nonprofit jobsIn parts One and Two of this four-part series, I outlined the “homework” required in order to best prepare yourself, a candidate and a reference for a formal reference interview. In this entry, details of the actual process, from questions to ask to delivering the results, are outlined.
In Part One of this series, I outlined the homework I do with regard to references before placing the formal reference checking call as it relates to the candidate. Today, that homework process continues to unfold with a focus on the references.
In this last installment of my three-part series, the focus is on initiating the search process and the role of a recruiter should you choose to use one.
Conducting a search for new talent is a cumbersome task. Trying to decide whether or not to involve a recruiter is another important, if not intimidating, aspect of the process.
In my previous post, I outlined two specific areas of consideration with regard to determining the need and function of a recruiter for your position search: Defining the Opportunity and The Scope of Your Search. In this second of a three-part series, my focus is with regard to the talent you seek – defining the characteristics of an ideal candidate and then figuring out how to attract them.
Many organizations are familiar with using references in the final phases of search to support or eliminate one winning candidate. References can serve equally critical functions, however, beyond giving you data about your proposed “winner.” In this four-part series, the pieces of the referencing process are outlined and defined so you can be best prepared no matter your role.
In my three-part series, I will walk you through the different aspects of a search process identifying both the benefits and role of a recruiter at each step as well as the details to consider before deciding on the best recruiter for your job.
By the time you step into the interviewer’s office, he or she has probably already decided that your work history as presented on your resume at least minimally qualifies you for the job. Questions thrown at you will focus both on the projects and programs you have managed as well as your hopes, dreams, and desires. Employers are as much interested in what you have accomplished as they are in what it will be like to work with you on a daily basis.
Here we are a few decades later, and, of course, I’ve gotten on board with many aspects of the e-world. In fact, I really wouldn’t want to lose access to most of it. Like you, I’ve found both great use and great fun within the cyber world. It’s interesting, though, to really think about how we’ve gone from electronic communications complimenting our daily lives to where face-to-face interactions and holding an actual phone conversation now, instead, compliment the e-world.
It makes your brain swirl a little to recall your misconception of 40, doesn’t it? Finding yourself in the middle of a career change at 40 is enough to turn that spin into utter turmoil. While there are a number of practical, measurable action items to which you must attend during a job search or other big career move, give the emotional side of such a pursuit careful attention and acknowledgement along the way.
Now, that’s a notion to which I know many of us can relate – taking that leap we never saw coming. It happens when someone takes notice of something we can offer, approaches us with a, “Have you ever considered …” and we find ourselves where we never could have or would have imagined! And, as an extra bonus, I’ve often found that when this happens, we tend to land in a position that actually means something to us.
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