All indications point to an economic recovery in 2011. Though we may never come back to the post-2008 levels, in order to grow, businesses need enough staff to create product, market it, sell it, and handle the administrative tasks like customer service, billing and human resources. One thing that probably won’t return to full pre-recession is handling recruiting and hiring staff. Over the past years, HR was farmed out to other areas and companies found that, depending on their size and complexity, HR functions and payroll can be handled without a full-fledged HR department.
That being said, Administrative Assistants now have to be recruiters, interviewers and new hire processors. What are some of the red flags when interviewing a candidate so you don’t get a dud? Here are five things to look for when ramping up for the recovery.
1. Late for the interview. If a candidate can’t show up on time for an interview, chances are they won’t be on time for work every day. Sure, things happen that a person can’t control. But excuses like they got lost or couldn’t find the right street show they didn’t do their homework, print directions from MapQuest or get a simple street map to make sure they could find the place. A great candidate will drive over before the interview to make sure they know how to get there and can be on time. A person who takes the responsibility to be on time is a home run.
2. Texting King or Queen. I had a candidate come in one time talking on his cell phone and continued to take calls during the interview. Rude, inconsiderate, unprofessional. Regardless of the position they are applying for, talking on the phone or texting during or before an interview is a good indication that person is undisciplined and easily distracted. You’ll have a disciplinary action to deal with before the first month is done.
3. No eye contact. A person who is honest, confident and comfortable with stressful situations will be able to make comfortable eye contact during an interview. If their eyes start wandering to the floor or ceiling or other directions once you ask a question, chances are they are not telling the whole truth. Unfortunately, it’s hard to tell what is going on with them, so the interviewer is left to their own judgment, and shifty, wandering eyes are a dead giveaway.
4. Jelly stains on the resume. Resumes should be impeccable. Candidates should always carry clean copies of their resume for the interview. Check for spelling, grammar and formatting. With all the resources on the Internet about writing and formatting resumes, it is easy to write and produce a professional-looking resume. With the fierce competition for jobs, a serious candidate will invest in a professional to craft a resume which will make them stand out from the pack.
5. No questions, Mr. Trebec. Serious candidates take the time to research the companies and put together a list of questions about the job, the company, the product or services. Lazy candidates just show up wanting a job and a paycheck. Most employees that leave a job do so within the first 90 days because the job isn’t the “right fit.” Asking questions in the interview shows the candidate is interested in how they will fit within the organization and not just what day they can pick up their check.
Mary Nestor-Harper, SPHR, is a workplace consultant, blogger, motivational speaker and freelance writer for Administrativejobs.com. Based in Savannah, GA, her work has appeared in Training magazine, Training & Development magazine, Supervision, BiS Magazine and The Savannah Morning News. When she’s not writing, she enjoys singing Alto II with the Savannah Philharmonic Chorus and creating original gift items available on http://www.etsy.spoolhardy.com/. You can read more of her blogs at administrativejobsblog.com and view additional job postings on Nexxt.
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