We have all had one, in most cases several. For me the ultimate overly cocky candidate was the one who basically told me, I would hire him, I would pay him this much, he would start when he wanted, he would get stock, and so on. He basically made it clear he was too good for the company but would grace us with his presence.
Now first notice I said overly cocky, the reason is you want your candidate to be a little cocky, or maybe better put confidant. You just do not want them to be overly cocky.
The question is what do you do about an overly cocky candidate? Do you simply say thanks but no thanks? Do you say something to them and in the hopes they will get it. What do you do?
The answer for this like the answer would be for the candidate that is too mild mannered. You play it by ear, you use your empathic skills to determine if this is the true them or just them over compensating, or following bad advice.
If you determine this is them, you cut ties now knowing they will never get by anyone and no one would want to work with them. If the answer is this is not really them, you try to get them to be the real them. One of the best ways to do this is to talk to them about their hobbies, their vacation, anything that is not related to the job and what they do to get them to relax, or maybe get them off guard. Once you do this if you determine the cockiness is not the real them, and the real them is a great fit you can coach them.
The key is before you snap to judgment find out why, find out the truth, take the extra minutes to find out. You may find a great candidate.
Staffing tips and tricks
Proactive vs Reactive vs Just in time vs Pipelining!!
So one thing I have been hearing a lot of is Proactive vs reactive vs just in time vs pipelining. Or more specifically what do they mean. So here we go;
Proactive; when someone, usually a staffing professional, proactively goes out and searches for candidates.
Reactive; when the only thing done to find candidates is you advertise or place your job description someplace it will be seen. Usually in this case no one is in a big hurry to fill the position.
Reactive; when the only thing done to find candidates is your advertise or place your job description someplace it will be seen. Usually in this case no one is in a big hurry to fill the position.
Just in Time; this means you wait till you have a need
Pipelining; to find candidates they meet both current and future needs
So what does it all mean? Well if you are using mainly proactive staffing you are out their looking, trying to proactively find the best and brightest.
If you are using reactive staffing, you are not being proactive, instead you post and wait for someone to come to you. This is usually a byproduct of hiring managers not being in a hurry, or not wanting to be bothered.
Just in time staffing means you wait till there is a need and then try to find it. This is very prevalent in the business world
Lastly is pipelining, this is when you recognize a continuing need or forecast an upcoming need and start looking in advance.
Now which is best? That depends on the situation. Which should you use? Again depends on the situation. However in a healthy, thriving company with a good staffing function you should be using at least 3 of the 4. Mainly it will be Proactive, just in time and Pipelining. The 4th reactive is not a good thing. It is usually is a sign of a problem within the company.
Staffing tips and tricks
How we communicate with our coworkers, hiring managers and candidates will impact our ability to do our job. The question is how do we do it, how do we communicate with all those people with all those different personalities and communication styles.
Well it is very simple, You mirror the person you are talking to. Meaning you mimic their rate of speech, and their style of speech. If they talk slower than you normally do, you slow it down, if faster speed it up. You do this and all the while listen to get a feel for their thought style. Meaning are they all about the facts, are they all about touchy/feely. Once you figure it out you know how to talk with them, and life and work become easier. However keep in mind this tip also applied to anyone you speak to, work, play, home or anyplace.
Standing up to the Hiring Manager (HM)!!
One of the biggest issues I see with staffing professionals is an unwillingness or inability to stand up to their HM and present a case for why the job description is bad, or why they need to pay more, or why what they are looking for does not exist within the confines they prescribe.
We as Staffing professionals are the experts. We know more when it comes to current trends, with in staffing and hiring, we know how much you need to pay a Security Architect in LA, we know if there are any Iphone developers is OshKosh. It is our jobs. It is also our jobs to educate our HM and even stand up to them and let them know when they are wrong and why. If you cannot stand up to the HM when they are wrong, you will never be successful, because at some point they are going to ask for something that cannot be found or done and if you cannot stand up to them and say no, and why, and of course the biggey have a solution you will fail, Its that simple.
So the question is how? How do we stand up to them?
Well it very simple;
First do you research make sure you are right and make sure you have facts to support it.
Second, make sure you have an alternate plan, do not just show them there is a problem without having a solution.
Third, present your case in a respectful, well thought out argument.
Do this and you will have stood up to the HM and have also gained their respect.
Helping people connect with their Destiny”