A: Another thing that hurts some applicants is their formatting, or lack of. People will put on their resumes the university they attended but they don’t list the degree. This is a huge problem because I am left unsure whether they graduated—and most positions require candidates to have a bachelor’s … [Read more...]
FAQ's HR Tips & Techniques
Q: Is it effective to include every detail on a resume?
A: I have done a number of searches for HR directors and I’ve been surprised at how many of them neglected specifics on their resumes. Terms such as “staffing” or “recruiting” were not included, so I had no idea what experience they had in this area. On the other hand, I have also experienced some … [Read more...]
Q: What is the benefit of a panel style interview?
A: I like panel interviews best when dealing with executive level positions compared to entry-level positions. I observe how the candidate addresses and speaks to the whole panel because speaking to groups will also be a part of their job. I recommend doing both panel and one-on-one interviews for … [Read more...]
Q: How does the feel of an interview change when it is one-on-one and not by telephone?
A: In one-on-one interviews, I can see the person’s characteristics come through. There is more time for sharing stories and I have the chance to get to know the candidates better. It is easier to have more of a conversation with the candidates and I can see how they handle themselves. And when it … [Read more...]
Q: What do you look for when conducting telephone interviews?
A: I have to listen for enthusiasm and the person’s tone of voice more when conducting phone interviews zovirax price. You can’t see facial expressions so it is harder to get a feel for the person’s personality. As a result, I also focus more on their knowledge because I really concentrate on what … [Read more...]
Q: What really helps a recruiter begin an executive search?
A: As a recruiter, the most important thing for me is to really get to know the organization completely. I like to understand all of the agency/company’s divisions, functions, visions, and so forth. I really work with management to find out what they are specifically looking for in their next … [Read more...]
Q: Why do you recommend a checklist of physical activities in your job descriptions?
A: Although it can be kind of a lengthy section, I have found a checklist of all the physical activities required on the job to be very helpful. If frequent lifting, carrying, kneeling, and so forth are part of the job, they go on the checklist at the end of job descriptions. It is an excellent … [Read more...]
Q: What situations can arise from not training staff on sexual harassment?
A: A great illustration of why sexual harassment training is so crucial is a mishap at a summer camp program. At typical summer camps, the ages of staff range from 16 to 25 years old. At the camp in question, one of the older male counselors consistently made passes at a younger female counselor, … [Read more...]
Q: Why is sexual harassment training beneficial for your company/agency?
A: I’m an advocate for the actual training sessions because most people don’t fully read policy handbooks and over the years they may forget about the written sexual harassment policy. So, by refreshing employees’ minds every few years, it reflects positively on companies/agencies because … [Read more...]
Q: How often should my company provide sexual harassment trainings?
A: It is so important to do sexual harassment trainings. If you look at almost any newspaper, you’ll see numerous incidents that could have been prevented by sexual harassment training. Since the 1990s, Connecticut has passed laws stating that companies of a certain size have to train … [Read more...]
