Picture this: You're a recruiter trying to find the perfect candidate for a job opening. Before you unleash this lineup of job-seeking hopefuls upon your hiring manager, let's take a moment to ensure that your presentation doesn't turn into a comedy of errors. Here's your guide to avoiding disaster when presenting a slate of candidates to hiring managers.
Don't Play “Blindfolded Pin the Tail on the Candidate”
Put that blindfold down! You wouldn't attempt to pin the tail on a donkey blindfolded, so don't blindly present candidates either. Make sure you understand the job requirements, or else you might end up with a candidate whose only qualification is “once won an office ping-pong tournament.”
Avoid the “Random Candidate Generator” Approach
Resist the temptation to pick candidates at random. Your hiring manager will not be amused if you present a diverse slate that includes an opera singer, a professional trampoline bouncer, and someone who claims to be an “expert” in interpretive dance for a data analyst position. Keep it relevant!
Embrace the “One-Page Résumé or Bust” Rule
When you receive candidates' resumes, look for the one-page résumé rule. If someone submits a novel-length CV detailing their childhood pet's favorite food, you might want to reconsider. While it's tempting to present a character from a Dickens novel, a single page is all you need.
“Phone a Friend” for Pre-Screening
Before presenting your candidates to the hiring manager, don't forget to pre-screen them. This doesn't mean calling your best buddy for a chat; it means thoroughly assessing their qualifications. Remember, asking, “Are you interested in a job?” is not a valid interview question.
Don't Get Lost in “Buzzword Bingo”
Buzzword bingo can be a fun game at office parties, but it has no place in candidate presentations. Avoid resumes filled with jargon like “synergy maximization” or “thought leader in multi-modal paradigm shifts.” Stick to candidates who can communicate clearly.
“Avoid the Human Lie Detector” Phenomenon
While honesty is important, remember that not every candidate will openly admit their weaknesses. Avoid presenting a candidate who lists their weaknesses as “caring too much” or “working too hard.” A human lie detector, your hiring manager is not.
Use “The Clueless Test”
Before finalizing your candidate slate, ask yourself the Clueless Test: “If I showed this slate to my grandma, would she understand why these people are being considered for this job?” If the answer is “no,” you may need to rethink your choices.
Set the Assessment Standard Ahead of Time
This is probably the most important step. You can have incredible candidates on your hands, but a failure to communicate when they're suited for the role will lead to them getting overlooked.
As a general rule of thumb, here's where to focus:
- Highlight the critical skills a candidate possesses that match the role
- Have systematic parameters in place for ranking talent based on
And any other areas your team wants.
This ensures candidates presented are fairly ranked across the board and establishing these parameters with a hiring manager ahead of time will ensure you're both on the same page with what to assess.
In the recruiting world, avoiding disaster when presenting a slate of candidates to hiring managers requires a blend of humor, common sense, and a healthy dose of professional judgment. So, remember to keep it relevant, concise, and error-free, and your presentation will be a hit rather than a hilarious miss. Happy hiring!
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