In This Issue

What are VCs predicting for 2012? full article
Cloud Computing is the rage. full article
This quarter our advice is about "after the interview".
Candidate Tip #117  Hiring Manager Tip #117   full article
Make your life easier!  full article

Articles

Hiring Update

As you would expect, STRe Solutions keeps our eye on the employment market as that drives our business and the needs of our clients. Here is the report from the US government on 2011 employment results: http://www.bls.gov/news.release/empsit.nr0.htm.

And, since many of our readers are in Silicon Valley, here is an article about the VCs predictions for 2012: http://www.digitaltrends.com/features/silicon-valley-vcs-predict-the-top-trends-for-2012.

Recent Articles/Blogs of Interest

When it comes to motivating your employees, money is NOT everything:
http://www.inc.com/ilya-pozin/9-things-that-motivate-employees-more-than-money.html

Warren Buffet makes the news and usually because he has made a good business decision that translated into profits for his investors. Here's a list of his 10 Rules to Success: http://www.corporateservicecenter.com/nevada-inc-whitepapers_files/buffet_rules_2_success.php.

Cloud Computing is a topic that is getting a lot of attention these days. Matt Sarrel, a leading technology writer in this space writes a blog: These Clouds Have Silver Linings: http://sarrelgroup.com/iando/2012/01/18/these-clouds-have-silver-linings/.

Sandhill Group, a strategic management and consulting firm has been analyzing cloud computing and this article discusses the trends for 2012: http://sandhill.com/article/cloud-computing-trend-2012-cloud-service-brokers/.

Candidates and Hiring Managers: Maximize Your Experience with Recruiters

Our highest priority at STRe Solutions is building long-term relationships with both jobseekers and hiring managers. The Recruiter Relations section of our newsletter offers ongoing tips to help you maximize your experience with a recruiter, regardless of whether you're seeking top talent to seamlessly join your team or searching for your next ideal position.

Last quarter we wrote about interview preparation. And...this quarter our advice is about "after the interview" as we see candidates who are impatient and clients who are caught up in their day to day work. It is important for both the candidate and the client to follow-up and not have any missed communications or the interview may have been for naught.

Candidate Tip #117

After the Interview

So.. how did you do? Did you establish rapport with the hiring manager? Can you see yourself at this company in this position?

This may sound strange, but "after the interview" starts "during the interview." Take notes (mental and/or written) so that you can remember the key points of discussion, and most importantly remember to ask each person you meet for their business card so you will have their email address and can send them a thank-you note afterwards.

Thank-you notes are imperative even if you don't want the job. You always want to leave a good impression and increase your network. If you are truly interested in the opportunity and the company you need to convey those thoughts. Your thank-you emails should reflect the conversation you had with each interviewer and perhaps clarify any comments you made during the interview. Be sure to touch base with the recruiter (internal or external) to keep them in the loop. An external recruiter can act as your advocate; an internal recruiter should also be helpful in the follow-up process. It is reasonable to ask about timing and next steps. Don't be a pest, but keep up regular communication.

Hiring Manager Tip #117

After the Interview

If you believe this candidate is worth pursuing and can add value to your organization, it is important to keep the process moving ahead! Hiring a solid professional that you need in your organization will help move YOU forward.

If the first step in the process was a phone screen then the next step is quickly determining whether or not to schedule an in-person interview. After an in-person interview, it's best to promptly collect the feedback from the other members of your team who were in the interview process. Either way, the message is the same - keep the process moving. If the candidate does not meet your needs, either lack of skills or more often, not a cultural fit, don't prolong the process. Thank them for their time and let the candidate know that you are not going to move them forward in the hiring process. This is important for your brand - a "no" is as important as a "yes."

References are crucial, especially if you can get a "backdoor" reference. Almost always the references provided by the candidate will be glowing. Be sure to ask questions that are relevant to what you want to learn about the candidate

And...be sure to include your recruiting team in the process. Let them help you hire the professional you need.

STRe Fun

Top 25 Clever Ideas to make life easier

http://www.thedailybuzz.com.au/2011/11/25-clever-ideas_household-tips_storage-ideas/