What question do I need to ask a candidate to find out if they’re a good fit for your organization?
Believe it or not it actually stumps the majority of my clients… I usually get “Oh, I don’t know, let me think about that…” And then when they do, whatever they come up with is almost always the key to successfully recruiting on that role.
“I’m working on getting better at presenting to large groups of people by presenting to my team every week. It’s getting easier, but to be honest it’s always been a challenge for me, which is a lot of the reason I went into this field… I was the only sixth grader I knew with a deep passion for Excel spreadsheets.”
Like only Vince Vaughan can, he and Owen Wilson’s character ramble their way through the Google interview question, “You’re shrunken down to the size of nickels and thrown into a blender – what do you do?”
Takeaway: In the face of even the most ridiculous questions, don’t try to ramble your way through it – 90% of the time it will be nonsense. We’ve all been there. Stop, think, and start over.
“I’ve lost four employees to you headhunters in three months. None of them would have left if a headhunter hadn’t lured them away!”
As headhunters, we hear this a lot. The reality is, there just isn’t enough A+ talent to go around, so they will always be in demand… and headhunters will always call.
Recently there’s been a lot written about headhunters and salary. Should you disclose? Should you negotiate directly with the hiring manager? Here’s my best advice on how to be the most successful in talking salary with a headhunter.
