All posts tagged: hiring

Scott Ragusa–Hiring Hero of the Week

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Meet this week’s Hero of Hiring–Scott Ragusa of WinterWyman. As Chief Executive Officer, he leads the firm’s planning initiatives, chairs the executive team, and oversees WinterWyman’s strategic direction and daily operations. He also serves on the company’s board of directors. Under Scott’s leadership, more than 23,000 people were put to work in just the past decade, including more than 2,700 in 2018. This has contributed to consistent year-over-year revenue growth since the last recession, along with a 120% increase in the past decade. It should be no surprise that WinterWyman has received accolade upon accolade. The list includes an 11-time Boston Globe Top Places to Work winner, 16-time Boston Business Journal Largest Temporary Placement Firm awardee, 11-time Boston Business Journal Largest Executive/Contingent Search Firm awardee, 5-time Best of Staffing winner for both client and candidate excellence with NPS scores of 62.5% client (industry average 11%) and 55.1% candidate (industry average 24%).

Scott’s contributions to the greater good extend beyond the business world. He raised close to $25,000 as part of the 2018 American Cancer Society’s Real Men Wear Pink initiative, the top amount for the Boston chapter.

Thank you Scott for the heroic work you and your team do each day!

You can connect with Scott on LinkedIn and Facebook.

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ABOUT THE HEROES OF HIRING

We’ve all heard it said that a company’s most important asset is its people. When we say we love a company, what we’re really saying is we love the work being done by the exceptional people in these organizations. Talented employees who do outstanding work are the secret ingredients that make their companies great. That’s why recruiting and hiring is so important. Each person involved in the hiring process is influencing the future of their company. These individuals are also impacting one of the most important aspects of people’s lives—their careers. The individuals who play a role in the hiring process are changing companies and lives, making hiring a heroic act.

The hiring heroism of a select group of people goes above and beyond. These unsung hiring heroes are making a lasting difference on a grand scale. That’s the reason for this distinction—the Hiring Hero of the Week. The hope in bestowing this honor is that people across the globe can celebrate and learn from these truly amazing human beings.

Scott WintripScott Ragusa–Hiring Hero of the Week
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Pam O’Connor–Hiring Hero of the Week

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This week’s hero has impacted people across the globe, helping fill jobs that improve and save lives. She’s Pamela O’Connor, the Chief Human Resources Officer for Hoyos Integrity Corporation, a secure communications company headquartered in Fort Lauderdale Florida. As a global HR leader, Pam has led the hiring of top talent for emergency relief positions around the world, applying her skill at finding people with the perseverance to perform under pressure and extreme circumstances. She has improved time-to-fill, reducing this metric by more than 45% as a result of initiatives that have significantly increased employee referrals. Employment engagement has also grown under Pam’s watch as she’s overhauled global compensation systems to better align employee expectations with the value they bring to their roles.

When asked about her philosophy on recruiting and hiring, Pam said, “I believe in hiring people not just for the current opening, but with the next two jobs they’ll hold in mind as well.” This career minded approach to recruiting along with aligning company strategy with talent acquisition strategy has made lasting impacts. These impacts include making better hires who align well with company goals, reducing talent acquisition costs, and improving employee retention. Thank you Pam for the heroic work you do each day!

You can connect with Pam on LinkedIn.

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ABOUT THE HEROES OF HIRING

We’ve all heard it said that a company’s most important asset is its people. When we say we love a company, what we’re really saying is we love the work being done by the exceptional people in these organizations. Talented employees who do outstanding work are the secret ingredients that make their companies great. That’s why recruiting and hiring is so important. Each person involved in the hiring process is influencing the future of their company. These individuals are also impacting one of the most important aspects of people’s lives—their careers. The individuals who play a role in the hiring process are changing companies and lives, making hiring a heroic act.

The hiring heroism of a select group of people goes above and beyond. These unsung hiring heroes are making a lasting difference on a grand scale. That’s the reason for this distinction—the Hiring Hero of the Week. The hope in bestowing this honor is that people across the globe can celebrate and learn from these truly amazing human beings.

Scott WintripPam O’Connor–Hiring Hero of the Week
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Interviews Are Rooted in Lies. Here’s How to Stop Participating in the Deception

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It has been said of some salespeople that you can easily spot when they’re lying–their lips are moving. Salespeople aren’t the only ones giving lip service to the truth. Job interviews are frequently built on one or more lies.

The lying is happening on both sides of the table. Candidates misrepresent their abilities. Companies overstate the facts. Both parties omit details.

The farcical dance that defines many interviews undermines effective selection. Candidates accept ill-fitting jobs based upon incomplete information. Companies end up having good interviews that turn into bad hires.

Are the lies told by candidates and companies intentional? Sometimes. Often the deception is unconscious. People are simply doing things the way they’ve always been done, unaware of the consequences.

Stopping the deception requires understanding and interrupting these lies. Let’s take a look at some of the different types of lying common in the hiring process.

Omission
Lies of omission are the most common as people leave out details they believe could become a deal breaker. Candidates choose not to share a past mistake they think could end their chances. Interviewers avoid talking about negative aspects of the job out of fear they’ll turn off a talented person. Both parties neglect sharing the full truth hoping it will bolster their chances of a positive hiring outcome.

Exaggeration
Rooted in the truth, lies of exaggeration bend the facts in an effort to make someone or something look better than it is. Employers amplify advancement opportunities; candidates magnify the depth of their experience; both sides distort details. Instead of painting an accurate picture, companies and candidates take liberties that misinform and mislead.

Deception
Lies of deception are a form of hiring magic. Like a magician who diverts your attention to create an illusion, deception in hiring is an attempt to divert attention away from negative details. Jobseekers change dates on resumes to cover up employment gaps. Companies misrepresent job details to make a role seem more attractive. Candidates and companies engage in a hiring version of fake news out of fear of the impact of the truth.

Promises
It has been said that promises were made to be broken. That’s being lived out daily in interviews. Managers openly acknowledge an organizational problem, promising it will soon be rectified even though they have no authority to keep that promise. Candidates commit to improving weak skills if hired, knowing full well they lack the time and resources to keep the commitment. Promises in interviews are a common workaround for real issues that aren’t really going to be resolved.

Plagiarism
When in school, using ideas or work that is not your own will get you a failing grade. When hiring, plagiarism will get you a failed hire. Hiring-related plagiarism is being perpetrated by both parties. Jobseekers provide work samples that aren’t their own and have friends take online skills tests. Employers copy and use other companies’ well-written job descriptions knowing that these documents are a far cry from the job they’re offering.

White Lies
Believed to be harmless, white lies are relatively minor omissions, exaggerations, deceptions, promises, and plagiarism. Although minor, white lies still distort the facts thereby undermining sound decision-making.

Accuracy in hiring requires accurate information. Without that, companies and candidates end up making choices they later regret.

You can put a stop to these regrets by taking three steps.

Step #1
Commit to rigorous honesty
Teach everyone involved in hiring about the 6 types of lies, making it clear that these are often unintentional habits. Share how you’ve made these errors; your vulnerability can elicit the same from your colleagues. Support one another in a commitment to a hiring process that is grounded in rigorous honesty.

Step #2
Be appropriately transparent
Rigorous honesty doesn’t mean engaging in blind transparency. A productive hiring process should give candidates (and you) the details needed to make a prudent decision. Take time to determine the information that a candidate needs to know including job responsibilities, role expectations, company culture, compensation, and career development and advancement opportunities. Appropriate transparency that is rigorously honest will help them make an informed choice. 

Step #3
Clean up mistakes
You’re human and you’ll make mistakes, including when you’ve been in the practice of unintentional deception. Breaking this habit may take time, which means you may make some missteps along the way. Seize this as an opportunity. When you tell one of the 6 lies acknowledge it and clean it up. Remember that mistakes are your chance to demonstrate your excellence at problem-solving.

In a world filled with fakery your organization’s commitment to stopping all forms of deception is an opportunity. An opportunity to strengthen your brand, improve the hiring experience, and deepen engagement from the very first interaction. Those benefits alone are worth letting go of the lies.

 

Scott WintripInterviews Are Rooted in Lies. Here’s How to Stop Participating in the Deception
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Susanne Mather–Hiring Hero of the Week

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Attracting quality talent is vital to every organization’s success. But it’s also harder than ever given the talent drought. That’s why Susanne Mather is this week’s Hero of Hiring. Susanne is helping employers across the globe improve how they attract and retain people. She’s the Executive Director of Australian firm Employment Office, a company that helps employers improvement their recruitment process especially in the areas of attraction strategy, candidate screening, and talent management. Her work over the past 17 years has helped hundreds of organizations land and retain thousands of talented employees. Susanne is also the Editor of Recruitment Marketing Magazine, a digital publication focused on improving recruitment marketing and employer branding strategy. Thank you Susanne for the heroic work you do each day.

You can connect with Susanne on LinkedIn and Twitter. Be sure to also sign up for Recruitment Marketing Magazine.

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ABOUT THE HEROES OF HIRING

We’ve all heard it said that a company’s most important asset is its people. When we say we love a company, what we’re really saying is we love the work being done by the exceptional people in these organizations. Talented employees who do outstanding work are the secret ingredients that make their companies great. That’s why recruiting and hiring is so important. Each person involved in the hiring process is influencing the future of their company. These individuals are also impacting one of the most important aspects of people’s lives—their careers. The individuals who play a role in the hiring process are changing companies and lives, making hiring a heroic act.

The hiring heroism of a select group of people goes above and beyond. These unsung hiring heroes are making a lasting difference on a grand scale. That’s the reason for this distinction—the Hiring Hero of the Week. The hope in bestowing this honor is that people across the globe can celebrate and learn from these truly amazing human beings.

Scott WintripSusanne Mather–Hiring Hero of the Week
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Tony Beshara–Hiring Hero of the Week

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Personally finding jobs for more than 10,000 people; running a firm that’s helped 100,000 individuals find jobs; writing 4 bestselling job search books. These are just some of the results of the work of this week’s Hero of Hiring Tony Beshara. Tony has been a recruiter since 1973 and is the owner and president of Babich & Associates. Established in 1952, it’s the oldest placement and recruitment service in Texas. Tony’s reach in helping jobseekers also includes hosting a daily radio show on Dallas’ KVCE, “The Job Search Solution.” Thank you Tony for the heroic work you’ve done (and continue to do) throughout your impressive career.

BTW You can learn more Tony’s work and connect with him through his website.

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ABOUT THE HEROES OF HIRING

We’ve all heard it said that a company’s most important asset is its people. When we say we love a company, what we’re really saying is we love the work being done by the exceptional people in these organizations. Talented employees who do outstanding work are the secret ingredients that make their companies great. That’s why recruiting and hiring is so important. Each person involved in the hiring process is influencing the future of their company. These individuals are also impacting one of the most important aspects of people’s lives—their careers. The individuals who play a role in the hiring process are changing companies and lives, making hiring a heroic act.

The hiring heroism of a select group of people goes above and beyond. These unsung hiring heroes are making a lasting difference on a grand scale. That’s the reason for this distinction—the Hiring Hero of the Week. The hope in bestowing this honor is that people across the globe can celebrate and learn from these truly amazing human beings.

Scott WintripTony Beshara–Hiring Hero of the Week
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Get Jobseekers to Help You Speed Up Hiring

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Quickening the pace of hiring remains a hot topic and rightly so. The time it takes to fill a job grows year after year.

Many ideas on faster hiring are focused on the employer. But what about jobseekers? Sustainable speed can only be achieved if both sides of the hiring equation are addressed.

Here are 4 things jobseekers can do (and you can suggest they do) that increase hiring speed and improve selection accuracy.

Eliminate misinformation
Recurring media reports from a variety of sources indicate that two-thirds or more of resumes contain misinformation. This frequent inaccuracy has elicited a knee-jerk response by companies—it’s assumed that resumes have exaggerations or flat-out lies and that these lies continue during interviews. To manage this, companies slow down the process and dive deep to find these erroneous details. Instead of hiring being built on trust, it’s a tedious process filled with suspicion and doubt.

Combat this misinformation head on. Inform jobseekers that you’re not seeking perfect people, but people who perfectly represent themselves on paper and in conversations. Share examples of how you’ve hired less than perfect people and helped them advance their careers. Make your company a place where potential hires can be safely transparent.

Avoid spraying and praying
Like a farmer spreading manure to fertilize plants, many job candidates are spraying their resumes far and wide, praying one will take root and land them an opportunity. Employers end up buried in a pile of resumes, many of which are a crappy fit (pun intended). Sorting through this takes time, and time kills making good hires. Especially when a talented person, who was at the bottom of the pile, is snapped up by a faster competitor.

Encourage jobseekers to take a more targeted approach to their search. Start by setting and communicating boundaries early. For example, in the content on your job opportunities landing page make it clear that you’ll only consider and respond to candidates who match required qualifications. Repeatedly reinforce and re-communicate this boundary. Popular places for doing so are on the page where candidates enter work history and just above the final “Submit” button for their application.

Offer proof instead of promises
Talk is cheap, especially when answering questions during interviews. Answering an interviewer’s questions may create a feel good moment, but these answers offer nothing in the way of proof of fit. That’s why so many good interviews turn into bad hires. Candidates talk themselves into the role, one that wasn’t a fit after all.

Have each candidate offer proof in place of promises that he or she will fit in. Instead of letting a candidate tell you how she’d solve a problem, have her show you in a role play. Rather than asking about his top skills, have him demonstrate those skills by performing sample work. Require the candidate to go beyond sharing stories of how she works well with others and let her show you how she’ll collaborate with your current team. Showing, instead of telling, provides proof for making an informed decision.

Make better choices
Searching for a job is an emotional experience. Too often feelings trump facts, prompting the jobseeker to accept a role because if feels right versus doing so because it is truly the right fit.

Teach jobseekers how to make decisions rooted in facts instead of feelings. One approach is to ask the candidate to make a list of dealmakers (must-haves) and dealbreakers (must-not haves) and send it to you for discussion during a phone interview. Compare the list to the job and your company. Let people know where things match up and where they don’t. With eyes wide open, you both get to make an informed choice of whether to move forward or not.

Helping jobseekers should be a top priority for everyone involved in hiring. Putting people to work is one way. Guiding them in how they seek work is another. Seize every opportunity you can to inform and educate jobseekers about their role in increasing speed and improving accuracy during the hiring experience. Your role in hiring gives you a unique opportunity to exert your influence beyond just filling the next job. Use that influence to make jobseekers better at their part of the hiring process. You’ll be giving them a gift that serves them the remainder of their careers.

Scott WintripGet Jobseekers to Help You Speed Up Hiring
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Roy Maurer–Hiring Hero of the Week

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The valuable work of the Heroes of Hiring often has an immeasurable impact. That’s certainly true of this week’s Hero Roy Maurer. Roy covers talent acquisition for SHRM Online. He’s on the front lines of recruiting and hiring, bringing an expansive view and perspective to thousands of people across the globe. Because of Roy’s work, readers stay well informed and make better choices. From recent trends to legal considerations to best practices changes and more, Roy is helping those touched by his work seize opportunities, avoid pitfalls, and improve how they recruit, hire, and retain top talent. Thank you Roy for the heroic work you do every day!

P.S. Roy maintains an active presence on social media (not surprising). Follow him on Twitter and LinkedIn.

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ABOUT THE HEROES OF HIRING

We’ve all heard it said that a company’s most important asset is its people. When we say we love a company, what we’re really saying is we love the work being done by the exceptional people in these organizations. Talented employees who do outstanding work are the secret ingredients that make their companies great. That’s why recruiting and hiring is so important. Each person involved in the hiring process is influencing the future of their company. These individuals are also impacting one of the most important aspects of people’s lives—their careers. The individuals who play a role in the hiring process are changing companies and lives, making hiring a heroic act.

The hiring heroism of a select group of people goes above and beyond. These unsung hiring heroes are making a lasting difference on a grand scale. That’s the reason for this distinction—the Hiring Hero of the Week. The hope in bestowing this honor is that people across the globe can celebrate and learn from these truly amazing human beings.

Scott WintripRoy Maurer–Hiring Hero of the Week
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Tayo Rockson–Hiring Hero of the Week

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If you don’t know the name Tayo Rockson you should and do now. He’s using his difference to make a difference (those are his words and I love them). Tayo is a diversity and inclusion expert who has lived and worked on four continents. He’s credited with having built high performing cross-functional teams in startups and multinationals. Tayo also leverages his acumen in cross-cultural communications to guide those he serves in developing global mindsets and strategies to become more inclusive. Another part of his service to the global community is his popular podcast–As Told By Nomads. Thank you Tayo for honoring the beautiful differences among us and for using your difference to do heroic work each day!

P.S. Connect with Tayo on LinkedIn and Twitter, and be sure to listen to his podcast.

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ABOUT THE HEROES OF HIRING

We’ve all heard it said that a company’s most important asset is its people. When we say we love a company, what we’re really saying is we love the work being done by the exceptional people in these organizations. Talented employees who do outstanding work are the secret ingredients that make their companies great. That’s why recruiting and hiring is so important. Each person involved in the hiring process is influencing the future of their company. These individuals are also impacting one of the most important aspects of people’s lives—their careers. The individuals who play a role in the hiring process are changing companies and lives, making hiring a heroic act.

The hiring heroism of a select group of people goes above and beyond. These unsung hiring heroes are making a lasting difference on a grand scale. That’s the reason for this distinction—the Hiring Hero of the Week. The hope in bestowing this honor is that people across the globe can celebrate and learn from these truly amazing human beings.

Scott WintripTayo Rockson–Hiring Hero of the Week
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Mike Gawthorne–Hiring Hero of the Week

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Meet Mike Gawthorne, this week’s Hiring Hero. Mike is the CEO of UK-based Serocor Group. What makes the work of the business units within Serocor heroic is how they go beyond providing talent. They unselfishly delivery expertise, even to companies that aren’t paying customers.  “Our recruiters are a combination thought leader and matchmaker,” shared Mike. “Their job is to constantly deliver value to everyone they’re in contact with. This starts with prospective customers. We share market intelligence and best practices. If a company elects not to work with us, they’re still better off from having interacted with our team.” Spoken like a true hero. Thank you Mike for your generosity and the heroic work you and your team do each day!

BTW…Be sure to connect with Mike on LinkedIn.

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ABOUT THE HEROES OF HIRING

We’ve all heard it said that a company’s most important asset is its people. When we say we love a company, what we’re really saying is we love the work being done by the exceptional people in these organizations. Talented employees who do outstanding work are the secret ingredients that make their companies great. That’s why recruiting and hiring is so important. Each person involved in the hiring process is influencing the future of their company. These individuals are also impacting one of the most important aspects of people’s lives—their careers. The individuals who play a role in the hiring process are changing companies and lives, making hiring a heroic act.

The hiring heroism of a select group of people goes above and beyond. These unsung hiring heroes are making a lasting difference on a grand scale. That’s the reason for this distinction—the Hiring Hero of the Week. The hope in bestowing this honor is that people across the globe can celebrate and learn from these truly amazing human beings.

Scott WintripMike Gawthorne–Hiring Hero of the Week
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Shahid Wazed–Hiring Hero of the Week

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A common trait among the Heroes of Hiring is how they work tirelessly to improve results. This week’s hero, Shahid Wazed, is the embodiment of this attribute. Shahid is a recruitment automation pioneer, having developed sourcing strategies that have reduced effort, increased hiring speed, and cut costs (he recently brought in top talent for hard-to-fill position for just $52). He’s also the Host of the Top Talent Summit, a talent acquisition event in its sixth year serving the Canadian talent acquisition community. If that weren’t enough, he’s a Forbes Contributor, a member of the Forbes Human Resources Council, and an award winning podcaster. Thank you Shahid for your tireless efforts and the heroic work you do each day!

P.S. Be sure to connect with Shahid on LinkedIn.

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ABOUT THE HEROES OF HIRING

We’ve all heard it said that a company’s most important asset is its people. When we say we love a company, what we’re really saying is we love the work being done by the exceptional people in these organizations. Talented employees who do outstanding work are the secret ingredients that make their companies great. That’s why recruiting and hiring is so important. Each person involved in the hiring process is influencing the future of their company. These individuals are also impacting one of the most important aspects of people’s lives—their careers. The individuals who play a role in the hiring process are changing companies and lives, making hiring a heroic act.

The hiring heroism of a select group of people goes above and beyond. These unsung hiring heroes are making a lasting difference on a grand scale. That’s the reason for this distinction—the Hiring Hero of the Week. The hope in bestowing this honor is that people across the globe can celebrate and learn from these truly amazing human beings.

Scott WintripShahid Wazed–Hiring Hero of the Week
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