HiTouch Executive Search | A Little Bit About Jane

Home
About
Job Seekers
Business Partners
Resources
Blog
Contact

Search for:

A Little Bit About Jane

by janeturkewitz

Share:

Share on:

Previous post Next post

Post a Comment cancel reply

Search for:

Recent Posts

Get Hired! A MADWomen Podcast with Jane Turkewitz
A Little Bit About Jane
How To Find Out if You’re Walking Into A Shit Show With This New Job
Cocky or Confident? A Fine Line That Can Make or Break an Interview
It’s OK to Take a Mulligan — Being Miserable in Your Job Just Isn’t Worth It

Categories

Categories

Archives

Archives

Jane Ashen TurkewitzFollow718431

Founder and Chief Talent Officer, Hi-Touch Executive Search; Avid Blogger with an opinion — or two — and 5MM+ readers.

Jane Ashen Turkewitz @letstalkturkey·

#FeelGoodFriday: Every action causes a reaction. Yelling and screaming at your team causes fear and anger. TRUE leaders motivate by teaching, rewarding and via positive reinforcement. Be the exemplary leader not the maniacal manager.

#culturebuilding
#managingpeople

Reply on Twitter Retweet on Twitter Like on Twitter1 Twitter

Jane Ashen Turkewitz @letstalkturkey·

If candidates do a project for you, have the courtesy to give them a call and let them know why you are taking a pass. Yes, we are living in an automated jobs process but once someone gets this deep in it, automation should be replaced by humans.

Jane Ashen Turkewitz on LinkedIn: "Candidate is asked to do a project as a final step. Then things get cold. Candidate finds out that the company has decided to hire another person. Candidate is pissed that she did the project. A lot to get in this post so bare with me. We all know projects suck because some companies are unethical, use the candidate's work and don't hire the person. These companies have ruined it for all the ethical companies who truly want to give a few finalists the chance to shine by illustrating how they'd approach a problem. Now that we've got that out of they way...another BIG issue is that candidates are not hearing back after completing projects. It's not necessarily that the candidates think they deserve the job because they completed a project. It's that they DESERVE FEEDBACK on that project. Too many times, candidates put all this work in and then the company just tells them, "hey we've decided to go with someone else" or comms go silent. If candidates do a project for you, have the courtesy to give them a call and let them know why you are taking a pass. Yes, we are living in an automated jobs process but once someone gets this deep in it, automation should be replaced by humans. #hiringpractices #ghosting #recruiting #jobsearch "

October 15, 2019: Jane Ashen Turkewitz posted on LinkedIn

www.linkedin.com

Reply on Twitter Retweet on Twitter Like on Twitter Twitter

Jane Ashen Turkewitz @letstalkturkey·

Sometimes Recruiters believe they can sell you on an opportunity that is not properly leveled from a salary POV. This is definitely a possibility if person is unemployed but if that person is passive, it's an ineffective and, frankly, terrible strategy. Let's stop doing this.

Reply on Twitter Retweet on Twitter Like on Twitter Twitter

Jane Ashen Turkewitz @letstalkturkey·

Every time you reach out to a recruiter, send your resume OR a link to your profile. They are inundated with candidate outreach and won't necessarily remember you if you've connected in the past. Don't be insulted - it's just hard when someone gets 30 - 500 resumes a day.

Reply on Twitter Retweet on Twitter Like on Twitter1 Twitter

Jane Ashen Turkewitz @letstalkturkey·

Can you imagine going into a room with another person vying for the same job and interviewing together? This might get the top prize for stupidity and insensitivity.

Jane Ashen Turkewitz on LinkedIn: "Can you imagine going into a room with another person vying for the same job and interviewing together? Just when I thought things could not get worse, this might get the top prize for stupidity and insensitivity. I've now had 2 people tell me they have had this experience. Just in case I need to explain why this is a bad idea... First, if one person has much more experience than the other person, the intimidation factor is real for the more junior person who will no doubt experience some serious performance anxiety. And, the more experienced person might feel uncomfortable having such a huge advantage, and watching the other individual slowly sink into his chair with defeat. Or, the two candidates could come out punching - trying to one-up each other, vs. simply establishing a back-and-forth dialog that's rich with depth and substance. And then there's the privacy issue. It can be a small community and the two candidates might know one-another. One or both could be looking confidentially. Typically, I provide alternative solutions or suggested fixes in my posts. For this - anyone who decides that interviewing candidates in such a fashion needs to be course corrected or shown the front door. #hiring #recruiting #interviewing "

September 24, 2019: Jane Ashen Turkewitz posted on LinkedIn

www.linkedin.com

Reply on Twitter Retweet on Twitter Like on Twitter Twitter

Jane Ashen Turkewitz @letstalkturkey·

You know what happens when you underpay your employees? They take calls from recruiters like me.

You know what also happens? You lose money by trying to save.

Jane Ashen Turkewitz on LinkedIn: "You know what happens when you underpay your employees? They take calls from recruiters like me. You know what also happens? You lose money by trying to save. You end up under-serving your business and clients while you deal with your revolving door. And, if the staff that's exiting is client-facing, there's this whole trust-building process you have to go through each time you have someone come in to take over client accounts. And, your clients wonder why you can't keep people and they grow wary. Ruh-roh. On top of that, your reputation gets out as a revolving door. You get stuck hiring tier 2/tier 3 talent because nobody wants to come work for your cheap ass company and work 12 hours a day to make up for the attrition. Do you see what I'm sayin' here? You gotta invest to get the best, to grow, or to even survive. Pay your people what they are worth. It's that simple. #hiringpractices #salarynegotiation "

September 23, 2019: Jane Ashen Turkewitz posted on LinkedIn

www.linkedin.com

Reply on Twitter Retweet on Twitter Like on Twitter2 Twitter

Jane Ashen Turkewitz @letstalkturkey·

I was tagged in a post on a topic I want to address deeper: Projects as part of the interview process.

Jane Ashen Turkewitz on LinkedIn: "I was tagged in a post on a topic I want to address deeper: Projects as part of the interview process. I had a client who wanted a candidate finalist to execute a project. I told the client he would receive push-back as candidates are being burned in the marketplace. He quickly told me that he had every intention of paying the candidate for his work and he did not expect anyone to do any work for him for free - even if it's an assessment project. I wanted to hug him. There are plenty of companies who assign projects to assess a person's thought process. Unfortunately, there are too many companies that behave unethically, taking the proposed ideas, using them and then putting the job on hold. I used to believe that candidates imagined this to be true but I know for a fact that it's all too real. So here's my advice to hiring managers: a) Have a candidate present a project they've done in the past, or b) Have a candidate do a custom project and pay him/her, or c) Have a candidate present rough ideas in verbal form only - no leave behinds and no note taking on your part. #jobsearch #recruiting #interviewing #hiring"

September 19, 2019: Jane Ashen Turkewitz posted on LinkedIn

www.linkedin.com

Reply on Twitter Retweet on Twitter Like on Twitter Twitter

Jane Ashen Turkewitz @letstalkturkey·

I always send thank you’s, and if more than 10 days, I send a check in/reiterate interest note, to which I’ve yet to get a reply. Is this just a waste of time and/or a dumb move that signals I did not get the message that their ghosting meant no?

Jane Ashen Turkewitz on LinkedIn: "#DearJane: Since ghosting is the norm, I am wondering if it‘s worth it (or appropriate) to follow up with a potential employer after a few days have passed from a live interview to check in and reiterate interest. I always send thank you‘s, and if more than 10 days, I send a check in/reiterate interest note, to which I‘ve yet to get a reply. Is this just a waste of time and/or a dumb move that signals I did not get the message that their ghosting meant no? My answer: Sometimes it can take weeks for things to move forward for a variety of reasons. I personally don't think it hurts to try "one more time," and see if someone will get back to you. No harm no foul. I will say this until I'm blue - be true to yourself but just know that your efforts will not automatically lead to response. You can not change the way others behave but you don't have to change your behavior to match the bad behavior out there. If you know you've done your all, you can hold your head up high and walk away. Perhaps, you'll feel a little less disappointed with the outcome if nobody gets back to you and a little more like,"welp, dodged a bullet with another company that doesn't value potential and most likely, current, employees..." #ghosting #jobsearch #interviewing "

September 17, 2019: Jane Ashen Turkewitz posted on LinkedIn

www.linkedin.com

Reply on Twitter Retweet on Twitter Like on Twitter Twitter

Jane Ashen Turkewitz @letstalkturkey·

Why panel interviews are a good thing...
If you have a lot of evaluators in the process, this is a way to streamline the candidate experience and save time.
And..

Jane Ashen Turkewitz on LinkedIn: "I'm a big fan of the "panel interview" and here's why. -If you have a lot of people in the interview process, this is a nice way to tighten up that process, streamline the candidate experience and save time. The longer the process, the more likely you are to lose the candidate. -Your interviewers EXPERIENCE the candidate together in the same way so they can discuss from a group experience, vs. a vacuum one-on-one discussion. You can hash out things with your colleagues who might say.."Oh, really, I didn't think she meant that when she said..." -The candidate is not asked the same questions over and over again, which means you get to dig deeper and ask behavioral and situational questions vs. "tell me about your career trajectory." #Interviewingtips #candidateexperience #recruiting #hiring "

September 12, 2019: Jane Ashen Turkewitz posted on LinkedIn

www.linkedin.com

Reply on Twitter Retweet on Twitter Like on Twitter Twitter

© 2019.ComRecruiting, LLC