The following is a guest post by Kyle Lagunas of the SoftwareAdvice.com Blog
In an attempt to circumvent the keyword-laden resume game, job seekers are taking a more creative approach to captivating recruiters. Rather than dropping the resume altogether, the trend seems to be a breakaway from over-automation and a return to the heart of what makes a good hire. Laurie Barkman of The Resumator explains,
“We’ve been told for a long time, ‘This is how you do recruiting, and here’s what matters,’ but organizations are now more interested in interactions that help to determine a good fit. And more nimble organizations are looking at people beyond the resume.”
Sounds nice, but what’s working and what’s not? There are certain guidelines that you should always follow, regardless of mode of delivery. Resumes and the mulitmedia techniques being used are essentially marketing tools--and the function they serve isn’t changing. As Barkman states, “The question you have to ask yourself ...
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First, a clarification: we’re not actually going to be talking about the New Kids on the Block in this article. Perhaps it was a bit misleading to use that phrase in the title, but we meant it in a purely colloquial tone. Unless, of course, you have actually managed to hire the New Kids on the Block, and in that case, good for you. That Jordan Knight looks like a real forward-thinker.
For the rest of us who find ourselves sadly Donny Wahlberg deficient, there is still a lot to be learned about how to fully unlock the potential of your newest employees. After all of the hard work you’ve put into recruiting who you’ve deemed to be the best of the best for your company, the last thing you want to do is hinder them (however unintentionally) from fulfilling all the promise they’ve shown. Getting a brilliant person to sign on with you is only half the battle – the other half is allowing and encouraging them to put their talents to work.
So how do you do that? Well, first of ...
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The average interview is very little more than an extended version of the infamous conversation, "Hey, Bob, how are you?" "Good! You?!" "Good, Thanks!"
But you aren't average, and neither is your company. It's why you're looking to hire new people in the first place. We want to help break the usual interview template. Raise your hand if you've been here before: you sit for five minutes while someone fetches the boss, then you get a quick handshake and a talk about the drive in before 45 minutes of business. This invariably gives way to a casual chat while both of you try to make a connection, before one last handshake and a promise to be in touch soon. It doesn't happen on purpose, and neither side of the table wants to be a part of "just another interview". But it's really, really comfortable.
Here's one great way to break out of the boring: have every person you interview teach you something. It could be literally anything, personal or professional, as long as they think ...
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