Tony Pratofiorito, Managing Director of Human Resources at an international investment bank, shared a few lesser-known ways of sifting through the applicant pool and insuring that a company brings in the best possible talent for a given opening.
1. Read a resume backwards to understand where the candidate started out, then query him on what he learned in earlier jobs, both positive and negative, that helped him get to this stage of his career.
2. Ask candidates how they would turn industry challenges into potential opportunities for the company where they’re interviewing. Not only should the candidate have done his homework on the company, he should be conversant enough with the entire industry to understand its dynamics and its challenges.
3. Look for entry level candidates who have a commitment to / passion for something outside the workplace, especially if it involves leadership skills, fund-raising, competitive sports, or giving back to the community. Tony feels that these kinds of well-rounded candidates usually become his best employees.
4. Tap into the informal network of references that a candidate doesn’t give you. Of course, the ones he’s taken the foresight to list and prepare to give a strong reference will probably say he’s the best employee on the planet. You want to hear from others who have managed, worked with or reported to the candidate; they may have diverging opinions!
5. Get all managers involved in this hire on the same page with the job description and a description of their ideal candidate, and have them sign off on both these factors before you post it. This saves immeasurable time / money on both the company and the applicants.
Sally Haver retired in 2013 after a long career with the The Ayers Group, div. of Kelly Services as a Senior Business Development Executive. As a senior career management consultant, she has a broad-based business background encompassing human resources consulting, recruitment, advertising/marketing, music production, academia and show business.
Behind the Scenes In Human Resources;
Five Strategies to Bring In the Best Talent
By Sally Haver
Tony Pratofiorito