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In today’s competitive labor market, good help is getting increasingly difficult to find. The aging baby boomer population has created a hiring crunch of qualified human resources. Human Resources Development Canada’s Job Futures 2000 (www.jobfutures.ca) tells us that because more and more people are changing positions annually, either entering or leaving the workforce and employers have become bold in the recruiting process far more often in the past decade. With all of the current conditions, it is clear that employers must pay a lot of attention to their hiring processes - from screening resumes, to the actual interview, and most importantly to business reference checking. It is essential to take your time to hire the right candidate. In the end, it will pay off for both your organization and the candidate. This process, definitely brings with it frustrations when one is forced to neglect their daily job responsibilities to screen countless resumes and hold continuous interviews until the right candidate is found. Aside from frustration, it is also going to cost you financially. It has been estimated that it costs from $5,000 to $30,000 to go through an interview process, and that is without hiring a recruiting firm. You need to decide how valuable is your time and the cost becomes a tradeoff. Hiring a recruiting agency, which will do a thorough job and understands the organizational needs, will save you a lot of time and frustration. Let the agency do all the preparatory work and present you with a short list of suitable candidates. Recruiting agencies charge a fee based on a percentage of the employee’s first year income. The fee ranges from 15% to 30% depending on the position. Whether you engage a recruiting agency, get some help from your Human Resources department (providing you have one) or do it all alone, the high costs of hiring are a reality, either monitory or your valuable time. At the same time, cutting corners will end up costing you much more. An executive director of a leading staffing firm articulated it as follows: “Hiring mistakes are costly - in terms of training and recruiting expenses as well as lost productivity. More significant is the toll a poor staffing decision can take on employee morale”. How to avoid costly hiring mistakes? No method is 100% guaranteed! However, here are a few suggestions to assist you in ending up with a successful hire. To attract the right candidate, know your specific needs. Write down the roles and responsibilities of the position, so that job seekers will be able to screen themselves in or out. Make sure you know how the position fits into the organization, what the skills, education and personality requirements are of the successful candidate. Make it a goal to advertise the job you are looking to fill as well as your organization. Your advertising needs to be balanced. Be careful not to oversell or undersell. There are several methods of letting people know about current staffing needs of the organization:

Networking - let your employees and your contacts know that you are looking to fill a position. They may be aware of an ace that is unhappy at his or her current position and are looking to move on. It is a proven fact that only 50% of jobs are actually advertised.

Advertise - in trade publications, all the applicable websites, and the newspaper. Adverting in The Toronto Star and the Globe and Mail will automatically bring your advertisement to the career site www.workopolis.com at no additional charge and will be posted there for 45 days.

Hire a recruitment agency on contingency basis. Negotiate your fees upfront and get it in writing.

Next step: Your marketing campaign has paid off. There are piles of resumes on your desk. Once again, think of your valuable time! Separate the resumes into the following criteria:

Absolutely Not

A possibility

Strong possibility

Definitely bring in for interview

Elimination is easy. The candidate you want to bring in for interview requires additional work on your part. You made your list, and you know what are the specific criteria of the position. Knowing these facts now is the time to decide which candidates to bring in for an interview. Suggestions:

Always look whether the applicant meets your expectations from all-aspects: Education, work experience, the type of position/s previously held.

The cover letter will reveal the candidate’s written skills. Look for stability. Although it is common today to change positions, look at how frequently the positions were changed are you comfortable with that kind of movement?

The presentation of the resume is of extreme importance as well. Is the resume organized properly? How many pages? More than three pages, including the cover letter is excessively long.

Did the applicant list their accomplishments?

Did the candidate include a small description of each organization?

Are there any spelling mistakes?

Did you read the resume with ease and interest?

The “definitely bring in for interview” pile is now no more than five individuals.

Interviewing Process: A successful interview is one, which is planned and prepared for. Keep the interview itself to no more than an hour long. Ask between 15 - 20 questions written in advance, and posed to all candidates alike. It is important to assess the candidate’s soft skills as well as potential fit within the organizational culture. Take notes during the interview. It will assist you in avoiding the most common hiring pitfall - prejudging candidates, either favorably or unfavorably. Sample of questions you may want to ask during the interview:

Why are you leaving your current company?

Tell me about yourself

How do your describe your personality?

What did you like best about the current company your are working for?

What did you like least about the current company you are working for?

Describe your current job duties

Describe one of the best ideas you ever came up with, what was your approach to implementing the idea?

What are your major weaknesses?

What are your major strengths?

Describe a major project with which you had difficulties and how you overcame these difficulties.

Describe your working style. (Do you enjoy working independently, in a team setting, etc)

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Throughout the many years of my recruiting experience, I have collected feedback from employers and candidates alike. Fact: You will get hired because of the solid job you do during the interview. Remember: The interview is your opportunity to present yourself at your best. It is an opportunity to make a positive impression about you. How do you make your interview a successful one? From many feedbacks as well an my own personal experience, please allow me to share with you a few of these elements of a successful interview:
Be prepared - research the company you are meeting with.

With the enormous amount of information available today, organization except any potential candidate to know about the organization. Read the web site which will supply you with a lot of information. In the event that there is no web site, call the company and ask to pick up annual reports, employee newsletters, promotional material and a corporate brochure. Where applicable, ask your recruiter for information. You need to find out what the company does, what a person in your position might be doing, and whether the company has growth potential.

Bring extra copies of your resume. Print your hard copy resumes on 100-gsm-weight paper, either white or ivory available at any office supplies store.

Be presentable, clean, tidy, and neat. Ensure that you dress for the position you are applying for.

Be punctual! It is good practice to arrive 10 minutes prior to the start of the interview. In the event that you are running behind, stop and make a phone call! Tell the interviewer that you will be late, ask whether that is suitable with their timetable. In the event that it is not suitable, re-schedule! When you arrive, apologize profusely!

Be courteous and pleasant. Include the individuals who will not be interviewing you, i.e. the receptionist. A good impression passed on to the interviewer will only work in your favor.

Greet the employer. Introduce yourself - extend a warm and firm handshake, make direct eye contact. Wait until you are invited to sit down. Be friendly. Smile. It is o.k. to be nervous. Let the employer know that you are nervous, that will “melt” the ice. Speak clearly. Build rapport. Get the interviewer to talk about the organizations past successes, future plans, and present resources. This will give you context for the interview.

Never smoke or drink alcohol before your interview. The smell is strong, and the aroma will follow you for a long time.

Be prepared to talk about yourself in general and your personal qualities - your “soft skills”. Discuss your education and training skills. Be positive. Discuss your work experience - why you accepted positions, why you left positions. Make sure you have an answer as to why you want to work with the company you are interviewing with. Ask a lot of questions about the position you are being interviewed for. Remember that an interview is like a baseball game. There must be lots of back and forth communications.

Do you want the position you are being interviewed for? ASK AND YOU SHALL RECEIVE! Effective interviewing is a two way process. Ask many questions. Remember: Your goal is to get the job. A candidate that does not ask leading questions is generally seen as weak, indecisive or uninterested. There are signs that the interview is just about over. The interviewer will shuffle papers, look at the watch, ask you whether you have additional questions, and so on. Interviewing is like swinging a bat in a baseball game. When you do not swing the bat, you don’t get a home run. Experience taught me that you must say the word hire during your interview! Thank the interviewer tell the interviewer: ” I appreciate your valuable time, and the care with which you outlined the position. I am most interested and excited about this opportunity. I know we can work well together. From what you have seen in me, am I the person you would consider hiring for this position?” (Providing this is what you want). Ask, “When will I hear from you next”? This will leave the interviewer with the impression that you are genuinely interested in this opportunity.

Remember: First impressions are made in the first 10 seconds and may never change. You have ONE chance at an interview use it well! You never get a second chance to make a good first impression. Think confident thoughts and you will act confidently. Blue seems to be the right color for interviews. Black is a poor choice of color. NEVER wear casual shoes to an interview. Ensure your shoes are clear and in good shape. Shoes happen to be one of the first things that interviewers remember about an interviewee. To make sure you arrive dressed properly, ask your recruiter what the dress code is. In the event that you are going to the interview not through a recruiter, pick up the phone, introduce your self to the receptionist and ask for the company’s dress code.

Jewelry like shoes, speak volumes with first impressions. Chose a couple of classy pieces. In the event that you have pierced more than just your ears, take all the rings off and leave them at home.

Do not wear too much perfume or cologne. When in doubt avoid using it all together.

Check your breath. Carry with you at all times a breath mint. Make sure you do not chew on it during the interview.

Never speak negatively about any of your former employers.
Share the reasons as to why you have decided to move on. Do not hesitate to tell the interviewer the reason or reasons which prompted you to seek new employment.

Sample of questions you may be asked during the interview:

Regardless of the question, ensure your answers are concise and will be collaborated by your business references:

Why are you leaving your current company?
Tell me about yourself
How do you describe your personality?

What did you like best about the current company you are working for?
What did you like least about the current company you are working for?
Describe your current job duties
Describe one of the best ideas you ever came up with, what was your approach to implementing the idea?

What are your major weaknesses?
What are your major strengths?
Describe a major project with which you had difficulties and how you overcame these difficulties.
Describe your working style. (Do you enjoy working independently, in a team setting, etc)
Give an example of when you were not happy with your performance and what did you do about it.
Describe some projects you generated on your own. What prompted you to begin them, and what was the end result?
Why have you chosen the field you are in? What do you feel are the biggest challenges facing this field and the industry?
What are your short-term goals?
What are you long term goals?
Do you consider yourself a leader? Please provide some examples.
Why are you attracted to this position?
How would your current supervisor describe you and your work habits?
How would your peers describe you and your work habits?
How long have you been searching for a new position?
How did you manage to get the time off for this interview?
Why are you interested in working for this organization?
What kind of remuneration package are you looking for?
Why do you believe you are the best candidate for this position?
It is now your turn: Questions You May ask in the interview:

Remember: an interview is a two way process. This is your turn to throw the baseball. By now you have done your homework. You know about the position, the company and the people in your future employment situation. Always ask open-ended questions. Ask questions to define the position Organization structure and operating philosophy Corporate objectives Business Prospect Strategic and Operating Plans Dealing with Company Founders and Owners.

Here are some examples:

What is the scope of the position’s responsibility, authority, and accountability?
How challenging is the position?
How is performance measured by whom and how frequently?
Who will be my direct supervisor?
What is his/her management style?
What caused this position to be vacant? How long has it been vacant?
Are there any internal candidates for this position? In the event that I am the successful candidate, how will they feel and act?
What is the organization of the department?
What are some significant things that need to be accomplished by this position within the first year? What are some of the challenges in achieving these goals?
What career growth and promotional opportunities are available for this position?
How would employees describe the extent to which they are informed, involved, developed, and promoted?
How are decisions reached in the department and in the company as a whole?
What is the nature of the planning process and decisions concerning the budgeting process are made?
Outline the organizational structure, and corporate structure
Who are the corporation’s major competitors?
What are the company’s 5-year and 10 year sales targets?
How does my background meet your needs?
When will you be making a decision?

What is the next step?
It is good practice to follow up with a thank you note. Those with good handwriting - hand write your note. Unless your handwriting is totally unbearable - type the note. Make it short. Ask for the job once again!

Always believe in yourself and trust the process! We wish you best of luck in your job search!

______________________________________________________________________________

Tali is the President & CEO of Controllers On Call, (http://www.controllersoncall.ca) niche staffing organization specializing in the placement of middle to executive level Accounting, Finance and Human Resources professionals either on contract or full time positions.

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The problem of poverty in America comes as a surprise. How can a wealthy nation experience poverty? Though the rate of poverty is lower in a developed nation like America than in Africa, the problem of poverty is real. Inner-cities and rural communities in America are all affected by poverty.

In 2004 the American government defined poverty as a family of four living with an income below $18,810. However, consider the costs in America of housing, utilities, transportation, food, health care, and child care. Even this income seems too small.

The effects of poverty in America are many. Poor nutrition leads to poor health. Poor health makes study and work difficult. Poor education and an inability to work effects income. These problems must be considered alongside other issues: the problem of racism, discrimination against communities, and unequal access to education.

With over thirty-five million living below the poverty line in America, poverty looms as one of the nation’s biggeset problems. It requires huge effort and imagination to begin solving the problem. At its heart, solving the problem of poverty is about the creative cultivation of the talents and dreams of all Americans.

Access to education must be equal for all. Those prospering must bear the burdens of those in need. Everyone must be helped to avoid despair and to hope for change. Everyone must recognize the offensiveness of poverty in a nation like America.

Some organizations have already begun work against poverty in America. The Catholic Campaign for Human Development seeks to transform America into a more caring nation where poverty is an offense against all. The Clemente Course is an education programme for the underpriveleged in America — it offers a humanities education to those unable to attend University on their own.

These organizations can help you begin to explore the problem of poverty in America and to contribute to a solution.

More Articles on Poverty, globalization and Justice Articles can be found here: http://betotal.com/artman/publish/cat_index_58.shtml

Copyright 2005 Ofer Shoshani

Ofer Shoshani has been working for the last 5 years as a professional journalist, writing from Spain, Colombia, Venezuela, Peru, Ecuador, USA, Israel, India & Thailand. More of his work can be found at http://www.betotal.com (international child sponsorship programs), http://www.nzpassport.com (Immigration, Relocation and Investment in New Zealand) and http://www.bespanish.com (Immigration, Relocation and Investment in Spain).

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