Posts Tagged ‘interview’

Mary Ellen Slayter, Senior Editor of SmartBrief sits down with the vice president of human resources for Time Warner Cable Paul Falcone to discuss how HR managers can best manage the 101 toughest employee conversations.

In a unique and exclusive in-depth interview with Stéphan Bureau, Professor Mintzberg has illustrated how leadership may be better viewed as stemming from communityship, and how this has been stimulated by a number of initiatives in management development that takes it to organization and social development, and back to self development. Henry Mintzberg, Cleghorn Professor of Management Studies at McGill University, Montreal, Canada has been interviewed at 13th World Human Resources Congress (Montreal, Quebec), September 27-29, 2010

This is a sample scene from the CIPD Training DVD Customer Service Skills in your Organisation. Visit www.cipd.co.uk/dvd

by Steamtalks

Social Media in Human Resources: An Interview with Johnny Taylor Jr

Social networking sites such as Facebook, Myspace and Twitter, just to name a few, have become the secret recruiting weapon for employers. More and more recruiters are using these sites to obtain a better understanding of the personality and lifestyle of potential job candidates that could positively or negatively influence their position in the organization.

Johnny C. Taylor, President and CEO of RushmoreDrive.com, shares with Human Resources IQ how employers searching for top talent can benefit from using such social media.

What is your opinion on employers using social media such as Facebook as a recruiting strategy? Do you think this is a violation of privacy?

As I’ve said in previous settings, I have no problem with employers exploring social networks to learn more about a prospective employee. It’s but one way we can conduct information-gathering about someone, provided we verify any negative information and not take it as conclusive.

It is not a privacy issue, in my opinion, because no one has a reasonable expectation of privacy when they create an account on the free and open Internet and begin volunteering a window into their lives.

What purpose do human resources professionals have when poking around on these social networking sites? What are they looking for?

Ultimately, we employers are trying to increase our chances of finding the right “fit” in our new organization (fitness meaning technical credentials and cultural/values fit). While I would never condone conducting unauthorized searches into people’s lives (credit, criminal, etc.), I think it totally proper and fair to glean publicly-available information like that easily found on Internet social networks. 

How much of an influence do these social networking sites have on an employer’s decision to hire job candidates?

First, most human resources departments aren’t surfing social networks as a common part of their recruitment process. While we are increasingly turning to them (especially for new college graduates), I wouldn’t call it a common practice. However, it’s not at all uncommon for applicants and employers to conduct a quick Google search on someone in advance of an interview. 

For employers who do review social networking sites, anything we learn is but one piece of information factored into the entire hiring process. In other words, the results are a data point amongst several. 

I do, however, know of one situation where someone was rejected as a candidate for a role when the potential employer found a photo on the candidate’s Facebook page of him scantily-clad on a Gay Pride parade float. The employer thought this was not becoming and counter to their culture.

As a human resources professional, you have developed recruiting and evaluation strategies for potential job candidates. What do some of these strategies entail and do you incorporate social media as a tactic?

Yes, I have and will continue to use the whole of the Internet in my recruitment process. From visiting social networks to find candidates (looking for HBCU and Ivy-league graduates) to conducting Internet searches to determine if there are published stories (good and bad) about a candidate in advance of an interview, I’ll increasingly incorporate this technology into my process. 

What should both employers and potential candidates keep in mind when utilizing social media? 

Employers should keep in mind that not everything on the Internet is true. So, it is imperative and only fair that they try to independently confirm the truth of any negative comments or information found at a social network. Applicants, assume your parents access your social network every day—so no lies, compromising pictures, etc. Then the social networks can’t hurt you.

I have done the same work for several years, and the same employer for the past 11 years. I always struggle with the question about my management experience, because I have never been a manager. If the employer does not give me a chance, how do I get the experience? What response works for you or do you expect to hear if you evaluate interviews?

Applying for assistant manager. At most job interviews I’d dress really professionally, but at others I think twice about maybe dressing more trendy or in the store’s style.

How should I dress for interview at Aeropostale?

I am a graphic designer and i will interview a manager for the marketing department..I want questions that show how important a graphic designer is to the business…plzzzz help

I am applying for an assistant management position at a company I used to work for and am looking for some advice on how to present myself at the interview as willing and able to manage a small group of peers. How do I prove to them that I can manage without any management experience?

I had my second interview two days ago… during the interview I met with several people and most expressed there approval of me. The one concern was expressed by the person who would be the VP of my department and he was worried I may not have enough management experience? How to I calm or remove that concern, what can I say or offer as an answer to those concerns?

I’m conducting a radio Interview for my class and its going to be with a marketing professor. Topics might include marketing strategy or research, internet marketing, consumer behavior, new product development and management, brand or sales management, business to business marketing, e-business marketing strategy, international marketing, etc.
The problem is, how do I derive a story of significance from any of these as my assignment requires? E.g.: has there been anything in the news surrounding these topics that could keep an audience intrigued and of which I could formulate some great questions?
Thank u so much!

I want to do something different. It’s an internal position that is based on creating info, having trainings on verticals(hospitality, HR, Retail, Finance and Banking..etc.) Any marketing position within our company is very difficult to land if you don’t stand out, because everyone wants it.

I was thinking of putting together a packet. Such as my resume, letters of recommendation, e-mails from clients and perhaps a sell sheet on myself.

Does anyone else have any ideas other than the one’s i brought up, or what I could put in the sell sheet?

Thanks!!