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Most people live their life as reaction to events that happen around them, and very few create events and define how they will live their Lives...

ideas group blog

Wednesday, June 29, 2011

“You spend a lot of time, searching for the right candidate, then invest money and time training that candidate to find out that the effort wasn’t worth it.” said one of my clients - a Human Resources Director in a corporate organization in Abu Dhabi.-

Employee retention is a major organizational issue these days especially that career options are abundant and more entrepreneurs are emerging in the Middle East region.

So the question is how do I know that this candidate is the right one for for the job and my organization? and how do I know that this position will be filled by the right person?

Plan for jobs ahead of time: I know this step is a bit hard especially for smaller businesses as they await a new contract or client to start the job hunt. However the downturn of not doing this is urgency; When you have to fill a vacant position you will accept the best available option and end up with a 20% chance of success. On the contrary, when you are at ease in filling a position you will only hire the right person for the job.

When in doubt do not hire, keep looking: Rightly said by Jim Collins in Chapter 3 of his amazing book “Good to Great”.  A company should actually limit its growth based on its ability to attract and hire the right people. You want to be sure and remove any uncertainties, the sooner you can do it the better it will be.

Hire the attitude and train the skill: Imagine if you have a team member, so skilled at the job and so talented in what he/she does, however has a very negative attitude and ruins the work of other people. For this specific reason, chronological and competency based interviews no longer work alone. It is easier to train a person with the right attitude than to change a person’s behavior. However be careful as attitude alone is not a determining factor for all jobs; as for some positions individuals should have a certain level of experience and knowledge to be successful.

The most successful and sustainable hiring decisions come from a Value Alignment; that is ensuring that there are similar/compatible values between the organization and the interviewee.

Camil el Khoury

Posted By Ideas Group at
09:02 - AM
Monday, October 11, 2010

How many times have you sent your resume and never got an answer back from the recruiter? What is your ratio of being called for a job interview in relation to the number of resumes sent?

We have recently advertised for a position using a classified newspaper and you cannot imagine the responses we got. Although we were specific about the position (level, responsibilities) we got bombarded by all kinds of resumes. Some senior positions applied for an admin role, and although we have specified the location, we got people requesting jobs in different geographical locations.

Only few resumes stood out, so we thought of sharing those 5 best practices that you should do when sending your CV:

Include a clear subject and cover letter
A company needs to have an introduction about you. A cover letter will entice them to look further and read your resume. If you are applying for any position, you need to show that you are professional and address it in a manner that will tell the reader who you are. However make sure that your cover letter is brief, straight to the point and contains simple language.
With hundreds of emails that employers receive, emails with just an attachment, no subject and no email body will definitely be eliminated.

Make sure to sell your objectives
Organizations do not distribute jobs on ad hoc basis, they want to give responsibilities.. Be creative in writing your objectives; show them that you know what you want. When you include your clear objectives, recruiters will be motivated to seek how they can use those objectives in their organizations.

Do your research before sending your resume
Whenever you are applying for any position, “google” the company or lookup its website, you need to know what you are applying for and tailor make your cover letter accordingly. This will show the recruiter that you are both serious and have knowledge in their industry. When we post a job ad, we receive the lousiest emails within the first hour of posting; the reason is that candidates do not take the time to tailor their resumes according to the company and the advertised job.
Remember that one targeted email has more power than 10 non-targeted ones.

Align your objectives with the company’s objectives
When you research the company, you will know how they make money, or how they realize their vision. In your correspondence, show them how you can help them reach their corporate objectives. When you broadcast that value with your own objectives, you will sure hit a sweet spot. Write the benefits from the recruiter’s side and you will definitely be called for an interview.

Call for action
If you know that you can do a great job in the interview, do not rely on the recruiter to take action. Request an interview, and tell the employer when you will follow up to arrange it. Then, do so. It is imperative that you follow up. You will greatly increase your chances of getting interviews if you call the employer after writing instead of sitting back and waiting for a call. Make sure that you don't overdue it though; one assertive call requesting an interview meeting is just enough. 

Camil El Khoury 
Posted By Ideas Group at
12:44 - PM
Interviewing skills | ideas groupideas group is a global learning and human capital development firm specialized in leadership, team development and learning business process outsourcing BPO. We help our clients become high performance organizations and foster a sustainable growth.