Years ago, I had a candidate with an offer at Morgan Stanley. Wonderful company, top tier investment bank, well known, great offer. But he went home and told his family about the offer, and actually his in-laws had never heard of Morgan Stanley. For that reason, he needed to say no thank you to the offer and went and took a Japanese company instead.

Today’s Short and Sweet hint is for you to use social media in your recruitment. So many SMEs are underutilizing tools that their hands and fingertips use anyway but not using consciously for recruitment for their company.

It’s estimated anywhere from ¥500,000 to ¥800,000 to hire a candidate according to the Society of Human Resource Management (SHRM). Think back to yourself of a time where you hired someone, they come in and they start working, and after about a month, you notice “this is not the person you thought they were when you interviewed them.” This one step can really illuminate those challenges. Take up references from the candidate.

Has this happened to you? You get a resume of a really quality candidate that you’re excited to meet, and then the candidate comes in and you start to interview them, and after a while you think there’s a disconnect between what’s on the paper and the person you’re meeting. You’ve just spent an hour meeting with this candidate and it’s not the right person. Of course that happens to all of us all of the time. One easy way to get around this is to add a telephone screening to the front of your interview process.

Last week, one of my clients sent me an email which they sent to 40 or 50 recruiters. Basically they were looking for a demand planner. It’s the same position they had opened last year. When I talked to the hiring manager about that, he said “Yeah, the talent acquisition person basically sends the that out to all the recruiters they work with in the hopes that they can pull in some resumes.” I said “Well do you have any resumes from last year?”

This time, we are geared especially for small and medium enterprises in Japan who are hiring. We find that even with COVID-19 and the restructuring that goes on, there are still critical positions that need to be hired. During this time it’s a good opportunity for small companies to really get strong on their processes and to think through what they are doing (especially for recruitment) to hire the right people, attracting the right people, building up their network with people that can help them later on. So I’ve put together this article (and video series) to help you inexpensively and quickly make an impact on you and your business and your team as they go through and hire.

With more and more interviews happening via video today on computers, tablets, mobile phones, it makes sense to learn how to present the best in front of the camera. I am going to go through 7 steps to help you prepare for a video interview.

Welcome to this episode of Short and Sweet. Today we are talking about time management. Give you some tips for time management as a new manager.