Networking-Forums.com

Desperate Recruiting: The yada, yada, yada interview

[html]

Question Hiring great people is a noble goal but it raises two challenges: how to attract candidates with those rare, valuable qualities into your pipeline, and how to identify them in the interviewing process when everyone is telling you how talented, motivated, curious, and ethical they are (yada, yada, yada). Desperate recruiting doesn’t work! How do we get past all that so we really know who we’re hiring? How do we avoid hiring in desperation? Nick’s Reply Let’s talk about two fatal flaws in the entire recruiting and hiring process. First, we try to attract people when we need them.

Join us for discussion! Desperate Recruiting: The yada, yada, yada interview

                              

Question

Hiring great people is a noble goal but it raises two challenges: how to attract candidates with those rare, valuable qualities into your pipeline, and how to identify them in the interviewing process when everyone is telling you how talented, motivated, curious, and ethical they are (yada, yada, yada). Desperate recruiting doesn’t work! How do we get past all that so we really know who we’re hiring? How do we avoid hiring in desperation?

Nick’s Reply

Let’s talk about two fatal flaws in the entire recruiting and hiring process. First, we try to attract people when we need them. That limits us to rushed “just in time” recruiting methods that don’t work well. That’s desperate recruiting.

Second, these methods elicit rote responses from candidates who apply for jobs almost indiscriminately. We’ve all seen it — candidates with the “I’m your (wo)man” smile on their faces.

As you note, that’s the “Yada, yada, yada” interview. You can spend the entire time talking interview in your office when you could be talking shop in the real world.

Find and enter their