Recruiting & Being Recruited!
Traditionally, the second quarter of the year is when the region's broadcast community introduces new jobs into the market.Theory has it, that it’s influenced by new releases in technology targeted at major trade shows globally in order to secure major contracts and product orders well before the end of the calendar year.
If you’re reading this as an employer or budding career jockey, then the following may be of interest.
COMMON TERMINOLOGY
Firstly, there is some common terminology used in recruitment, so by its understanding you’ll be able to compartmentalize the process.
“Applicants” are those who apply to a job, but after consideration they may become “Candidates”. After interviewing there maybe up to three “Short-listed Candidates” after which a “Referee Report” is tabled and the “Appointee” is awarded the position of “…….”, confirmed by a “Letter of Offer” and/or “Contract of Employment”, depending upon company policy.
Although there is more to recruitment, these are the basic milestones.
NOTES FOR THE CANDIDATE
Resume Layout
Don’t use a generic covering letter for all positions you apply for. Highlight all the points from the advertisement, or “Job Description”, then, indulge yourself with legitimate references to the position you are applying.
Page “1” of the resume is the summary page listing Dates, Positions and previous Employers, one per line. This is the reference page for the reader.
Page “2” contains the latest or current position. All other positions follow thereafter.
Rule of thumb is that the last five years will contain more information than the proceeding years, so the information starts to decrease as page numbers increase.
Emailed Resumes
Use logos of previous employers and hyperlink them to their website. This provides the reader easy access to the company’s line of business.
If you intend to present a show reel, park it on a remote server and link it back to your resume. If you have a website with your resume parked on it, do not use it as your initial application, as it will indicate a generic response to the position, not a purpose built application.
Without exception, the attached resume file should contain your name(#) as part of the file name.
Current internet software is blocking “resume.doc” generic files, so tag it as (# Resume.doc). Think of your resume as luggage on a journey, so don’t lose it.
Before emailing, inspect it for visible omitted or inserted changes from the WORD feature and before sending it, open it to ensure that it is THE document you are sending!
Keep any graphics to a minimum file size.
Finally, and most importantly, keep the pages of your resume to within ten pages. The recipient of your resume has no doubt read “Gone with the Wind” already.
THE INTERVIEW
Upon forwarding your application, listen to the outgoing messages on your mobile and home answer machine, and ask yourself are these appropriate messages from a job seeker? They are your first impressions prior to an interview.
Take to the interview (for your reference) a written list all your relevant experiences and a list of questions that you believe need to be answered.
Also take written references or documents that will support any claim you believe is important. Present them if the time is appropriate.
Always research the company as well recent news items and arrive no sooner than five minutes before the appointment … with your mobile phone switched “Off”.
NOTES FOR THE EMPLOYER
Handle all received applicant information with the same duty of care as internal confidential company information.
Government “Privacy” legislation laws (globally) recognise the trust placed on you as the custodian of documents deemed as Resumes or CVs. The storage and management of such information and disposal of it warrants no less than a company policy around it.
It should also cover an applicants request to remove such data, by hard and soft copy and the process governing it.
Although regional laws may vary, you are duty bound to secure their approval prior to forwarding their details to any third party or even divisions within your organization.
If you engage a third party to recruit for you, ensure that they are accredited under a code of conduct established by organizations such as the RCSA in Australia. They are your representatives in the market and carry your reputation with them.
The Interview
Establish a “Standard” interview environment, and de-stress it before starting.
If all candidates are interviewed under the same standard, then their individual responses are better gauged.
To achieve this;
- State the anticipated length of the interview upon greeting the candidate. This will confirm a time frame in regards to their ability to attend other appointments.
- Re-assure them that their information is held in confidence, particularly if they are employed by a competitor, supplier or client.
- Brief the candidate on the structure of the interview. i.e. “I’ll give you an outline of … then we’ll go onto …..”
- If jackets are not necessary, provide the candidate the option to be more comfortable.
- Provide a jug of fresh water and offer it upon arrival. Be sure that glass numbers on the tray with the jug are representative of only the interviewer/s and interviewee. If glass numbers represent a greater number, it may be assumed that there is a succession of interviews behind them.
- Ensure distractions and interruptions are eliminated. Hold all unnecessary calls and switch off your mobile in front of the candidate allowing him/her to do similar.
There are a number of interview techniques that may be used including, traditional, behavioural, panel and team, to name a few. A combination of some, or all are recommended. Feel free to contact the author of this article for additional information.
Stay clear of those questions that are covered by discrimination such as race, marital status, colour, sex, religion, national origin, disability, marriage, and even in regards to starting a family etc.
Besides the potential liability, your organization’s reputation is on the line.
Recruiting staff should be a rewarding experience for the employer and candidate as both have invested significant personal and financial resources to the process.
Every new employee will bring a cost to your operation, so how they cover their cost plus potential profit through their ability and knowledge is pre-determined from the interview.
Be sure you have the “best available” candidates from which to select. If you interview only two or three times a year engage others with greater experience into the recruitment process.
Whether it’s by outsourcing or internal means, additional skills in sourcing and interviewing will improve dramatically the longevity of staff and company profitability.
posted by Karl Jansson @ 8:00 PM
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