Archive for August, 2013
Admit it. Giving negative feedback is no fun. But like it or not – as a manager, owner, recruiter, HR leader, payroll pro, etc., you need to step up and give constructive feedback. And you need to deliver it in a manner that avoids sending an employee into the fetal position under their desk or bringing a tear to a candidate’s eye (not for a good reason). I find it critical especially during the interview process as candidates and consultants yearn for why they did or more likely did not do well. Everyone (mostly everyone) wants to improve, get better, do good!
You’ve applied, interviewed, maybe even interviewed a second time and you haven’t heard back. Why? Is this some sort of tone deaf or sociopathic behavior designed to make you nuts… left to wonder why you haven’t heard anything? The radio silence can be frustrating and off-putting and it is understandable that if you’re put in a position waiting to hear back (one way or the other) and you never do, or you have to wait an inordinate amount of time that the company in question could be burning a bridge with you.
We see lots of payroll and HR resumes at Willory, literally all types of candidates with a variety of backgrounds. Occasionally, we will come across the resume of a “job jumper,” someone whose entire career is built on a series of short stays. This of course can be a red flag for a HR and payroll recruiter, let alone a potential employer.
However, not all short stays at a position are created equal. Consider Stacey (name changed to protect the innocent)… Stacey started a job six months ago and approached Willory to help her find a new HR position. But she has anxiety over being seen as a job jumper after such a short stay with her current employer.