The Recruiter's Review

Employer's Edition: The Human Side to Interviewing - Be Human to Another Human!

Send us Fan Mail [https://www.buzzsprout.com/2138795/fan_mail/new] “Everything you do teaches people about you.” My wife coined that saying and lived by it as a career elementary school teacher.   Remember that as you go through life. Interviewers, hiring managers and related, everything you do or don’t do when it comes to interviewing another person says a lot about you. I had an interviewing situation that reminded me of the human piece to hiring. We, both recruiters and the hiring team (manager, TA and HR) sometimes forget that in the middle of this “transaction” is a real life human being.  I want to relay the lessons both my hiring client and I were reminded of.  Tune in to this short but eye opening and a much needed reminder to the human and emotional side of your candidates.  And now, another Employer’s Edition of The Recruiters Review. The Recruiter's Review. Real Talk, Real Advice. Find me on LinkedIn, linkedin.com/in/pat-mingarelle-6369b63 [https://www.linkedin.com/in/pat-mingarelle-6369b63] Visit National Register USA at  https://www.nr-usa.com [https://www.nr-usa.com/]

Employers Edition - The Fluid Nature of Talent Acquisition

Send us Fan Mail [https://www.buzzsprout.com/2138795/fan_mail/new] In this episode, I will be discussing the fluid nature of recruiting, and how some hiring managers and/or those in talent acquisition try to keep their recruiting process static.   When a hiring manager tells me, “Send me your top two” , it is a flag to me that this manager may not be fully aware of how fluid recruiting is, nor are they aware that what they think is saving them time may actually cost them more time.  Like a sports team top ranked on Friday ends up lower in the polls on Monday.  More so, “candidates” are not a commodity, “stacked in a warehouse awaiting shipment to an interview." And we have all heard the saying that people change.   While a person in an interview process doesn’t really “change” overnight, sometimes their situations do.   When a company stops interviewing before a position is filled because they feel they have found their ideal candidate, they may be in for a big setback if something changes with their lead candidate.  To adapt to the fluidity of recruiting, plan ahead for interview process surprises and stay fluid, yourself.   Tune in for this next "Employers Edition" of The Recruiter’s Review. The Recruiter's Review. Real Talk, Real Advice. Find me on LinkedIn, linkedin.com/in/pat-mingarelle-6369b63 [https://www.linkedin.com/in/pat-mingarelle-6369b63] Visit National Register USA at  https://www.nr-usa.com [https://www.nr-usa.com/]

Employers Edition - Salaries and Offers

Send us Fan Mail [https://www.buzzsprout.com/2138795/fan_mail/new] Are you experiencing job offer turn downs due to salary?  This episode discusses how to avoid those turn downs!  Since my last episode regarding the employment market demographics and thin talent pool, several of my listeners and clients asked me to visit salaries.  I had a very good episode for the candidate side on how to negotiate salary, but I am realizing that many employers need some help in this area. In this edition, I will be discussing the importance of ensuring that salary expectations can be met, and how and when to approach the subject of salary with the candidate. As well, when to approach it internally if you find that your salary range is not market competitive.    I actually got the motivation for this episode when a client’s TA manager called me and asked me for some advice.  She had taken a candidate all the way through an interview process to be faced with having to present an offer to her candidate that would be a pay cut.  The advice she was given internally was to present the offer and if the candidate really wanted the job, the individual would accept the offer.   Well, sure enough, the job offer was declined.    I will give you my insights and how I see success in this area with my hiring clients. Tune into another Employers Edition of The Recruiter’s Review! The Recruiter's Review. Real Talk, Real Advice. Find me on LinkedIn, linkedin.com/in/pat-mingarelle-6369b63 [https://www.linkedin.com/in/pat-mingarelle-6369b63] Visit National Register USA at  https://www.nr-usa.com [https://www.nr-usa.com/]

Employers Edition - Market Overview, The Demographics Behind The Thin Talent Market

Send us Fan Mail [https://www.buzzsprout.com/2138795/fan_mail/new] An Employer’s Edition of The Recruiter’s Review! In this episode, I will give an overview of the market itself to include trends and a few key demographics any hiring professional needs to know so they/you can take action if you want to win in the ongoing war on talent.   We received so many great reviews from our last twenty-four episodes, both from candidates and employers.   Just as my employer listeners learned from my candidate episodes, I encourage anyone who is actively on the job market to listen in to my employer episodes.   At some point, I am going to host a few candidates I have worked with, who can weigh in and can let the employers know what helped attract them to their new employment homes through the interview processes. The Recruiter's Review. Real Talk, Real Advice. Find me on LinkedIn, linkedin.com/in/pat-mingarelle-6369b63 [https://www.linkedin.com/in/pat-mingarelle-6369b63] Visit National Register USA at  https://www.nr-usa.com [https://www.nr-usa.com/]

The Final Interview, Your Final Performance

Send us Fan Mail [https://www.buzzsprout.com/2138795/fan_mail/new] This is a special candidate side episode before I release The Recruiter’s Review: Employer’s Edition (coming this fall). As I move into the Employer’s Edition, I will still provide more of these strategic candidate topics. If there is a topic you wish me to air, email me or send me a message on LinkedIn. The material in this episode has been inspired by a few final interviews I have seen or heard of NOT going to an offer this year.  As I said in "The Pendulum Swings" episode, we are no longer in that job market where it’s an easy and quick one or two interviews and an offer is made. Rather, we have returned to very traditional interviewing with multiples steps and a final interview that is truly a FINAL INTERVIEW that is not guaranteed to result in a job offer.   I recently filled a position where the first finalist blew his final interview. Personally, I thought he was the ideal hire. But no matter what I said, I could not shake my client’s concern in what they call a very lack luster final interview with the CEO.   How to win in the final interview? Tune in for another episode of The Recruiter’s Review. The Recruiter's Review. Real Talk, Real Advice. Find me on LinkedIn, linkedin.com/in/pat-mingarelle-6369b63 [https://www.linkedin.com/in/pat-mingarelle-6369b63] Visit National Register USA at  https://www.nr-usa.com [https://www.nr-usa.com/]