain your position is on the right portal. Also, include social media as part of your search strategy. Tweet it.

4. Obtain guidance
Do you have the most up-to-date information on systems and techniques that are currently in use and planned for the future? Technology changes quickly. Meet with a consultant to adjust and add value to your sourcing process.

5. Out-task
Sourcing alone can be outsourced. Work with a team that will match your needs within your budget.

64%*

The number of employers (responding to the survey) that do not know how many qualified candidates are in their own ATS database.

* Candidates responding to an on-line survey by TalentDrive, from www.weddles.com accessed April 9, 2012.

Then, you blow it.

That one question; that one answer. Now what. You moved on from that question, yet you’re replaying it in the back of your mind.

How do you recover and get the interview back on track?

First, let it go. Stop reliving that question and answer. Don’t let your concern show because you must not let it interfere with current and future questions. The good news is you are still in the interview and you can get it back. In order to get the interview back on track, you must focus on the present.

Second, take a reading of the room. Has the energy come out of the interviewer or do they appear to be uncomfortable?

Third, adjust your energy level accordingly. When answering the question at hand, use your response to either relax or invigorate the interviewer. If they are anxious, takes steps to relieve them, tell them a story, give them an answer using a relaxed tone. If they appear bored, increase your level of excitement and energy, use your arms, face and voice.

Finally, ask questions that alleviate or diffuse the situation. As we know, near the end of the interview we are always asked if we have any additional questions. Do not take this opportunity to relive that difficult question. Use this as an opportunity to further alleviate the interviewers mindset.

Most Importantly – Leave them with a GREAT final impression.

Keep them informed
Information is power. Information provides them with insight into the bigger picture and makes them feel as though they an integral part of the organization. Being left in the dark is only good for mushrooms.

Appreciate them
Let them know that they did a great job. More than that, let them catch you telling others about the great job they did. But, don’t overdo it. Overdoing it appears both disingenuous and self-serving. Click here to read more on this subject.

Give them the right tools
Give them access to the tools they need to get their job done. This improves efficiency and helps streamline the position. Let them know that if they do streamline their positions and are ready for additional responsibilities that this is not code for ‘let’s eliminate the position’.

Let them go, kindly
If they do reach a point where they want to move from this position, support their promotion. This will help the employee, your organization and yourself. How does this help you? Your position will suddenly become one that everyone wants. You’ll suddenly have employees that are fighting to work for you.

http://blogs.hbr.org/cs/2012/04/transparency_is_the_new_leader.html

The attached webinar focuses on streamlining the hiring process; quality vs. quantity, grabbing the quality candidates, sourcing, qualifying, interviewing and on-boarding. We answer questions to these and more of your concerns.

To catch a replay of this webinar, click here ==> http://readytalk.com/v/gdsbi1

“Tell me about the person who was last in this position.”

Recently, a Hiring Manager was not at all prepared for this question, frankly, she became unglued. She started stuttering, blinking, twitching and anxiously shuffling papers. Finally she was able to compose herself enough to say, stammering, “well … well… well… let’s just say she’s not with the company any longer.”

Are your hiring managers exhibiting such behavior? Would you know if they were?

When interviewing, you expect candidates to answer their questions quickly and precisely, to be prepared. How prepared are you to answer some of your candidates tough questions? You’re probably thinking “I’ve interviewed people for years, no questions surprise me anymore”, but can your Hiring Manager say the same thing?

Hollister is a traditional company manufacturing disposable medical supplies which serve customers in over 90 countries. The current employee count is between 3,000 and 5,000 globally. 100-250 of that count work in IT. The Customer Collaboration Technologies department has 10-15 employees located both in the Corporate office and throughout Europe.

Randy Klingner, Director of Customer Collaboration Technologies and Adam Barr, Manager of Digital Applications of Hollister have put together the following videos to help you figure out if this is the RIGHT JOB.

Click here  to view details and apply for the great opportunity available at Hollister!

Randy Klingner of Hollister

Adam Barr of Hollister

ARE YOU READY TO APPLY? Click here