Late updated: 07/24/2016
Articles have cited the following top reasons why people do not get the jobs they sought:
especially those what involve you "saving the day" or other accomplishment statements. Make them feel
important so they will hold you in fond memory.
Always leave something, such as a Business Card with them. Resumes are good, Business cards work.
Always follow-up the meeting with a personalized Thank You card potentially touching on items you did
not discuss but brings incremental value to them. Use a laptop in your car to write the letter and avoid
misspelled words. Consider leaving the card with the Receptionist before you leave to insure same or
next day delivery. In some companies, the card may be delayed for days within the US Postal Service and
internal mail sorting and delivery. Quick gratification is something everyone enjoys!
If they may be interested in additional information from you, offer to deliver it to them. DO NOT miss
the opportunity to be face-to-face with them again and have an extended conversation further building
your relationship and comfort they have with you.
10 Best Traits of Outstanding Candidates
Here they are:
Being results-driven or motivated is not enough. Achieving the expected results is what’s important. To figure this one out, ask about the biggest project the person handled and how he/she achieved the objectives.
During the interview, ask about the person’s three biggest accomplishments in the recent past. Then ask why he/she was assigned the roles. Look for people who stretch themselves or are assigned to stretch jobs.
People get awards, bonuses, promotions and formal recognition for a job well done. Raise the caution flag if you don’t find much regardless of the person’s presentation skills.
Ask the person how they found his/her last job, and the few before that. The best people are frequently sought out by their former bosses and co-workers. If so, find out why.
If the person’s a manager, ask the person to rank the quality of each team member and ask how each new hire was found and hired. The best managers seek out the best people and give them opportunities to become better.
Examine the size, scope, scale and complexity of the person’s major accomplishments over the past 5 to 10 years. The best people increase their impact and influence over time. If the person has plateaued, look for high quality work and exceptional passion for what they do.
Forget the brainteasers. Get into a discussion about some realistic problem the person is likely to face on the job. The best people can put some type of logical plan together to find a solution, including how they’d figure out the answer to things they don’t know.
As you dig into the person’s major accomplishments, ask how he/she overcame major problems. Look for a pattern of making things happen, taking personal responsibility and consistently achieving planned results. Avoid those who make excuses.
Collaborating on major projects with influential people in other functions is a core attribute of those who get promoted. To figure this dimension out, ask about the biggest and most important teams the person has been assigned to, why the assigned to the project and his or her role. Then look for how the person influenced the team results and their ability to understand the challenge from the perspective of people in other functions.
This is a catch-all trait I invented. It’s the ability to get granular to understand a problem, the ability to zoom out to see the strategic and multi-functional consequences and then zoom in to figure out the best tactical solution. The depth and breadth of the person’s zooming ability is a great indictor of the person’s current ability and upside potential. You’ll need to conduct the full Performance-based Interview to figure out how well the person zooms.
I left out leadership from the list but I’ve discovered that if a person has most of the above attributes it’s because the person is a strong leader. Recruiters need to recognize true talent rather than just box check skills and experiences. The best people rarely have everything listed. As counter-intuitive as it may seem, this is actually what makes them the best people. And it’s why recognizing