One of the biggest issue that staffing organizations and for that matter any organization faces, in the advent of remote workers, is how to keep and make a remote team a team.
Well keeping a remote team a team, can easily be done if you are not only a great manager but a great leader.
A great leader will find a way to motivate, congratulate, educate and unify a team regardless of remoteness.
Some ways to do this:
Weekly teleconference meetings, video meetings, milestone emails and congratulations emails for great work. Birthday emails or virtual parties. Virtual games and training. Team building virtual project work and more.
The key is to remember in today high tech world there are ways to bring a team together, that can allow a great deal of unity. Great leaders will use this to create not a remote team, not a virtual team but a “cyber team” that can come together in cyber space as easily as they can come together in the same place.
So the true answer is not to create a remote team, but instead a “Cyber Team”.
Strings, Strings and more Strings!!
So as most of you know I blogged about 25+ posts of search strings. However 1 thing has been made clear to me. Some people did not read the initial post.
What I posted were what is called uber strings. An uber string, like an uber resume, is a long string that encompasses most of all the possible permutations you could use to search for. This then allows you to cut and paste the combinations you want to look for. For instance
(intitle:resume OR inurl:resume OR intitle:bio OR inurl:bio OR intitle:vitae OR inurl:vitae OR intitle:cv OR inurl:cv OR intitle:homepage OR inurl:homepage) AND enter technology AND ("technical product marketing" OR "technical product manager" OR "product manager") AND NOT (submit OR opening OR recruiter OR send OR benefits OR requirements OR "resume bank*" OR "resume database*" OR EOE OR apply)
Out of this uber string were we will say the technologies are Linux or Unix you could easily make a shorter string like the below
Intitle:resume (Linux OR Unix) AND ("technical product marketing" OR "technical product manager" OR "product manager")
If you want to narrow it down more (this will not work in Google) you can add AND NOT (submit OR opening OR recruiter OR send OR benefits OR requirements OR "resume bank*" OR "resume database*" OR EOE OR apply) or add -(submit OR opening OR recruiter OR send OR benefits OR requirements OR "resume bank*" OR "resume database*" OR EOE OR apply)
Of course you can substitute cv, vitae, bio, homepage for resume and you can substitute url, file, subject or anyone of an number of terms in place of title.
The key here is to use this uber string in conjunction with the Boolean operators list I posted to allow you to easily have cut and paste strings.
Due to changes in Googles search some of the operators may not work anymore. Also Google is going to symantic so for Google allot will change, but not all.
So hopefully I re-clarified some things. What also started this was when a friend of mine was having trouble with a string that I created. He asked for some help from someone who was supposedly an expert. Who proceeded to tear the string apart, saying it was too long, to specific etc, and say use symantic and specifically a tool his company was selling, ding ding sales job. He then listed 3-4 string he recommended using. We used these strings and got over 6 million hits, and went to 10 pages in and never saw one resume.
I then took the original uber string I had created, cut the parts I wanted, making allowances for the changes in google, and ran it. We got 50K and the whole first page were resumes. The string I created was the same sieze as the “expert” but worked much much better.
What had happened is my friend forgot he was dealing with an uber string, he did not take into account th4e changes in google, and the “expert” wanted to sell a product not really help someone.
So be careful who you ask and remember uber string are meant to allow quick cut and paste to shorter more usuable strings, and also remember play with the strings, to see what works best for each search, and ensure you save all searches string for future use. No sense recreating the wheel.
If you need help email me at firstname.lastname@example.org and I will be more than willing to help.
Looking for Predetermined responses can cost you candidate!
Throughout my career there is one thing I have noticed out of novice recruiters, interviewers, HR personnel, companies who are young or in experienced with hiring and recruiting and hiring managers. That is the "predetermined response". The predetermined response is the response the person asking the questions wants to hear. Anything but this is not good to the person asking the question and in most cases will disqualify the candidate from contention. This phenomenon is most prevalent when the person asking the questions is using a script or questionnaire.
There are several negative connotations that come from this phenomenon, first you come off as being very rigid, closed minded, incompetent, and in some cases dumb. Secondly you lose allot of very good candidates. Coming across dumb, incompetent, closed minded, and rigid, hurts both your name and the company you work for. While you might think there are so many candidates, it will not get out, and or no one will care, you should check out glassdoor (http://www.glassdoor.com/index.htm) and then tell me if you still believe no one will find out or it will not matter.
As to loosing good candidates, the reality is, that there is always more than one correct way to answer a question correctly. If indeed the interviewing is being done properly, you are using Behavioral Interviewing, BTOS (http://www.recruitingblogs.com/profiles/blogs/the-btos-interviewing...), or some other standardized interviewing style or technique, and you will not be looking for a standard or predetermined response, and you already know what I just said. However if you are not, and you are looking for a standard or predetermined response, then you will lose good candidates.
Companies say they want people who are smart, innovative, and think outside of the box. If this is true why would you want or expect a standard or predetermined response. What you want is the off the cuff, inventive answer.
So the morale is, do not interview anyone with any expectations of what you want to hear. Instead observe, and listen. You do these two things, called Lookology and Lisology or Looklisology (http://www.recruitingblogs.com/profiles/blogs/lisology-1 and http://www.recruitingblogs.com/profiles/blogs/lookology-1) and you will not lose out on any good candidates, and also make you and your company look good.
OKay we have read interviewing 101, we have read BTOS, and we have read conducting the interview. Now Feedback
Should we hire the candidate or notAt the end of your interview you should be able to say whether you think this candidate should be hired for this job or not. But do not just stop there, also state whether this candidate should be hired for another position you may be aware of. A key to remember is, that sometimes a candidate can be a fit for more than 1 positions at a time. Or while they may be being interviewed for one position, they could be a better fit for another. Flexibility is a key in hiring.
Feedback GuidelinesFeedback is important for a number of reasons: it allows interviewers to communicate with each other and share what areas have been covered and what needs to be covered; it provides a record of the interview that can be used for future reference; it helps support the hiring manager and Team(the hiring team consists of all people who are or have interviewed the candidate. Usually that means the recruiter, Hiring manager and other on the current interview schedule) in making the hiring decision.Key things to keep in mind when writing your feedback:
Your feedback should follow these guidelines:
Helping people connect with their Destiny”