Elliot Hayes

UPDATED: May 23, 2023 The recruiter phone screen is a crucial step in the hiring process, aimed at understanding the candidate's skills, qualities, motivations, and goals. This blog post provides a framework for conducting an effective recruiter phone screen, with tips and key questions to ask. By following these guidelines, you can make the most out of the conversation and gather valuable insights about the candidate. Note Taking: Taking thorough notes during the phone screen is essential for keeping track of important details. These notes serve as a guide throughout the candidate's journey, so it's crucial to choose your words wisely. Determine a note-taking system that works best for you, whether it's using a template, a blank page, or jotting down notes in real time. There are other technologies available like Otter.ai that can transcribe the conversation for you in real time.  I find it helpful to take notes during the call using the notes app and adding my own ass...

"Hard training makes for an easy battle" Many years ago when I worked at Google, I would share a blog post created by Steve Yegge that was for candidates to help them prepare for their interviews. If you have not read it, go read it. If you have, go read it again.  The tips Yegge lists are very good for any interviewee.  I have paraphrased parts of these posts and added some more context below: Resume: The objective of the resume is to get the recruiter / hiring manager on the phone.   We are eager to know all of your past accomplishments, but believe it can be presented on one page. Straightforward facts and consolidated bullet points on a resume are easiest to read and sure to capture a recruiter’s attention. We love social media and the various technologies that allow us to research prospective employees. Include links to your github, linkedin, twitter, blog etc. Skills on your resume are fair game. If your resume says "...

GitHub, the world's leading software development platform, is a vibrant community where developers collaborate and share their code. It offers an extensive network of developers and repositories, making it a treasure trove for technical recruiters and sourcers. By harnessing the power of specific search queries, recruiters can tap into this vast network to discover talented individuals, resumes, organizations, and personal pages. GitHub not only aids in identifying potential candidates but also enhances recruiters' effectiveness by providing valuable insights into the skills and requirements of the roles they aim to fill. In this article, we'll explore powerful search queries and strategies to leverage the full potential of GitHub as a valuable sourcing tool. To effectively utilize GitHub for sourcing, it is essential to have a clear understanding of the specific role or skills you are targeting. GitHub is not the place for traditional "title" recruiters/sourcers....

Update 3/21/17 - please note Ill continue expanding this list! Tools: Text Expander - https://textexpander.com/ TextExpander lets you instantly insert snippets of text from a repository of emails, boilerplate and other content, as you type – using a quick search or abbreviation. Rapportive- https://rapportive.com Rapportive shows you everything about your contacts right in your inbox. Textio -  https://textio.com/ Textio users recruit better qualified, more diverse talent—and they get it done faster. Coderpad - Coderpad.io CoderPad helps you interview your candidates in an intuitive live programming environment RecruiterHunt - http://recruiterhunt.com/collection/free/ Links: Ideas for interview questions: http://www.askamanager.org/2009/07/interview-questions-to-ask-when-hiring.html Side note, my favorite question to ask candidates: "is there anything missing in your current job that you are looking for in your next job?" Product Manager questions: http:...

You know that thing that you just spent hours updating and feverishly changing past tense to present tense and deciding if you should write in third person? Well, chances are a recruiter is only going to look at it for about 10 seconds and decide whether they want to pick up the phone and call you. This post is intended to break down the resume into 4 key areas with the perspective of a recruiter so you can help get that call. 1. Header Example: Lets take a look at the header of my resume from 2010 vs 2013: Elliot Hayes San Francisco, CA Email: @gmail.com Phone: (***) *** **** Objective:   Successful and driven sales professional with proven success in technical roles. Consistently produced strong results, while creating meaningful and profitable partnerships with clients. Feedback: boring font, big name, has an objective check but it is a bit unclear. I would rate this about 50% of all resumes that I see and would have to dive in deeper to find out ...