The Pintos get Biblical and share some Commandments for Hiring Managers & Recruiters! They boil down to this: Thou shalt treat candidates with respect!
Pinto Employment Search LLC - Logistics & Supply Chain Recruiters
Chris & Nancy Pinto, Owners
Whether you asked for a job transition or not, searching for a new position can be scary, frustrating and disheartening. Times and technologies change quickly, and there’s a lot to organize! But the journey can just as easily be exciting, fruitful and rewarding. I’m Nancy Pinto.
And I’m Chris Pinto. Together we own Pinto Employment Search, an executive recruiting firm specializing in the supply chain and logistics industry. Our combined experience in transportation jobs and recruiting is over 50 years! We’re here to help you navigate the world of resume writing, job applications, interviews, negotiating compensation, and everything in between - to help you land the job you want!
From time to time, we will also release an episode where we announce current job openings we’re working on.
Welcome to the Job Search SOS Podcast!
In episode 8, Reputation, Perception, Behavior, we introduced a rule stipulating that an interviewer should not keep a candidate in a meeting for more than an hour without offering a refreshment, lavatory break, and approximate ETD. We named this The GO Clause in honor of a friend who was held hostage for four hours by his prospective managers!
Well, today we’re gonna continue and try to help hiring managers, recruiters, and anyone out there tasked with coordinating and conducting interviews.
Let’s take it from the top. Company X finds itself in need of a new employee. First thing they should do is create an updated job description which clarifies the overall purpose of the role, main responsibilities, skills and attributes required, location, and work-from-home policy.
Some job descriptions include a salary range; we cover the pros and cons of this in episode 11, Show Me The Money. Company X may choose not to disclose the salary info, but they should tell the world the great things about working there. They should include a brief list of benefits, and anything special, for example, performance bonuses, annual company picnics, profit share, flextime, and so on. Today’s savvy job seeker also wants to know how Company X cares for their community and environment.
Furthermore, it’s important for Company X to be honest about how soon they need to hire. Companies who are scouting for talent for FUTURE staffing should be transparent about the timeline they have in mind. A candidate facing downsizing may not be in a position to wait three months for a new job. Just as a company in dire need of a customer service rep won’t wait forever for a candidate.
Company X is now prepared to advertise and spread the word that a job is available, and hopefully attract some great candidates. There are many ways this can be done: general job boards, industry-specific job boards, social media, word-of-mouth, and networking.
ORRRR, maybe I’m biased, but my favorite option for logistics and supply chain jobs is to use a recruiter... such as PINTO EMPLOYMENT SEARCH!
Using whichever method, Company X needs to provide a clear and easy way for applicants to do their thing and apply. Online posts should provide a link to the job description and application process. The website should be secure (meaning, it starts with httpS as opposed to just http). It’s safer and gives visitors to that website more confidence.
The application form should be brief - just some basic contact information, salary expectation, and a way to easily upload a resume and cover letter. It’s best to not ask current salary, as this is prohibited in many states. The system should generate an auto-reply so that the job seeker knows their application went through, and what to expect next.
So now the word is out, and resumes start pouring in. The hiring manager should immediately contact the applicants that look promising. If Company X is getting candidates from a recruiter, they should respond to any introductions as soon as possible, ideally to confirm that they would like the recruiter to set up an interview (because the recruiter presumably took the time to vet the candidates!).
Company X should let the candidate or recruiter know whether the interview will take place via phone, video, or in-person; include several date and time combinations for ease of scheduling; provide the names, titles and emails for any other people planning to attend the interview; and create meeting invitation links for online interviews.
Note to fellow recruiters: it’s your job to facilitate the entire interview process. Do not have your candidates reach out directly to your client unless there are extenuating circumstances. Even then, ensure you are in the loop of all communications.
Cut to: Interview Day! If it’s a phone interview, Company X should call the candidate at the agreed-upon time. Just as we urge job seekers to smile and express enthusiasm, we urge the interviewer to do the same. This puts the candidate at ease and sets the tone for a friendly, productive phone call that there was no reason to dread.
Hiring Manager: describe the company and the role. Go through the applicant’s work history and ask any questions you need to get a good first impression and see if you’d like to move forward to a face-to-face meeting. Don’t take forever.
A video interview can go longer, but try to keep this to an hour max if possible, though of course if there is a panel, this may take considerably longer. We offer the same tips that we advise our job seekers: a well-lit background that’s not very busy and distracting; a strong internet connection; and an outfit that’s not pajamas.
Face to face interviews have their own set of commandments.
Thou shalt not keep the job applicant who arrived on time waiting more than 10 minutes, and shall have a backup manager on standby ready to conduct the interview should a sudden and extreme emergency arise.
Thou shalt present thyself and thy work environment in a hygienic and professional manner.
Thou shalt not ask sales candidates for a list of their clients, nor operations candidates for a list of their vendors.
Thou shalt not use interviewing as a way to generate ideas for solving an existing complex problem.
Thou shalt not go on a long tangent about thy own experience, achievements and complaints, thus running out of time to ask the interviewEE about THEIR background!
Thou shalt remain cognizant that very lengthy meetings are mentally and physically draining, and shall make reasonable accommodations for washroom and refreshment breaks.
Thou shalt not ask questions or make statements, regardless of intention, that may be considered illegal or insensitive.
Thou shalt be optimistic, excited and transparent about the good, the bad and the ugly of working for your esteemed organization.
Thou shalt initiate the awkward but necessary discourse on the subject of salary, even if it is just to mutually agree on a preliminary salary range in the event all parties want to move forward to the next step.
Thou shalt give the job seeker the opportunity to ask several questions of their own.
Thou shalt clearly communicate the action that will follow the meeting, be it feedback via the recruiter, a second interview, a decision either way, etcetera.
Thou shalt, at the conclusion of the interview, digest the contents of the meeting, and within 24 hours, execute feedback to all concerned parties.
Now, we know that Company X is busy, and that any number of factors, foreseen and unforeseen, can delay the hiring process at any point.
Or maybe Company X didn’t think the candidate they interviewed was the right fit. That’s okay; the feeling could be mutual. We just need to know so that the candidate can move on and we can enhance our search for the right person.
The point is that people are out there spending time preparing, researching, interviewing, and getting their hopes up. And we recruiters have represented Company X as somewhere amazing to work, filled with supportive teammates, so the least they deserve is a timely update.
Besides, if you don’t hire one of OUR candidates, you don’t pay. We may make a voodoo doll in your name, but you won’t pay.
We're kidding, right? Yes, we're kidding.
Ideally, Company X fills their job quickly with the right person. But please, no matter what happens, be as easy to work with as possible. That also goes for us recruiters. And sometimes we get caught up in the busy-ness of biz-ness, so let’s all give each other the benefit of the doubt when following up.
Thanks to all who provided stories and tips to help us out! Keep ‘em coming, whether you were interviewing or being interviewed!
And if you think we’re making this up, WE...ARE...NOT. Each and every example we’ve given in this episode happened to someone - us or someone we know.
That’s right...and a lot of them happened to the same person! Who we anonymously thank!
If you enjoy the show, please subscribe, download, and share! Thanks to everyone for all the positive feedback and support!
We’ll also drop a bonus episode announcing the hottest logistics jobs we’re working on. Don’t worry, it’s not a dry list of job descriptions that’ll put you to sleep - hopefully! We share some state trivia and set it to music to keep you awake and entertained!
Our website and contact info will be in the show notes of every episode, so please feel free to share with anyone you know, and reach out with comments, questions, or just to say hello!
Thank you for listening to the Job Search SOS Podcast!
Please visit httpS www.pintoemployment.com and feel free to reach out to us. See you next time!
Pinto Employment Search LLC - Logistics & Supply Chain Recruiters
Chris & Nancy Pinto, Owners