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Memories of Zap. Miss you my friend

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By Siofra Pratt

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By Siofra Pratt

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Finding the right talent

It seems counterintuitive, but even amid languishing economic downturn and stubbornly high unemployment statistics, organizations are still finding it difficult to find the right talent to fulfill their needs, especially in niche areas of expertise. How do you make sure that even though a candidate looks perfect on paper, they are going to be able to perform as required from day one?

Design the job description to match the perfect candidate’s resume. Job descriptions are notoriously poorly written. When I write a job description, I take it from the same standpoint that I do when I develop training. I analyze the performance gap existing in the organization and determine what I need the candidate to be able to do to be successful, both today and tomorrow. I perform a content analysis by searching the web for like positions (e.g., using Indeed.com) and similar candidates (via a site like LinkedIn) to make sure I am in line with what is required in industry. Then I do a job analysis by identifying the key tasks, actions, and behaviors required of the candidate.

Education is only one piece of the puzzle. College degrees are an indicator of many things, not the least of which is a certain level of proficiency in a particular subject area and the dedication to complete a degree program (or two…or three…or more!). However, domain expertise alone does not necessarily predict future performance. What do you know about the program at the candidate’s alma mater? Even Harvard has degree programs that are better indicators of future success than others. Don’t let a flashy degree bias you from reading the rest of the resume, or from not considering other candidates based on their educational backgrounds.

Experience is key. Keyword searches may help identify good resumes to start with, but make sure to read work experience descriptions carefully. How close does the candidates’ previous experience match the role you want them to perform in? Even if it is not an exact match, are there adjacent experiences that show a good crossover to a related role?

When interviewing the candidate, focus on behavioral interview questions. I am a big proponent of scenario-based training because it has been proven that the closer training is designed to what an employee will be required to do in real life, the more likely the employee will be able to transfer the skill to the work environment. Likewise, I design interview questions so that they are behavioral, which means that you present the learner with a scenario they will likely find on the job, ask if they have encountered such a scenario, and how did they/would they react in that scenario. Writing behavioral interview questions takes time and preparation, but they are much more meaningful and revealing of someone’s strengths and weaknesses vs. just outright asking, “What are your strengths and weaknesses?" 

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Wow we surely have come along way since then

Futuristic workstation, 1970s (via Ufunk)

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The Citrix Talent Acquisition Team in Raleigh NC

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How Can You Ensure the Best Job Interview Experience for Candidates?

By Daniela Piña | Recruiter for Recruitment Services at IBM

Preparing for a job interview is usually thought of as part of the candidate’s responsibility—all that preparation, studying, analysis and practice to impress the recruiter or hiring manager. However, this stage should never be one sided. As part of the recruitment process, preparation is demanded from recruiters and hiring managers alike to accurately represent the company and the culture that the candidate could be brought into.

Keep reading

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5 posts!

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The Citrix Talent Acquisition converged on Raleigh NC last week for our 5th Annual Recruiting Summit.  An absolutely amazing week full of learning exercises and growth for this team.  We did take a little time to have a great dinner together.  How could you know agree, thisi s one good lookin, hard working dedicated team!!  #citrixlife, #awesometeam

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I love that this is not only true, but said by one of my favorite people, Beyonce Knowles!!!  #citrixlife, #fearless

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This is an example of a perfect onboarding flow.....this is how we do it at Citrix  #citrixlife; #onboarding

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Workday University.....THIS....IS...JEAPOARDY.....but this is definately not Alex Trebeck. #citrixlife; #learningisfun  #citrix