I'm not a recruiter for Sodexo. In fact, before joining Sodexo's Talent Acquisition Team I didn't have HR recruiting experience. I've always been a marketer and a communicator and have worked in many different industries including non-profit membership organizations where I "recruited" new members and for engineering-type companies where I "recruited" new business opportunities. Yes, there is a difference between employment branding and consumer branding or business to business branding - but it's still marketing. I do, however, have the pleasure of working with Sodexo USA's team of talented recruiters who work hard to fill thousands of positions for more than 6,000 locations across the United States each year. Recruiting for a company as large as Sodexo requires more than a strong employment brand it requires talented, organized and efficient people... talented, organized and efficient recruiters.
Last week I posted about the top 10 personal qualities/skills employers seek, according to the National Association of Colleges and Employers' Job Outlook 2008 Survey and now I want to know what recruiters seek.
We all have "hot buttons" and by hot buttons I mean something someone has said or done that will either work in their favor and "seal the deal" so to speak or just the opposite and become a deal breaker. The recruiter is the most important person in a candidate's job search experience. By knowing their hiring managers and the environments for which they hire well our recruiters are able to define a unique check list of hot buttons. What might be a deal breaker for one recruiter may not be for another.
Wouldn't it be nice to know what can make or break the deal for you before you go through the hiring process?
So this question is for all recruiters. Sodexo recruiters, independent recruiters, and recruiters who work for other companies.
What are your hot buttons?
26 comments:
I love when a candidate researches the company that they are applying to. If they do their research and gain an understanding of our company's mission it makes for a great screening experience!
I'm not a recruiter but I play one on TV :)
As a hiring manager, one of the most important things that candidates can bring to the interview (in addition to their skills and competency) is a thorough understanding of our company. I am impressed when a candidate knows about Sodexo's accomplishments and future direction. I recommend doing the your homework!
In addition to knowing about the company, I always encourage candidates to remember to which job he/she has applied. Nothing says, "I'm just not that into you" more than a candidate asking me, "Now what job is this for again...and where?" If searching for multiple jobs at once (we know it happens sometimes,) I recommend keeping a journal/log of your postings, communications, etc. with the company.
A deal breaker for me is when a candidate is clearly only interested in how much money the job pays as opposed to learning what the job entails.
My hot botton is when I attempt to contact a candidate to conduct a phone interview and all of the phone numbers that he/she provided are out-of-service, disconnected, or have full mailboxes. Please don't miss out on a great career prospect because you've supplied bad phone numbers.
A deal breaker for me is when you are scheduled to speak with a candidate at noon. They are still sleeping and when they finally get on the phone they are yawning and unprepared.
Amber said
I am interested to know how keen and motivated the candidate is about the position. The candidate’s attitude will make or breaks a deal for me. It is interpersonal skills and the ability to be flexible that is most important trait for this fast pace work environment.
Love what you do and have strong work ethics everything else will fall in to place
One of they key things that I look for on a phone interview is a candidates ability to listen. If a candidate waits for the question to be asked, responds with a well thought answer or even asks a question to clarify to be sure they understand the question fully, I appreciate that. What is somewhat of a yellow flag is when a candidate speaks over me or starts to go into a detailed explanation of their background when I just need to first ask them a couple administrative questions or am not ready to start taking notes on their work experience. It is important to communicate your work experience and competencies, but even more important is the ability to listen. That way you will know when it is the right time and be sure that the person doing the phone interview will be fully able to appreciate your answer.
What impresses me in a candidate is someone who has thoughtfully researched our company and the position, and comes to the interview prepared to clearly articulate what they bring to our company in terms of their background, experience, qualifications and potential as it relates to the position. I am also impressed by candidates who have the confidence to be up front about what they might be lacking in terms of the job qualifications, as long as they share how they would go about obtaining additional knowledge or skills. For me, this demonstrates that the candidate has a self awareness, is serious about seeking the right fit, and honest about what they can contribute and where they hope to develop and grow. So often we read about how the interview process is a "sales" process--with candidates trying sell themselves to a company, and a company trying to sell their job to the candidate. Of much greater value is where the interview process is an honest and mutual exchange of who we are, what we bring as it relates to the company and the job, and what we aspire to over time.
I agree with Michelle - if a candidate shares with me that their only reason for wanting to join a company is that they want more money, I have minimal interest in this candidate. If money is the only issue, this candidate could join our company and then leave abruptly when another recruiter calls them and offers them a higher salary. I want to know that the candidate has a passion for our industry, has done their homework on our company and is articulate over the phone. Along with core competencies, a professional demeanor during the interview process is very important.
Belen DeLuca said...
My hot button is when a candidate makes excuses and does not make an effort to send the application and verification forms as it is an important part of the hiring process. Local libraries, Kinko’s/FedEx, offer several services they can use to send the information.
A hot button for me is clear lack of passion for the position applied for. When money/benefits come up too soon, it leads me to wonder why the candidate REALLY applied. Usually within 15 minutes of a screening, it becomes clear.
Jen Hurst said...
One of the things I like is when candidates are prepared and they have researched the company and know the position they have applied for. A candidate who asks questions, is interested, engaged and especially who can articulate how their background matches the job they have applied for. A hot button for me is when candidates have mistakes in the resume or a resume that is not up to date. Also, if a candidate becomes very negative when speaking about a past employer/position. You always want to put your best foot forward and being prepared, interested, having an updated resume and a positive outlook are key!
When a candidate exhibits passion for their industry, I know they are someone I want to continue working with. If they rattle of their duties with the enthusiasm of a grocery shopping list, they automatically lose my interest. Also, candidates who already have some situations to discuss when I ask behavioral interview questions are always winners in my book. If they can’t think of a time when they were challenged by a project or faced with a tough deadline, I begin to question their skills and OTJ experience.
Hot Buttons: I am impressed by candidates who have done their homework and know what they are getting themselves into, before getting into the interview process. Those who understand the company, it's culture, the team they are considering/considered for and all. On the other hand, those who have to have most everything explained to them leads me to believe that this position is not "special" to them. I often have to check myself to ensure my lenses are clear from the "halo" affect that could happen during an interview. It is important to me to be fair to the candidate and to the vacancy that the matching process is as objective as possible. Having the skills and motivation to do the job are front of mind for me...
It is important for a candidate to have thoroughly researched the company and the job prior to the interview. I am especially impressed when candidates network in advance to gain an understanding of the culture and obtain the insider's perspective. A hot button for me is when a candidate is not prepared. I am unimpressed when the candidate tells me they know people in the company or in similar roles yet do not capitalize on this to better understand the company, the culture or the job they are applying to. My advice is to take advantage of all opportunities to know the organization including social media such as blogs, LinkedIn, Facebook, YouTube, and others to not only build personal connections but gain the insiders view.
What is a good “hot button” to me? A demonstrated compassion for our customers and clients and a passion to provide high quality customer service. I currently recruit for Environmental Services Managers in our Health Care Services division but I also had the pleasure of spending two years in operations in a high volume environmental services (housekeeping) department at a large acute health care facility and teaching hospital. Working in a health care environment, we do not always see our customers when they are “at their best”. We serve residents who have been “on call” for many hours, nurses who are working a double-shift to cover for their coworkers who can’t make it in to work due to a snow storm, family members who are waiting anxiously for a loved one to come out of a surgical procedure and even patients who have just received a terminal diagnosis or have been told they need to be put on a transplant list. Our managers and frontline employees who speak with patients in their rooms often come across patients who are upset. We may get them a pitcher of water, hand them the phone if they can’t reach it, flag a nurse down if needed or hold their hand if they are scared. The bottom line is that our Sodexo employees do so much more than provide patients with a clean, safe environment; we provide a bit of comfort as well. This takes compassion. So how can you relay that passion and compassion to me during a phone screen? Provide me with a real-life example from your work experience. Be detailed about it and remember…at Sodexo, “patients and residents are the heart of everything we do”. Do you think you have what it takes to provide this level of service? Tell me about it.
I enjoy meeting or speaking with a candidate that has a passion to stay with a company for the long haul. So many times I see candidates come through only for the "money factor". Sodexo is a company of long, tenured personnel and we look for that in the candidates that we engage. A candidate that is eager and puts forth an enthusiastic attitude is also always a plus. And please-- don't answer your call waiting during a phone interview! That's an automatic "no no" in my book. Trust me, its happened!
Do your homework & be prepared – that’s my “Deal Breakers”. Your resume is the 1st opportunity that you have to market yourself to a recruiter. Keep it brief and concise. Add skills rather than an objective. Show chronological work history – most recent job 1st. Use action words to describe your accomplishments and responsibilities. Use quantified and measureable information. Keep notes for yourself on the back of your resume – information about Sodexo and on the facilities where you have posted to as a possible candidate. Jot down your experience regarding; technical skills relative to the posted jobs, budgets/financials, customer satisfaction initiatives, and team building / employee development. Check your voice mail message for a profession manner. If you are selected as a candidate to be interviewed, your interpersonal skills will be critical. After the hiring manager assesses your technical skills, they will need to determine that you have the ability to relate well to others and get the job done.
One of my "hot buttons" as a recruiter would certainly be a candidate that has trouble articulating there expereinces and goals.
We all phone screen, and I would guess many, if not all our recruiters could tell their own story where obtaining information from a candidate was unconfortably difficult. It is important to get a "sense" of who the candidate is, and this should not be like pulling teeth! For many of us, when we are asked about something we know or are passionate about, it does not take much for the teacher in us to arrive. We get excited to talk about the subject and without even intending we convey our sincere interest to the listener.
Although, just as many of us may feel reluctant to talk about ourselves or become quiet when feeling a bit nervous.
Recruiters understand that, and often initiate lite rapport building conversation at first.
Please keep in mind however, that the initial phone conversation is to get an idea of who you are, what you have done, and what you would like to do. Sodexo is a progressive diverse company. We are not seeking a cookie cutter candidate with the right answers. We are seeking indiviuals with passion and talent, with thier own unique answers. Let us know yours!
Great organizations hire people to solve problems; enhance operations, grow sales, increase customer satisfaction, implement best practices, be a change agent...bascially to make a real difference. IF the candidate does not come to the table seeking how they can make a difference and demonstrate how they have done so in the past, then that is a hot button for me.
I love it when a candidate has done their research on our company and presents themselves in a professional and confident manner. I have been a recruiter for many years. I’m always disappointed after I have invested time and energy to gather information to prepare a candidate for interviews and at the last moment they say or do something dumb (Showing up late for their interview; providing incomplete information about their education and training). Another hot button to me is when I’m asked by a candidate how many other candidates have applied to this position and if I’m having a difficult time finding candidates to fill this position.
I know we all have "Hot Buttons". As a Senior Recruiter with Sodexo -I really appreciate those candidates that do their home work and come to the interview prepared, have a current resume and have it in front of them and ask questions or share specifics that they have read or seen on our website or on various internet boards. I cannot tolerate interruptions - candidate placing me on hold, talks to family members in background on interview, cannot pronounce our company name or has any knowledge about our company or position he/she applied to. Like when the tables turn and I get interviewed by the candidate...keeps me on my toes.
What really bothers me is an outdated resume'. I cannot count how many times that I will start a phone screen with a candidate and they interrupt to tell me that they are no longer at the company that is on their resume' they have uploaded or e-mailed to me. Coaching comes into play here with the candidate telling them my Hiring Manager will see your resume' and this will be his or her first opportunity to see your credentials on paper. This represents your background, experience, education and how prepared you are as a candidate.
I love to see candidates that can genuinely articulate clearly and concisely, measurable current and past demonstrated accomplishments/contributions that have driven the business in a positive manner toward meaningful business goals. Also,those that demonstrate understanding of corp. cultural values and what one can/or has contributed to needs of that a particular company culture and how that may transfer to the culture they wish to join.
Finally, consistency of information sharing through the interview process. i.e., that the candidate consistently represents self (working values, interests and aptitudes, abilities demonstrated competencies) with all individuals who interview the candidate. Inconsistencies should be seriously considered and analyzed.
Candidates who make the best impression are those that take the time to understand our business by visitng our website, talking with Sodexo employees and understanidng the company cultutre. I am always looking for those with a passion for their work and who have a realistic and optimistic understanding of the profession.
In the interview, focus on the questions being asked and the information presenterd. Be interested in the career growth and training opportunities that are being offered. We are always interested in candidates who want to contribute.
The biggest turn-off is when the first question the candidate asks "what hours will I have to work" or "how long is my lunch break". I was surprised the first time this was asked for a salaried, maangement position, but over time, find that this is sometimes the most important infomration to the candidate - not surprising, these candidates do not go far in our hiring process.
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