Edmonton Business Coach | Stop Reading Resumes When Hiring

Edmonton Business Coach | Stop Reading Resumes When Hiring

Hi, welcome back to Inspired Method Marketing, your Edmonton business coach. Today, we’re going to be talking about stop reading resumes when hiring.

My name is Karen. This is my husband, Trevor, and we’re going to just give you some insight into why we would say that stop reading resumes when hiring.

Jocko Willink who actually wrote an amazing book, extreme ownership, and a few others. He’s a retired silver star navy seal officer, that’s a long title and the founder of Echelon Front Consulting and author of extreme ownership and he says, it’s not what you preach, it’s what you tolerate.

That’s a very good quote. What’s a stat we have for today?

According to higher rights 2017 employment screening, benchmark report, 85% of employers caught applicants lying on their resumes or applications out from 66% five years ago. Wow. Yeah, you heard that right? That’s almost a hundred percent.

Yeah. 85% of people lie on their resume. So it’s pretty self explanatory as to why your Edmonton business coach has that title stop reading resumes when doing the hiring. Now a lot of people, when you’re starting a business, you are taught that you have to put out your job application note there or your request for new employees and you look at their resumes. You then bring them in for an interview and you go through that whole process over and over again to try and find a person. Well that is a failing recipe.

I was actually thinking about teaching when we’re interviewed as a teacher, because that’s my background. The resume means almost nothing. It only tells them, you know, a snapshot and then it’s the actual interview that gets you hired and they never really go off of the resume. It’s just, yeah, much more intense than that. And that’s really how you should treat it.

So first question, Edmonton business coach, how often will people not show up or show up late to a job interview?

Very high numbers, very high numbers. Most people will not show up or they’ll just be late to the interview. And you know, that’s a big waste of time for you. Can you imagine if you are taking the time to schedule a time to interview people and set it up in the calendar. You have this person coming in and then they just don’t show up. They are no show. They don’t call, they don’t say why. Because they had something else to do. They maybe went to another job interview. What are they going to job? One of those two scenarios happen and they don’t bother calling you. They, I mean, why would they? Unless they got high character and high morals. If they are raised right, they’re going to show up. At least give me a call saying they’re not going to come.

They don’t want to burn bridges. But typically that is not the case. Most people aren’t going to show up and they’ll be late to the interview.

So how long will it take to deem an employee not hireable during an interview, Edmonton business coach?

Well usually, you can find out within the first couple of minutes whether they’re hireable or not because the simple questions as to why you want to work here? They’ll come up with some kind of story that is, you know, really about themselves. And you know, you can tell right away if someone’s going to be a good fit or not.

Depending on that, that interview. You can be wasting a lot of time just in that, that alone. So you’ve scheduled this time, you’ve got a block of time set apart for somebody and within the first few seconds, you know, and really it’s the amount of questions that you ask in the interview is not going to get you better applicants.

Edmonton business coach, how much time is wasted reading resumes or on the phone with applicants? Hours and hours of time entrepreneurs spend, or HR departments spend talking to people to try to schedule the interviews. You know, reading the resumes, even if you spend two minutes reading a resume and you have 50 resumes to go through, you’ve spent a hundred minutes or more just reading resumes. It’s just such a waste of time. How much time was wasted giving the same company overview to each applicants?

Well, if you do the one by one by one, then you can be spending, you know, let’s say it takes you 10 minutes to give your company overview each time it’s 10 minutes. So if you are interviewing five people in a day and you’re doing that, that’s 15 minutes of your life and time gone plus the interview time. So you can be spending, you know, up to a month of time if you added up over a year just interviewing the wrong people.

So this next question is actually interesting to me, Edmonton business coach. Are most people underestimating the number of candidates they need to see?

Yeah, they do. It’s a numbers game. So out of every hundred people you might find that one great team member. So can you imagine how much time it would take to interview a hundred people? So that’s a hundred applicants coming in a hundred resumes to read hundred company overviews to give a hundred sets of interview questions to ask people. Can you imagine how much time that is? That is a massive amount of time just to find one good person. So that takes awhile.

What’s the solution then to not wasting all that time, Edmonton business coach? The solution to not wasting all that time is by having group interviews. You get a number of people all together in one room. You don’t read resumes before they get here.

We only read resumes after we’ve seen how they act in the group interview and what questions they ask. And then we asked them one question. The one question is why do you want to work here? Not why do you want to become a business coach apprentice? Why do you want to work for a marketing company? But why you want to work here?

So when is the first time, that you read the applicant’s resume? We only read it after. They’ve never been after the group interview. And we don’t read everyone’s resume. We confer between the two of us who are in doing the group interview and then we judge based on the person’s answers. We judge them based on what they have said as to why they want to work here and if they had any questions.

And from there, that’s how we determine who we’re going to call back for a job shadow.

Should you then attempt to verify the skills listed on resume, Edmonton business coach?

Yeah, absolutely. We bring them in for a job shadow and then that’s where we do the skills test. So we see if they, number one are compatible with our team. If they’re personable, they show up on time, if they are able to want to do the things that we need them to do. We do that during the job shadowing day. And then if it works up from there and then we know we can rely and call that person when a position opens up, we don’t offer a position to someone just because they came for a shadow. It all depends on the opportunity we hire when it’s good for us, right? Because employees will leave you when it’s good for them.

What’s more important skill or coachability and the ability to overcome adversity?

Well, right now when, when you’re bringing somebody on, it’s you hire for skill, then you’re going to be hiring someone at the highest possible rate of pay. If you hire for skill, right? What you’re looking for, someone who is coachable and able to overcome adversity, have a high adversity quotient. So when things go, not exactly their way, let’s say they had some trouble in traffic or they, there’s a lot of pressure from a client at the office, how they deal with that scenario is more valuable than someone who has high levels of skill in low adversity quotient.

Because then as soon as something goes awry and who they take a sick day. Or they take a mental health day or a stress leave or whatever and then you’re kind of a hard time because you need them for their skill and their attitude is just not fitting for your company culture.

So it’s best to have somebody who’s coachable, who can learn the skills that you need them to learn and be very resilient. This is how we train our Edmonton business coach clients.

Yeah. What’s more important, education or commitment to lifelong learning?

Well, for me you know, a lot of people, they go to school, get their degree or they get their diploma, or they get their trade certificate. Then they stop learning. You stop growing, you stop, getting better. I think it’s a better to have a commitment to lifelong learning, always growing, always reading, always, you know finding out new information about their trade, offending new information about that particular skill set that they need. So that they’re always improving. Right. You can’t just stop learning. If you stop learning, you stop growing. You might as well just, you know, just stop in my opinion.

So are these attributes rarely ever communicated on a resume?

No. These things are not talked about on resumes. Most people talk about their education. They talk about when they work that, you know, the tasty freeze and Donald’s or whatever, you know, that they list their, you know, job skills. They, they, they try and put their best foot forward and then again, 85% of people lie on their resume, so you can’t really trust it. That’s why we bring them in for the job shadow. We do the group interview process, and it’s a, you know, when we get the best of the best out of that because we just simply see more people. Yeah. Yeah. Okay.

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