interview. The phone screen allows the hiring manager to get a better understanding of the applicantÆs thought process, composure, communication ability and even, to some extent, their fit to the position. This tool is vastly more effective for pre-screening candidates than sorting resumes into yes and no piles. Job Rewards. Remember the days when newspaper ads were riddled with acronyms and abbreviations to save on cost? There were literary artists who could describe an engineering job in 50 words or less. Those days are gone, yet we still see the occasional online ad written in that manner. One might as well place ôdinosaurö in the ad's title. TodayÆs young job seekers value balance in their work life. Their rewards are less centered on material wealth accumulation. They still work to earn money, but they are greatly influenced by the jobÆs rewards. How will they personally grow in the position? What skills will they develop? How would you describe the company culture? These topics can easily be added to any online job posting since space is no longer a fiscal limitation. The candidates who respond to this information will have a strong interest in learning more about the role and typically will have a reinforced skill set that matches the positionÆs needs. Objective Assessments. There are amazing tools available in the market today that will measure intrinsic traits in a candidate that not even the most skillful interviewer can ascertain. As previously stated, all interviewers bring biases to the process. Two techniques to limit these biases are the incorporation of objective tools and the delayed introduction of an interviewerÆs bias into the process. Candidates should be assessed before an in-person interview. The EEOC encourages this approach in all hiring processes. A validated assessment tool given to viable candidates provides a strong insulator for any hiring process. The tests do not introduce biases and generate objective information. A secondary, powerful benefit to using assessments before interviews is that it changes the focus of the in-person interview. The interviewer now has reliable data about the candidate that can be explored within the context of the interview. The interview is shifted from the candidate mindlessly regurgitating previous work experience to an exploration into their talent areas and potential vulnerabilities in direct relation to the position for which they have applied. Most companies have seen the significant shift in
piece
is
an
abstract
triptych
that
I
found
while
I
was
in
Atlanta
buying
religious
paintings
The
piece
was
called
Guardian
Angel
and
I
love
it
My
patrons
fell
in
love
with
it
as
well
They
have
asked
me
to
track
down
the
artist
and
see
if
he
has
anymore
religious
paintings
available
The
only
religious
paintings
that
I
actually
do
not
buy
are
ones
that
reflect
the
image
of
Jesus
on
the
cross
I
don’t
have
a
problem
with
them
some
of
them
are
extremely
well
done
and
would
more
than
likely
sell
well
but
my
investors
made
it
very
clear
when
they
financed
the
gallery
that
I
would
not
put
that
image
into
it
PPPPP
683
Ajello
Candles
The
motto
of
the
Ajello
Candle
Company
is
“It’s
better
to
light
a
candle
than
to
curse
the
darkness”
This
candle
making
company
has
been
in
business
since
1775
The
business
has
been
family
owned
for
seven
generations
The
candles
from
Ajello’s
are
well
known
for
their
beauty
and
quality
While
they
make
more
candles
now
than
in
1775
their
dedication
to
quality
and
to
customers
has
never
changed
The
Ajello
Candle
Company
was
founded
by
Rafael
Ajello
an
Italian
painter
He
was
also
a
beekeeper
so
he
tried
his
hand
at
using
bees
wax
to
create
candles
He
worked
hard
to
create
a
formula
that
worked
well
The
formula
combined
with
his
outstanding
artistic
ability
lead
to
the
birth
of
the
Ajello
Candle
Company
In
1785
the
company
earned
the
honor
of
creating
all
the
candles
for
the
Vatican
He
and
his
wife
ran
the
business
keeping
their
children
involved
in
the
processes
from
an
early
age
As
time
went
on
their
children
and
grandchildren
kept
the
business
running
as
well
as
passed
the
family
business
on
to
their
children
By
1862
the
company
had
established
itself
as
a
leader
among
the
candle
making
industry
They
had
also
added
perfumes
and
many
.
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