My publish on the Core Competency/Recruiter Cellular phone Display screen created a lot of controversy and debate. Instead of trying to continue a conversation in the comments section of that publish, I wanted to post a new entry so I could address some concerns and ask for additional feedback. comments, JD’s (who I’m assuming is a Microsoft employee) hit home the most for me. His comments were critical, and, most importantly, his argument was sound,
discount microsoft office 2010 pro plus, rational, and respectful. (I bet he did well in his phone display) :) said: best part of this blog entry is the part where it admits that the recruiter is a professional who is good at finding people who fit the corporate culture. After seeing tons of candidates, seeing feedback from interviews and which candidates move on successfully, you (and your colleagues, some of whom are close personal friends) have a really good picture of what it takes to make it in Microsoft. clearly disrespectful if a candidate doesn't take you seriously. It's helpful if you indicate that it is a 'real' interview,
buy microsoft office 2010 64 bit key, as is the entire day. I've rejected a candidate due to a poor lunch interview, for example. blog entry is a little disjointed when it comes to the advice, though. Much of it seems to focus on peeves and horror stories. This just adds to the mystique that the recruiter is someone you don't want to tick off, but not that the recruiter has any value. I interviewed, I took my recruiter interview seriously, but the recruiter spent much of the time going over stuff I already knew. I indicated this subtly, but the recruiter seemed to have some script to follow and didn't deviate, and I played along. The time was salvaged by one good set of questions near the end: myself on a scale from 1 to 10 (Ok, classic; rate high but not too high, 8); then rate another developer on a scale from one to ten (harder; in my case there was a brilliant guy i had learned a lot from), then compare our strengths on a project we had worked on together (this broke me out of the script into actually describing the project, how we divided responsibilities,
microsoft office 2007 Professional code, what areas he was strong in and which ones I was strong in. In retrospect I should have anticipated this question, but I didn't). point? I've always understood the 'recruiter' interview to be like a Pass/Fail course in school. You can't make a major misstep or you're toast. But even if you ace the course, it doesn't raise your average. This blog entry does little to counteract that conventional wisdom, in fact it perpetuates it somewhat. response: JD – First, I should point out that my submit was about Cellphone Screens, not in-person Recruiter interviews, which is actually an entirely different beast. The In-person Recruiter interview was the plan for my next publish … but I’m going to have to think more carefully before writing that now. :) the main difference: display screen Recruiter Interview: Recruiters (at Microsoft) cellular phone display around 25 to 40 candidates just to make 1 hire. JD says, “I've always understood the 'recruiter' interview to be like a Pass/Fail course in school . . . This blog entry does little to counteract that conventional wisdom, in fact it perpetuates it somewhat.” You are right, and I agree. Phone Screen interview is somewhat of a Pass/Fail situation. The Recruiter always concludes the cell phone interview with a recommendation on how to proceed with the candidate. Depending around the situation, the Recruiter may have the authority to move a candidate to the next step or decline them – just solely based on their own evaluation. In other cases, the Recruiter sends the recommendation to the Hiring Manager, who makes the Yes/No call. The Hiring Manager may or may not agree with the Recruiter’s assessment. yes, in the simplest terms, the cellular phone display is Pass/Fail. There – I said it. said, I talk to many candidates who ROCK around the mobile display, but I have trouble matching their experience with an open position. Sometimes this takes months or even years. I know a few of our readers have cellphone screened with me, and this situation has occurred. I’ve told them as much, and they know who they are. :) Recruiter Interview: I’ll talk about this one in more detail later, but I have to disagree with JD’s assertion that this is pass/fail interview. First, we’ve already invested time,
microsoft office 2007 Standard keygen, money, and faith in you to invite you for onsite interviews. We want you to do well. We really, really do. the In-person Interview, the recruiter asks Core Competency questions, but he/she is looking for potential trends (positive and negative) that may emerge during the interview day and wants to ensure he/she keeps a close eye on those issues so the candidate can get a fair shot. The In-person Recruiter Interview also comes back later in discussions involving hiring decisions and compensation with the Hiring Manager. Most interviewers aren’t privy to those discussions,
cheap microsoft windows 7 license, but having knowledge of the candidate from the morning interview is critical for the Recruiter to be a valued consultant. also says that his “recruiter spent much of the time going over stuff I already knew.” Here JD is talking about the Recruiter Prep discussion, not an actual interview. We know the stuff we’re telling your in preparation is common sense, but we want to reinforce this advice … especially since many candidates are really, really nervous. This dialogue usually helps calm people and allows them to focus around the day. that probably won’t change, but I’ll talk about this more in a future post. point? So, yes, while my publish was intended to be a laundry list of “peeves and horror stories,” I was trying to make a point. I just don’t think I did it very well. my list included generic examples, but I see these things all the time. What I didn’t do a good job of was tying these examples back to the “why” we ask the questions we do. instance, many people have worried that talking too much when nervous could piss off a recruiter. That wasn’t may point at all. In fact, nervous talk comes across entirely differently from oblivious talk, and I can tell the difference. I would never ding someone for being nervous. In fact, I think it shows just how important the interview is to the candidate, and if anything, I’ll go easier on them. The “oblivious talk” that I speak of is a major concern because this indicates (and has been shown through example) that a person who does this will tend to act this way in a work setting. was another thing Zoë brought up, and again, I don’t think we got the point across on that one. Yes, knowing how to use resources and look up the correct answer is how things work in real life. Putting your hand over the receiver and repeating the question in a muffled voice to your friend (and then telling me you are alone) is not cool. This indicates the candidate is not thinking for themselves and leads me to question how they would approach similar situations when on the job. more – Zoë also talked about not being distracted when interviewing. Again, there is a big difference between someone who paces when talking on the phone (I do, too!) and someone who orders their Grande Mocha at Starbucks while interviewing. steps - I feel guilty, quite honestly. I feel like my publish was a disservice to candidates and other recruiters. Interviewing is a serious topic so I should have taken my submit more seriously and been more careful in my crafting and wording. here’s what I’m going to do. Like in school, I’m going to rewrite this paper. Please (in a polite manner) post additional questions you have in the comments section, and I will follow-up with a thoughtful submit addressing your concerns. for reading and please keep the feedback coming. (But also be aware I’m prone to cry really easily.) :) I have 60 unanswered messages in my inbox right now. Sorry to all of you still awaiting a response from me! I’ll get back to you as fast as I can.
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