Comments on: Use the One-Question Interview to Make More Placements with Fewer Candidates http://www.ere.net/2008/08/01/use-the-one-question-interview-to-make-more-placements-with-fewer-candidates/ Recruiting News, Recruiting Events, Recruiting Community, Social Recruiting Tue, 14 Feb 2012 10:32:01 +0000 hourly 1 http://wordpress.org/?v=3.2.1 By: Past accomplishments an indicator of future performance | The Job's On! Blog http://www.ere.net/2008/08/01/use-the-one-question-interview-to-make-more-placements-with-fewer-candidates/comment-page-1/#comment-6692 Past accomplishments an indicator of future performance | The Job's On! Blog Tue, 12 Aug 2008 23:19:30 +0000 http://www.ere.net/?p=3419#comment-6692 [...] You can read Adler’s article in full on the ERE.net website: Use the One-Question Interview to Make More Placements with Fewer Candidates [...] [...] You can read Adler’s article in full on the ERE.net website: Use the One-Question Interview to Make More Placements with Fewer Candidates [...]

]]> By: Lou Adler http://www.ere.net/2008/08/01/use-the-one-question-interview-to-make-more-placements-with-fewer-candidates/comment-page-1/#comment-6662 Lou Adler Tue, 12 Aug 2008 14:09:32 +0000 http://www.ere.net/?p=3419#comment-6662 Chris - I only use for heavily experienced if they are not naturally good interviewees. Since most hiring managers aren't very good interviewers, it's important that your candidates are well-prepared to handle meetings with weaker interviewers. Try it out for yourself to validate the methodology. Lou Chris – I only use for heavily experienced if they are not naturally good interviewees. Since most hiring managers aren’t very good interviewers, it’s important that your candidates are well-prepared to handle meetings with weaker interviewers.

Try it out for yourself to validate the methodology.

Lou

]]> By: Chris Riley http://www.ere.net/2008/08/01/use-the-one-question-interview-to-make-more-placements-with-fewer-candidates/comment-page-1/#comment-6657 Chris Riley Tue, 12 Aug 2008 09:53:46 +0000 http://www.ere.net/?p=3419#comment-6657 I'd like your opinion on whether this technique is suitable for highly experienced candidates, already in senior positions? I've certainly seen situations where the candidate has trouble picking one particular "accomplishment" out of an apparently stellar career. I’d like your opinion on whether this technique is suitable for highly experienced candidates, already in senior positions?

I’ve certainly seen situations where the candidate has trouble picking one particular “accomplishment” out of an apparently stellar career.

]]> By: Doris Kistenmacher http://www.ere.net/2008/08/01/use-the-one-question-interview-to-make-more-placements-with-fewer-candidates/comment-page-1/#comment-6610 Doris Kistenmacher Mon, 11 Aug 2008 17:47:02 +0000 http://www.ere.net/?p=3419#comment-6610 It is Monday; I opened this article and connected immediately. One of my favorite people (Lou Adler) is talking to me. You, Lou Adler are able to connect to my common sense level. Thanks… How true it is to engage a candidate in conversation about what they know and do daily for a living; connecting the requirements requested by the client at a conversation level with your candidate! I agree whole heartily that combining the requirements into a conversation verses a question answer conversation you have created a unity concept of going for the same goal. This is a unique method of saving face for everyone…possibly the candidate is qualified---how do we take it to the next level? Easily use this method presented here. Combine your questions with the required information. While listening to the candidate, we have the opportunity to qualify the level of skill. We are able to understand more about the candidate. You run the gamut of finding out that the candidate is not at the same level that is required by the client. Yet, it opens another area for the recruiter to speak with the client, also at a different level. Saying things like, “I just spoke, in length, with Joe Black, interesting enough, he does not meet all of your qualifications but I found that…” If you recall the match is not always about the requirements it is about what this person can do for the client. Recall the clients do not always hire the best candidate! And we do not know the whole story behind the need to hire either… What have you done here, created a motive to hire someone! Possibly creating another position or allowing the client to know that you know your candidate! This can be a win – win- win for all three of you. Lou Adler You have done it again. Thank you for helping us remember to keep it simple, yet, learn your product(Candidates) and working as an extension of your client. Cut’s down on “cold calls” creates more business for everyone! See ya in line at the bank. Doris It is Monday; I opened this article and connected immediately. One of my favorite people (Lou Adler) is talking to me. You, Lou Adler are able to connect to my common sense level. Thanks…
How true it is to engage a candidate in conversation about what they know and do daily for a living; connecting the requirements requested by the client at a conversation level with your candidate!
I agree whole heartily that combining the requirements into a conversation verses a question answer conversation you have created a unity concept of going for the same goal. This is a unique method of saving face for everyone…possibly the candidate is qualified—how do we take it to the next level? Easily use this method presented here. Combine your questions with the required information. While listening to the candidate, we have the opportunity to qualify the level of skill. We are able to understand more about the candidate.
You run the gamut of finding out that the candidate is not at the same level that is required by the client. Yet, it opens another area for the recruiter to speak with the client, also at a different level. Saying things like, “I just spoke, in length, with Joe Black, interesting enough, he does not meet all of your qualifications but I found that…” If you recall the match is not always about the requirements it is about what this person can do for the client. Recall the clients do not always hire the best candidate! And we do not know the whole story behind the need to hire either…
What have you done here, created a motive to hire someone! Possibly creating another position or allowing the client to know that you know your candidate! This can be a win – win- win for all three of you.
Lou Adler You have done it again. Thank you for helping us remember to keep it simple, yet, learn your product(Candidates) and working as an extension of your client. Cut’s down on “cold calls” creates more business for everyone! See ya in line at the bank.
Doris

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