4 Tips for Effective Recruitment
If you're a hiring manager, then you already know how difficult it is to find recruits who have a good balance of education and work history. The question is which qualities should hold the most weight when it comes to potential employees?
In order to help you better navigate the recruiting process, here are just a few things to consider when hiring employees based on their qualifications:
Start with a Checklist
Before you begin the interviewing process, it's important to have a hiring checklist to cross-reference. Any hiring manager knows that a checklist can mean the difference between getting all the facts or accidently skipping over important questions that should come up in the interview.
Start by making an overall checklist to keep track of every candidate that walks through the door. This list will become extremely helpful during the decision-making process.
As for individual interviews, you should create a checklist that reminds you to ask important interview questions as well as prompts you to collect necessary information that may not be in the candidate's résumé. This includes questions like when the candidate can begin work and what their salary requirements are.
Prescreen When Needed
Prescreening certain individuals can save your management team a lot of time during the recruiting process. If an application doesn't necessarily meet your company's requirements, but the candidate's skills and expertise are above average, then a prescreen interview can give you a better idea of the candidate's abilities.
When prescreening, remember that you still need to ask about the candidate's skills and education, but you don't have to go into start dates and salary requirements just yet. If the candidate passes the prescreening test, you can then bring them in for a traditional interview and get a feel for their personality.
Judge Education Wisely
Education goes a long way in the recruiting process. As the following article notes, just because there are certain college degrees with the best average return on investment doesn't mean a highly educated candidate is right for your particular business. Because of this, it's important to judge the candidate's education experience wisely.
When perusing the candidate's résumé, you should keep a close eye on the degrees obtained and how they relate to the position you're offering.
With the growing number of specialized bachelor's and master's degrees available, something too specialized might mean your company will have to spend time and money training the candidate.
Call All References
An impressive education background or not, it's your job as a hiring manager to call each and every reference the candidate provides. Going with your gut is helpful, especially if candidates look good on paper and present themselves professionally. However, gut instincts never replace an open and honest phone call.
If the candidate seems good on paper, but he or she is missing contact information for past employers, it's important to ask why that information is missing. Contacting all the candidate's past employers will give you a better idea of whether they're right for the job or not.
Likewise, calling personal references is helpful in terms of forming a fuller opinion of the candidate.
Use the pointers above when seeking out the most qualified candidates for your company and remember, education experience is just one piece of the hiring puzzle.
Adam Groff is a freelance writer and creator of content. He writes on a variety of topics including résumé writing and workplace recruiting.
Marketing matters: from IBM to Kyndryl
Prior to joining Kyndryl as Chief Marketing Officer, Maria had a 25-year career at IBM, most recently as the tech giant’s CMO where she oversaw all marketing professionals and activities across North America, Canada and Latin America. She has held senior global marketing positions in a variety of disciplines and business units across IBM, most notably strategic initiatives in Smarter Cities and Watson Customer Engagement, as well as leading teams in services, business analytics, and mobile and industry solutions. She is known for her work with teams to leverage data, analytics and cloud technologies to build deeper engagements with customers and partners.
With a passion for marketing, business and people, and a recognized expert in data-driven marketing and brand engagement, Maria talks to Business Chief about her new role, her leadership style and what success means to her.
You've recently moved from IBM to Kyndryl, joining as CMO. Tell us about this exciting new role?
I’m Chief Marketing Officer for Kyndryl, the independent company that will be created following the separation from IBM of its Managed Infrastructure Services business, expected to occur by the end of 2021. My role is to plan, develop, and execute Kyndryl's marketing and advertising initiatives. This includes building a company culture and brand identity on which we base our marketing and advertising strategy.
We have an amazing opportunity ahead at Kyndryl to create a company brand that will stand apart in the market by leading with our people first. Once we are an independent company, each Kyndryl employee will advance the vital systems that power human progress. Our people are devoted, restless, empathetic, and anticipatory – key qualities needed as we build on existing customer relationships and cultivate new ones. Our people are at the heart of this business and I am deeply hopeful and excited for our future.
What experiences have helped prepare you for this new opportunity?
I’ve had a very rich and diverse career history at IBM that has lasted 25+ years. I started out in sales but landed explored opportunities at IBM in different roles, business units, geographies, and functions. Marketing and business are my passions and I landed on Marketing because it allowed me to utilize both my left and right brain, bringing together art and science. In college, I was no tonly a business major, but an art major. I love marketing because I can leverage my extensive knowledge of business, while also being able to think openly and creatively.
The opportunities I was given during my time at IBM and my natural curiosity have led me to the path I’m on now and there’s no better next career step than a once-in-a-lifetime-opportunity to help launch a company. The core of my role at Kyndryl is to create a culture centered on our people and growing up in my career at IBM has allowed me to see first-hand how to prioritize people and ensure they are at the heart of progress in everything Kyndryl will do.
How would you describe your leadership style?
I believe that people aren't your greatest assets, they are your only assets. My platform and background for leadership has always been grounded in authenticity to who I am and centered on diversity and inclusion. I immigrated to the US from Chile when I was 10 years old and so I know the power and beauty that comes from leaning into what makes you different from other people, and that's what I want every person in my marketing organization to feel – the value in bringing their most authentic self to work every day. The way our employees feel when they show up for themselves authentically is how they will also show up for our customers, and strong relationships drive growth.
I think this is especially true in light of a world forever changed by the pandemic. Living through such an unprecedented time has reinforced that we are all humans. We can't lead or care for one another without empathy and I think leaders everywhere have been reminded of this.
What’s the best leadership advice you’ve received?
When I was growing up as an immigrant in North Carolina, I often wanted to be just like everyone else. But my mother always told me: Be unique, be memorable – you have an authentic view and experience of the world that no one else will ever have, so don't try to be anyone else but you.
What does success look like to you?
I think the concept of success is multi-faceted. From a career perspective, being in a job where you're respected and appreciated, and where you can see how your contributions are providing value by motivating your teams to be better – that's success! From a personal perspective, there is no greater accomplishment than investing in the next generation. I love mentoring younger professionals – they are the future. I want my legacy as a leader to include providing value in work culture, but also in leaving a personal impact on the lives of professionals who will carry the workforce forward. Finding a position in life with a job and company that offers me a chance at all of that is what success looks like to me.
What advice would you give to your younger self just starting out in the industry?
I've always been a naturally curious person and it's easy for me to over-commit to projects that pique my interest. I've learned over years of practice how to manage that, so to my younger self I’d say… prioritize the things that are most important, and then become amazing at those things.