Archives For Bob Framarin

Just like every superhero needs a title, so does every job or position that you are recruiting for.  As the main searchable component for your job ad, having the wrong title could be your kryptonite.

With the huge surge in superhero movies lately, I figured I would take a stab at addressing the whole name and title issue.  One of the first Marvel comic book series ever created was the story of the Fantastic Four.  Four scientists were sent to outer space to conduct a mission and during the mission, came into contact with cosmic rays.   These cosmic rays forever changed the four scientists by giving each of them a unique power.  There was Sue Storm, who gained the ability to make herself transparent leading her to call herself the “Invisible Woman”.  Her brother, Johnny Storm, found himself with the ability to surround himself with flames and called himself the “Human Torch”.  Not bad so far but here is where it gets a little misleading.  Reed Richards gained the ability to stretch his entire body into different shapes and sizes.  Now, instead of going with the obvious choice of “Elastic Man”, he decided to go with “Mr. Fantastic”.  The fourth and final scientist obtained the unique ability that gave him super human strength hidden underneath a rocky shell.  While “Super-Human Strong Rock Man” has a great ring to it, he decided on the name “The Thing”.

Recruiting Superhero

So, how do poorly named superheroes fit into the world of recruiting?  If your job title does not match your job duties, you are going to have a hard time getting the right person to apply.   Having the wrong job title or job name can confuse likely applicants.  If you are looking for an Account Manager but your job description reads more like a Sales Representative, the right people won’t apply and your recruiting efforts will be unsuccessful.

Let’s stick with the examples from the top of the page.  If I were to lay out the abilities that Mr. Fantastic has, it would look something like this:

  • Can stretch to impossible lengths
  • Can take the shape of most objects
  • Elastic properties
  • Super strength

Now, if we didn’t know the name of this superhero was Mr. Fantastic, based on what is highlighted here, what would we call him?  My guess is Mr. Fantastic wouldn’t even be one of the top 100 choices.

If we do the same thing with the Human Torch:

  • Can surround himself with fire
  • Has the characteristics of a torch
  • Looks Human
  • Can Fly

Do you think someone would have stumbled upon the name “Human Torch” rather quickly?  I think so.

Think about the two examples when creating a job ad.  If the title of the job doesn’t match up with the skills and experience the job requires, you will get a lot of applicants that are unqualified for the job.   If you are looking for a woman with transparent qualities, the job title should be “Invisible Woman”…not the “Thing”

Consider a small business that is experiencing some growing pains.  As the business owner, you know that you can not continue what you are doing without adding to your team- You need to add to your team.  Piece of cake right?  You’ll put an ad in a local paper, or ask your friends if they know anyone who is looking.  You might get some people to respond to the ad or your friends might have some connections but how do you know if they are the right fit?

Interview Steps

Do these hiring pains sound familiar?

If you exhausted all of your resources, what do you do then?  Well, believe it or not, finding qualified people is just one of many pains a growing or established company may face.  If you think the recruiting and hiring process is simple, consider some of the hiring “pains” below:

  • Not finding enough candidates
  • Not finding the RIGHT candidates
  • Not enough time to sort through resumes/candidates
  • No established recruiting process
  • No idea where to advertise
  • No clue on how to use social media to promote the position/company
  • No clear understanding of the job you are hiring for
  • No place to store and look at resumes
  • Not comfortable with using outside resources
  • Not comfortable making an offer
  • No idea what the person/position is worth
  • No sure how to run background checks or assessments
  • Unaware of the online reviews of your company

Lists can be scary especially when every bullet point starts with “no” or “not”.  This list is not meant to frighten you but to make you aware.  Even though you may THINK you have an idea on how to recruit, there are always some issues that arise.

The best way to heal these pains is to attack them head on and have a hiring plan or process.  If you already have a process but are not as successful in your hiring as you would like to be, take a step back and find out if one of the above mentioned is an issue you have.

Thank you for applying to ABC Company. Attached to this application you will find a personality assessment. Please answer the following questions and press ‘Finish’ upon completion.

At one point or another, we’ve all had to fill out an assessment while applying for jobs. There are many types of assessments that are all designed to evaluate an individual’s attributes and characteristics.  The purpose behind administering assessments of this nature is to identify a candidate’s compatibility with the company.

https://www.canva.com/design/DABFuCdTq4E/ACabRb0W9Cq3zJIja7jUgw/view?&utm_content=DABFuCdTq4E&utm_campaign=designshare&utm_medium=link&utm_source=sharebutton&cc_from_uid=UAA56mMFEPs

If a prospective employer handed you an assessment, how would you answer the following question:

“How would you describe your work style?”

A) Hard Working

B) Stays Late

C) Goes Above and Beyond

D) Lazy and Won’t Help Others.

If given this prompt and accompanying set of answers, which would you pick?  It’s very safe to assume that your answer would either be A, B, or C.  Now that we’ve established that D is out of the running; three responses remain. Which one are you?  Are you the “Hard Worker” who is diligent in carrying out your tasks and duties?  Are you the “Late Stayer” who is the first to volunteer for projects that require long nights at the office—even if it means picking up the phone to let your spouse know that they shouldn’t wait up for dinner?  How about the employee who “Goes Above and Beyond”?  Does that phrase describe you to a “T”?

In the eyes of the employer, A, B, and C are all acceptable answers. But out of these three responses, which one should you pick? The answer that honestly describes you? Or the one that you want to describe you? This is a struggle that most candidates face when taking an assessment. There are multiple answers that seem right; but which is the best?

Let’s say you go the route of choosing the responses that make you look like the model employee. You answer all of the questions with what you know the employer wants to hear (i.e. comes in early, stays late, can work multiple projects at once, or my personal favorite, very organized).  I, as the employer, just found the greatest employee in the world; and without hesitation call you in for an interview. You land the interview and then what? You start getting asked to give examples of when you had to be organized or when you took on multiple projects.  As a result, you bomb the interview because you can’t give examples that back-up your claims; even though the answers you gave on the assessment said you excelled at all of those things.  Now you’ve not only wasted your time, but the employer’s time as well.

Let’s look at the other end of the spectrum.  What if you decide to answer the questions truthfully?  Are you going to hurt your chances of getting the job if you don’t strongly agree or disagree to a particular question?  These are internal questions that candidates struggle with all the time.

So what do you do?  Two words:  Be yourself!  For most assessments, there is no right or wrong answer. Instead of worrying about making yourself look like someone else, make yourself look like YOU.   Wouldn’t you rather be considered for a position with a company that likes you for who you are? When going into a personality assessment, it’s always important that your answers are in line with your values and reflect the real you. In doing so, both you and your prospective employer will find a perfect fit.

Using a recruiter can be a great way to save you time, energy and resources when hiring. We all know it’s not a quick (or easy) process, but sometimes you just need a little help. Is using a recruiter hurting you more than helping you? That scenario is definitely possible. Keep reading to figure out if your recruiter is a pro or a con.

using a recruiter hurting Quiet, monotone, unenergetic, negative, mean and even down right rude.  These are the perfect adjectives to describe the next Bond villain but maybe they aren’t perfect adjectives to describe your recruiter. If the aforementioned adjectives could be used to describe your recruiter, it’s highly likely using a recruiter is hurting your chances.

As a candidate who is interested in a position within your organization, I want to work with a recruiter who I wouldn’t mind seeing in the office every day. If your recruiter is kind, friendly, helpful and really organized, you can bet they are helping you hire. Remember, job candidates are screening you too. You need to put your best foot forward from the very beginning.

A recruiter within an organization can wear many hats, but their number one job is to present you with qualified candidates.  The recruiter was hired to hire!  Through a set of processes, they present qualified candidates to the decision makers of the company. There are a number of pro tips and tricks we’ve compiled over the years we’ve been helping small and medium businesses hire.

Let’s look at the things that will hurt you more than help you:

  • Your recruiter has a bad attitude or bad vibe
  • The recruiter isn’t excited about the company or position
  • The recruiter isn’t selling the opportunity
  • The hiring managers don’t trust the recruiter’s decisions
  • The hiring managers aren’t seeing qualified candidates
  • There is no recruiting process or organization
  • The recruiter isn’t following up with candidates

If any of those sound familiar to you, using a recruiter is hurting you when trying to hire. But don’t worry too much. Using a recruiter isn’t always bad, and it can actually be extremely efficient and helpful!

Here are the things that will making using a recruiter helpful to your organization:using recruiter helping

  • The recruiter answers the phone as if they are the one interviewing
  • The recruiter always has a positive attitude
  • The recruiter presents the company in a positive and professional manner
  • The recruiter keeps detailed notes in a database
  • The recruiter is excited about the job and company
  • The hiring managers trust the recruiter’s decisions
  • The recruiter gives the candidate feedback
  • There is an outlined and consistent process including follow up

Does that sound familiar? We hope so. Because that means your recruiter is absolutely helping you make the right hire!

Using a recruiter is something many people are on the fence about because they don’t want to find themselves resonating with the first list. The question isn’t necessarily whether or not you should use a recruiter, because clearly they can be very helpful, but it’s about finding the right recruiter. You want one that’s going to help, not hurt. They’re out there. You just have to be selective.