Tags |
|
|
Links |
|
|
Suggest You - How to Reject a Job Applicant
Several years ago, I was searching for this topic exactly: proven home based business opportunities. This is the one that could have saved me a ton of grief. This is the one that might just have steered me MORE toward the right decisions. Because that's all I needed at the time was to be steered.I'm not suggesting that these are the ones that will work for YOU. I am saying that they have been proven to work to thousands of others INCLUDING ME. That's it.But that's important because YOU need to make absolutely sure that the home based business that you become involved with is PROVEN. In fact, make 100% sure of it.<
2. Just say “No!!!!”
Act Politely Vague
If an applicant asks you why you did not hire him or her, say something politely vague. Examples:
“As you can imagine, we had a number of applicants for this job. We will keep your application on file. Thanks for applying.”
“We had to choose among a number of applicants. Thanks for appl
From time to time, I meet people working in the healthcare field and end up talking about possible careers in medical sales since they often find out that I spend many years working for pharmaceutical companies. Recently, one such individual was a nurse I met at a public speaking meeting. Like others I met in her field, she was considering a career change and asked me whether her age would be a negative factor in getting hired for medical representative sales jobs. She was probably in her late thirties or early forties. She must have noticed that many of the medical representatives she sometimes see at her hospital are young
Over 10 years ago, when I worked as a manager at a major corporation, I received a call from a headhunter about a magnificent job opening. It sounded like the perfect job for me. So, I went and was interviewed by the vice-president I would report to, if hired. He told me I was one of two finalists for the position.
A week later, I got on an elevator with a person who looked totally elated. I asked her why she felt so jubilant. She proudly told me she was offered a fantastic job. She described the job to me.
Lo-and-behold, she got the job I applied for! Of the two finalists, she was the other candidate – and she got the job!!
The next day, I called the vice-president who interviewed me. I asked if we could meet to discuss why he did not offer me the job. He agreed. When we met, he told me the only reason he did not hire me was because of one thing I said in the interview that he did not like. He told me what it was.
I felt horrified. The vice-president grossly misinterpreted what I meant! So, I did not get offered the job because he misinterpreted one comment I made.
I told him how he misinterpreted that one remark. It was useless. We argued for two hours. It was quite unpleasant. I am sure that was the last time that executive told any applicant why he or she did not receive a job offer.
Valuable Lesson
When you reject a job applicant -- and the applicant asks you why -- remember to do only the following:
1. Act politely vague about why you rejected the applicant
2. Just say “No!!!!”
Act Politely Vague
If an applicant asks you why you did not hire him or her, say something politely vague. Examples:
“As you can imagine, we had a number of applicants for this job. We will keep your application on file. Thanks for applying.”
“We had to choose among a number of applicants. Thanks for apply
Do you serve on a board of directors and experience significant inaccuracies and inconsistencies in board minutes? Do you know that board minutes are really a very important resource to governing boards? Minutes of board meetings provide evidence that a board has exercised care in decision-making. The minutes also substantiate that a board is operating in accordance with its Bylaws and other documents and rules.Although there is recognition that board minutes are important, many organizations continue to have inadequate records of board meetings. One of the most common mistakes made in board meeting minutes is the t
Lo-and-behold, she got the job I applied for! Of the two finalists, she was the other candidate – and she got the job!!
The next day, I called the vice-president who interviewed me. I asked if we could meet to discuss why he did not offer me the job. He agreed. When we met, he told me the only reason he did not hire me was because of one thing I said in the interview that he did not like. He told me what it was.
I felt horrified. The vice-president grossly misinterpreted what I meant! So, I did not get offered the job because he misinterpreted one comment I made.
I told him how he misinterpreted that one remark. It was useless. We argued for two hours. It was quite unpleasant. I am sure that was the last time that executive told any applicant why he or she did not receive a job offer.
Valuable Lesson
When you reject a job applicant -- and the applicant asks you why -- remember to do only the following:
1. Act politely vague about why you rejected the applicant
2. Just say “No!!!!”
Act Politely Vague
If an applicant asks you why you did not hire him or her, say something politely vague. Examples:
“As you can imagine, we had a number of applicants for this job. We will keep your application on file. Thanks for applying.”
“We had to choose among a number of applicants. Thanks for appl
When it comes to Lean Manufacturing and in particular Six Sigma we can all see how it applies to high volume, low product mix production. However for a Production Manager like myself who operates in a low volume environment where we sometimes have multiple machine change-overs in the same shift and products which are only ever manufactured once in their current configuration it can be a challenging environment.Knowing where to start was a challenge. We chose to implement 5S first into a pilot area of the factory. We chose the 'engine room' of our business, our automated machine areas which generate work for the rest of t
I felt horrified. The vice-president grossly misinterpreted what I meant! So, I did not get offered the job because he misinterpreted one comment I made.
I told him how he misinterpreted that one remark. It was useless. We argued for two hours. It was quite unpleasant. I am sure that was the last time that executive told any applicant why he or she did not receive a job offer.
Valuable Lesson
When you reject a job applicant -- and the applicant asks you why -- remember to do only the following:
1. Act politely vague about why you rejected the applicant
2. Just say “No!!!!”
Act Politely Vague
If an applicant asks you why you did not hire him or her, say something politely vague. Examples:
“As you can imagine, we had a number of applicants for this job. We will keep your application on file. Thanks for applying.”
“We had to choose among a number of applicants. Thanks for appl
For any business, one of the biggest factors in finding and keeping customers is that of building and maintaining trust. If you cannot build trust with a potential customer or client, you will never win their business – regardless of the price or quality of your products and services.By not keeping your word and delivering on your promises (no matter how small), you will lose that trust and with it your existing customers.The very same applies to finding & keeping your team.If you make the mistake of not keeping your word with employees – whether it be your current team or
Valuable Lesson
When you reject a job applicant -- and the applicant asks you why -- remember to do only the following:
1. Act politely vague about why you rejected the applicant
2. Just say “No!!!!”
Act Politely Vague
If an applicant asks you why you did not hire him or her, say something politely vague. Examples:
“As you can imagine, we had a number of applicants for this job. We will keep your application on file. Thanks for applying.”
“We had to choose among a number of applicants. Thanks for appl
When people think of the word “reflection”, they typically think first of a mirror. After all, we use it as a part of our normal morning routine. We walk to the bathroom and look at ourselves in the mirror. We do that, out of habit, to see “how we look” and to help us improve our appearance for the day ahead.Mirrors are useful tools in our day. In a short amount of reflection time we get information about ourselves that helps us have a more successful and enjoyable day. Most of us would miss having a mirror around, and some perhaps wouldn’t think they could live without one.It puzzles me that while we use the
2. Just say “No!!!!”
Act Politely Vague
If an applicant asks you why you did not hire him or her, say something politely vague. Examples:
“As you can imagine, we had a number of applicants for this job. We will keep your application on file. Thanks for applying.”
“We had to choose among a number of applicants. Thanks for applying. We’ll keep your application on file.”
If the applicant asks (or begs) you for “feedback” or advice to become a better applicant in the future, BEWARE!! Such requests are disguised ways to squeeze out of you the reasons you rejected the person. Despite your humanistic urge to help the applicant “grow” or “develop skills,” never tell the applicant reasons for the rejection. If you tell the applicant the real reasons, you most likely will get yourself into an uncomfortable disagreement. The applicant will take great glee in trying to find fault with your reasons for rejection.
Just Say “No!!”
Many companies use my firm’s Abilities & Behavior Forecaster™ pre-employment tests. The company tests an applicant using the Forecaster™ test, and then gets computerized scores to quickly compare the applicant to productive employees who work in the particular job. Often, managers ask me, “Dr. Mercer, can I show the applicant his of her Forecaster™ test scores?”
I answer as follows: “Would you show the applicant the notes you took when you interviewed him or her?” The manager always responds, “Of course not!”
Then, I ask, “Would you show the applicant the notes you took when you called the applicant’s references?” Again, the manager answers, “Of course not!!”
I then explain to the manager to treat the test scores the same way the manager treats the interview notes or reference check notes: Do not show any hiring materials to the applicant.
Take This Quiz
Answer these questions to assess you
HTTP = HTML link (for blogs, profiles,phorums):
<a href="http://www.suggestyou.com/article/24438/suggestyou-How-to-Reject-a-Job-Applicant.html">How to Reject a Job Applicant</a>
BB link (for phorums):
[url=http://www.suggestyou.com/article/24438/suggestyou-How-to-Reject-a-Job-Applicant.html]How to Reject a Job Applicant[/url]
Related Articles:
Hiring Employees: Checking References To Insure Quality People
Virtual PBX and Expense Management
Employee - Asset Of An Employer
Bookmark it:
|