BWFR " Its Time for HR" -LUGERA - 8/2015 - Bucharest - Romania

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“Great vision without great people is irrelevant.”

- Jim Collins Good to Great -


Screening for the great

On average6 seconds are spent by a recruiter for

the screening of a CV


CV Screening – what we crave for -

1. Well – organized, professional appearance2. Relevant skills3. Less is more4. Specific technical skills5. Quantified results6. Initiative7. A sense of who you are8. Something that helps me remember you9. Good writing skills10.Dates that are easy to read and understand


CV Screening - What we most of the times find -

1. Lack of qualifications2. Focus on duties instead of on results3. Employment gaps/ Inaccurate dates4. Irrelevant information5. Contact details mistakes6. Spelling mistakes and grammatical errors7. Inconsistency8. Funny pictures and unprofessional email

addresses


CV Screening - Just a few examples of NO-NO’S -


CV Screening – what should you look at -

1. Relevance to the job2. Achievements3. Hard and soft skills4. Personal statement5. References


ExerciseWho would you choose

for a BDM role?


CV Yes

•Professional photo•Experience is matching the requests in the JD•Experience is detailed and structured•Performance is measurable and accountable•Knowledge and skills are relevant for the position•Legible, good formatting, no grammar mistakes

CV No•Inappropriate photo•General responsibilities•No results are mentioned•Job hopper•Extended period of time not covered by work experience (September 2010 – February 2013)•Competencies which are not sustained by work experience. E.g. experience in management: yes•English medium – does not comply with the requests set in the JD•Irrelevant hobbies or remarks lacking context (ex. Hobby: Internet; “Training-uri privind produsele bancare, fluxul de lucru, criteriile urmarite de bancile partenere(22 de banci”)•Spell check errors (targuri imboliare, •Grammar mistakes (Participant la cele mai importanta targuri imboliare pana in iunie 2010. Hobby - Internet, Calatori)•Poor formatting, too many fonts, difficult to read


InterviewHow to’s?

Best Practices to keep and to hold for any interview:

1.Always have a structure2.Prepare for the interview3.Explain the structure of the interview4.Take notes5.Make no judgements


BasicsWhat do we actually recruit?

Attitudes,Mindsets,

A way of doing things,Beliefs,

Competencies


“You can’t teach employees to smile. They have to smile before you hire them.”– Arte Nathan, Wynn Las Vegas


Just an example of – competencies for a BDM -

• Communication• Planning and organization/ time management• Negotiation• Solution Orientation/ Adaptability• Client orientation• Interpersonal Skills


Always remember!“Never hire someone who

knows less than you do about what he’s hired to do.”

– Malcolm Forbes, Forbes


Exercise:Build your own interview guide for

a BDM role


Do’s

•DO read candidates resume•DO ask for concrete examples•DO be on time•DO use self-criticism

Don’ts

•DON’T “stress to impress”•DON’T over flower the position/company•DON’T silent too much•DON’T ask personal questions


DON’T ask for what you want to hear! No LEADING QUESTIONS!


Bear in mind!

“You can have the best strategy and the best building in the world, but if you don’t have the hearts and minds of the people

who work with you, none of it comes to life.”– Renee West, Luxor and Excalibur Hotel


Questions?

Questions?

Thank Thank you!you!


BWFR " Its Time for HR" -LUGERA - 8/2015 - Bucharest - Romania

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Transcript of BWFR " Its Time for HR" -LUGERA - 8/2015 - Bucharest - Romania