SEEING IS BELIEVING - Survey: Candidates With Strong Resumes Often Fail to Meet Expectations in Interview

    TORONTO, July 28 /CNW/ - For many hiring managers, evaluating a job
applicant may feel like going on a blind date: the applicant looks good on
paper but disappoints in person. Nearly two-thirds (65 per cent) of senior
executives interviewed said it is common for candidates with promising resumes
not to live up to expectations during the interview.
    The survey was developed by Robert Half International, the world's first
and largest staffing services firm specializing in accounting and finance. It
was conducted by an independent research firm and includes responses from 100
senior executives in Canada.
    Executives were asked, "How common is it for a job applicant who has a
promising resume to not live up to your expectations when you interview him or
her?" Their responses:Very common............................... 16%
           Somewhat common........................... 49%
           Not very common........................... 27%
           Not at all common.........................  8%
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                                                     100%"A resume offers only a partial snapshot of the job applicant," said
Kathryn Bolt, district president for Robert Half International's Canadian
operations. "However, in-person interaction is essential to ensure the
candidate demonstrates the technical and soft skills required to make a
valuable contribution to the organization."Robert Half offers the following tips to help hiring managers make the
best hires:

    -   Fish where the fish are. Create finely tuned job ads that describe
        the ideal candidate and post them in targeted places, such as
        industry publications and professional association websites, to
        attract strong candidates.
    -   Network. Seek recommendations from colleagues, staff and other
        professional contacts. Also network online and with members of
        industry organizations to ensure you cast a wide net.
    -   Stay front and centre. You know best what you want in an employee.
        Help prevent delays and potential hiring mistakes by remaining
        closely involved in the process from beginning to end.
    -   Narrow the field by phone. Following up on promising resumes with a
        10-minute telephone interview can help ensure you invite only the
        best candidates to in-person interviews. This can be a time saver
        because you'll get an early reading on a person's interpersonal
        skills and potential fit with your team.
    -   Audition candidates. Bringing in workers initially on a temporary or
        project basis can give you the opportunity to observe firsthand their
        skills, performance and fit for a full-time position.
    -   Get help. Specialized recruiters can help you pinpoint your staffing
        needs. And through their networks, they have access to people you
        might not be able to locate on your own, including professionals who
        may not be actively looking for a job but are open to making a change
        for the right opportunity.
    -   Don't delay. Don't procrastinate when you identify strong applicants.
        By moving too slowly, you risk losing your first choice -- and
        extending the hiring process.Robert Half International has more than 360 staffing locations worldwide
and offers online job search services at www.rhi.com.

For further information: Kristie Perrotte, [phone],
[e-mail]