- WHY YOU SHOULD HAVE A JOB DESCRIPTION/WHAT TO LOOK FOR IN A RESUME
- WHAT QUESTIONS YOU SHOULD AND SHOULD NOT ASK IN THE INTERVIEW
- HOW MANAGERS CAN BETTER HANDLE LAYOFFS
- FAQs
WHY YOU SHOULD HAVE A JOB DESCRIPTION:
Positions vary drastically - from junior to senior, territories, categories and/or expectations, responsibilities, skills, and goals. That is why it is essential to have a written job description for each position. You wouldn’t go on a trip without checking a map. Or bake a dessert without checking the recipe. Then why would you hire someone without a written job description?
Job descriptions should be complete, up-to-date and accurate, but most importantly they should be LEGAL! It is a good idea to have your Human Resources Department approve the job description before giving it to a candidate. Did you know, you can not say to a candidate “Having a car is a requirement” even if it is an outside sales job? You need to say, “Providing your own transportation so that you can meet the weekly goals of face-to-face client meetings is a requirement.”
Your job description should include the following:
- Job title
- Department and who it reports to within the company
- A brief description of the company and the position
- What the job responsibilities include (include # of calls, new business dollars to be developed, etc.)
- What is required of the position (will the job require attendance at networking events at night, use of a computer, specific category knowledge or contacts?)
- A brief description of how the compensation will be paid (100% commission, salary, base +, etc.)
- A statement that you comply with EEO hiring rules and regulations
Know your company’s policy on which forms/paperwork need to be filled out by each candidate. Make sure they include a waiver from the candidate, which allows you to check their references and background information. Once that is completed, make sure to conduct a thorough reference and background check.
WHAT TO LOOK FOR IN A RESUME:
A candidate’s resume should be the “table of contents” of their experience. If there are gaps in their work experience, make sure the candidate has valid reasons for their movement or lack of work. Keep in mind; it is still considered a “red flag” if a candidate has a lot of movement or many jobs.
Before the interview, make a list of questions to ask the candidate that are relevant to the job opening. Your goal is to determine what a person has actually accomplished in their previous work experience and see if it is a match. Keep in mind, resumes are a quick snap shot of an individual’s background; therefore, develop probing questions for information that is not covered on the resume.
SOURCE: Written and complied by several Media Staffing Network employees.
The information contained above is intended to provide useful information on the topic covered, but should not be construed as legal advice or a legal opinion.
WHAT QUESTIONS YOU SHOULD AND SHOULD NOT ASK IN THE INTERVIEW
Beware! This is a litigious society that we live in and you can not be too careful! STAY AWAY FROM ANY QUESTION THAT DOES NOT HAVE TO DO WITH THE JOB! As innocent as these sound, do not ask the following:
- You and I graduated from the same school, what years were you there?
- Your accent sounds like you are from the south, did you grow up there?
- I notice you have a wedding ring on; do you have children (yet)?
- O’Reilly? I suppose you will want St. Patrick’s Day off?
- What do you like to do in your spare time?
- Do you have a car?
- Stick to questions that pertain to the job
- Ask open ended questions
- Question how they structure their day
- Make sure to let the candidate know that the job requires attendance at evening/weekend events and confirm that they are open to attending
- Tell me about your hardest sale
- Where did the lead come from?
- What made the sale difficult?
- Describe the process that you went through to create the plan.
- How did you present the concept to the client?
- What was the outcome of the project?
- Did the client buy from you after?
- On your resume, it states that you wrote $1 Million in new business.
- Over what period of time did you sell it?
- To how many clients did you sell new business packages?
- How did you find these new clients?
- Did you sell straight packages or were they inclusive of promotion? If so, can you describe the promotions you put together and how they were created.
- Of your last X jobs, which was your favorite and which did you least like?
- Describe why your best one was the best one. Why did you leave there?
- Describe what made your worst one so bad.
- We all have had to deal with irate clients in our line of business, give me an example of your worst story.
- Why was the client so angry?
- How did you react?
- Was the client satisfied?
- Did they work with you after that?
- What could have been done differently?
The information contained above is intended to provide useful information on the topic covered, but should not be construed as legal advice or a legal opinion.
HOW MANAGERS CAN BETTER HANDLE LAYOFFS
Have you needed to eliminate positions or lay off employees? Displacement is a difficult situation both for the employer and the employees. Not only does the displacement take its obvious toll on the employee being laid off, but it can also affect the morale of your current staff. Keeping your current staff productive and focused as well as maintaining a positive company image during this period of transition can be a challenge.
Why not consider a comprehensive Outplacement Program for your displaced employees. Not only will the program make the separation less painful for everyone involved, it can also help to boost company morale and save on potential separation costs including unemployment charges and litigation issues.
Media Staffing Network has teamed up with professional career counselors to provide a comprehensive Outplacement Program that will work with your displaced employees in quickly finding new employment opportunities. Our unique services will help your displaced employees develop a plan of action, create a winning resume and cover letter, learn effective interviewing skills, and develop follow-up strategies.
Contact Laurie Kahn at Laurie@mediastaffingnetwork.com for details.
FAQ’S
- How long has Media Staffing Network been in business?
- What types of backgrounds do Media Staffing Network’s employees have?
- Why should you hire Media Staffing Network (MSN) vs. another search firm?
| Other search firms | MSN | |
| Incentive to fill | No Retained searches are paid in advance |
Yes The majority of our fee is paid upon filling the order |
| Salesperson involved | No Most search firms have a sales person turn the order over to a different team as they are paid on getting the order and not on filling. |
Yes MSN works as a team, all departments are involved and no one is paid until the fill is complete. |
| Screening | Very Little Many firms never meet candidates or check references prior to submission, if at all; many firms spend as little as 15 minutes on a phone interview with the candidate and don't even ask for references; and don't sell the position to the candidate. |
Required All candidates have a thorough interview, minimum of 3 references are checked prior to submission, profiles are done on all candidates and their interest is confirmed prior to submission, |
| Confidentiality | None | Required All candidates sign confidentiality agreements as well as releases to check references. |
- What types of testing do we provide?
All administrative candidates are tested in Word, Excel, Power Point and typing for speed and accuracy.
All entry-level candidates go through our exclusive training program, “What Is A Spot,” and take a certification test at the end of the program. We will not send a candidate to our client unless they successfully pass the test.
Each of our candidates are required to go through a series of questions in our interviewing process which have been tested and approved to encourage more in-depth answers.
We work with each client to determine what line of questioning or samples of work will be needed for open positions.
In addition, we offer profiling packages to better match employers and potential employees.
ARTICLES
The shortage is coming
Be Smart: Outsource your Sales Recruitment Now!
All entry-level candidates go through our exclusive training program, “What Is A Spot,” and take a certification test at the end of the program. We will not send a candidate to our client unless they successfully pass the test.
Each of our candidates are required to go through a series of questions in our interviewing process which have been tested and approved to encourage more in-depth answers.
We work with each client to determine what line of questioning or samples of work will be needed for open positions.
In addition, we offer profiling packages to better match employers and potential employees.
ARTICLES
The shortage is coming
Be Smart: Outsource your Sales Recruitment Now!
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