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I'm not your regular March Madness fan. If you follow me on LinkedIn then you know I went to the University of Kansas and I'm a huge Jawhawk Men's basketball fan. If you don't follow me, then hopefully my "March Madness" profile picture was a tip off (basketball pun intended). I calculated that by the time March Madness starts I've watched no fewer than 200 hours of NCAA basketball. I never miss the Jayhawks play. Then there are the games I watch for scouting purposes. I estimate I see 70% of all Big 12 games. This year I was keeping a close eye on UNC, Duke, Iowa, Kentucky, Louisville, etc- you get the point. I watch a lot of NCAA basketball. So imagine my disappointment to be tied for 16th in my March Madness pool!
If you had the pleasure of watching the last 4 days of basketball with me, you probably heard the following from me at some point: "Is this happening?", "Yep- this is happening!", "Did that really just happen?", "Did Michigan State really lose to Middle Tennessee?", "What conf. is Middle Tennessee in?", "A&M is in overtime? I switched that game off with a minute left- it was over!" Ahhhhh, I love March Madness.
Step 3- The Formal Behavioral-Based Interview
The candidate has made it through the resume review and the phone screen, now it's time to meet them in person or virtually and learn more.
Step 2- The Phone Screen
In Part 1 I reviewed how I attract and select candidates to move onto the next step, the phone screen.
Now it’s time to meet the candidate.
Step 1 – The Job Description and Resume Review
The first step, when I go in search of a sales candidate for a client, is to help my client put together a hiring profile of the ideal candidate.