Seth * posted a little controversy blog entry, justifying why job interviews are completely unecessary. In part I agree with him, even knowing that sometimes it is difficult to practice the ''let's work for a weekend'' concept that he refers. My favourite part of his post is: ''There are no ...

After we start the “Yes” folder, I normally use a technique which is not very welcome by a lot of candidates, but I keep doing it because I really think that the overall balance is positive: Phone screen interviews. Phone screen interviews are important to filter the candidates and reduce some time in the hiring process. They will give you a ...

Filtering hundreds and hundreds of candidates can take days. Reading all their resumes can be really tedious and non-productive. When I start to select my candidates, I separate them in three blocks: Yes, No and Maybe. I do it by selecting them using two criteria: essential characteristics in their resume and their approach to the opportunity. The ...

I’ve talked about this earlier, but I think this still deserves a separate post. Writing a clear and bold opportunity description can make all the difference. Normally I try to write an opportunity description that for one side is not too “open”, avoiding too many candidates and a resume flooding, and by another side, that is not too “close” ...

In the end of a hiring process, we all want the same – to choose the best candidate! Well, unfortunately, that’s not easy and fast. Most of the times, at least by my experience, that will take a lot of time, consume a lot of resources, and even though, sometimes I reach the end of a hiring process without my perfect candidate. Another thing ...

While I don't write my note 4, here is a really nice post from Johanna Rothman about puzzles and questions contextualization while evaluating candidates. Johanna is the author of one of the books I read about management: Behind closed doors. While it's not my favourite style of reading/wriiting, I liked the book, since it really teached me some ...

Following my last posts, today we'll talk about recruitment planning.A problem I normally cross over recruitment is the time the company spends on it. Time is money, and even thinking that we are spending time around the future of the company, probably, we want to do it in the most productive way, right? Plan it!Everything needs a ...

Continuing the series of posts about recruiting, today my note is: Welcome – convincing your future team member to work with you, right away! The first impression is really important. There’s nothing worst than arriving for an interview, and get the “Why the hell Am I here?” feeling.In a company where I was working in the past, one of the first ...

Some time ago, I went to an interview in a specialized recruitment company, which was leading a process for an IT staff on a well known Portuguese IT company.The conversation was interesting and the guy was nice. Even though, my first impression for their work was not good, and I only continued in the process because I knew that they were only an ...