Ask the Recruiter Part Three

Ask the Recruiter Part Three For this weeks  Ask the Recruiter  series I interviewed  Laura Lashbrook  of  Clarity,  a boutique staffing firm in New York City specializing in temporary and permanent administrative, support, and entry-level positions.What are the three most important  interview questions  you ask candidates?What would your current/previous manager say about you in terms of your personality, skills, and strengths?What was your favorite job and why?What is most important to you in your next position-the industry, people, environment, duties, salary, etc.What level of follow up do you expect from your job applicants? How much is too much? Generally once a week is good. Three times a week is too much for a general check-in.What is your opinion on sending a thank you letter after the interview? Do you prefer they be sent via email or snail mail? Candidates should always send  thank you letters.  It shows courtesy and doubles as a way of showing personality and writing skills. Email is acceptable but s nail mail is always a nice touch.What is your biggest interview pet peeve and why? My biggest pet peeves are when candidates bring coffee into the interview (brought from the outside). Gum-chewing and a lack of eye contact are also distracting.What is your biggest resume pet peeve and why?  My biggest  resume pet peeve  is paragraph format. Bulleted format is much more clear and concise.Do you notice significant stylistic differences between your gen Y, gen X, and boomer candidates? What are the strengths and weaknesses of each group? In general we find that those in the Boomer generation desire stability and are more open to change in terms of advice, feedback, and making accommodations. Longevity and loyalty are typically most important. Gen Ys tend to be more concerned with having their needs met. They are good at projecting and communicating their wants and desires but arent typically as willing and open to figure out how to get there. Gen X tends to be a combination of the two. Are you using business or social networking tools such as LinkedIn and Facebook to source candidates? Do you Google candidates or check out their online profiles before interviewing them? Is there something that you could see in a networking profile that would make you think twice about calling that person in for an interview? We use LinkedIn regularly but do not use Facebook to source candidates. We do not Google candidates or view their online profiles before interviews however I would hesitate to call a candidate if I saw excessive use of profanity or intoxication. It would make me question his/her maturity level and ability to be responsible.If someone has a gap in their chronology, how do you recommend they deal with that issue on their resume? The gap should always be addressed even if its just a quick bullet with a sentence or summary explaining the gap.Do you read cover letters? Why or why not? As a general practice, no unless the candidate is applying to a specific position or if one has been requested by a hiring manager. I use the  cover letter  more as a tool to get a sense of communication skills and personality versus why the candidate is a strong match for the position. Generally the experience listed on the resume, our phone conversation, and the in-person interview are better tools for us to determine if the qualifications and skills match the job requirements.You can read last weeks Ask the Recruiter interview  here  and be sure to check back next Monday for the final installment in the series.