On becoming a boundary boss & taking notes during interviews 

Welcome back to our bi-weekly video series for recruiters – The Tea on Recruiting. In the section below, you’ll find episode thirty one, as well as its script. Have fun watching and reading!

Transcript

Can’t remember a thing to save your life and you’re pathologically incapable of saying no? This video is for you. But also for the rest of you who think you’ve got it together.

Welcome back to the Tea on Recruiting, where we share insightful and thought-provoking content that can help you shape your recruiting career! Here’s today’s first piece of content!

Taking Notes During Interviews

Do you know that feeling when you forget to write a grocery shopping list and you end up in the cereal aisle staring into the abyss in a zombie-like fashion? What if you didn’t take notes during an interview, someone sued you and you were just as clueless while the opposition’s lawyer asks you questions during the deposition?

We read “A Note About Taking Notes During Interviews”, and these are, you got it… our notes.

You should:

 

  • Write date, time, and place or app used
  • Write why the answers the candidates gave were good or bad
  • Write notes that are objective and detailed
  • Write while focusing on facts indicating whether the candidate can or cannot do their job
  • Note something benign but memorable about the candidate, like clothing; don’t take note of religious or ethnic clothing or similar factors, you won’t need that info
  • Take time to complete your notes. Explain that you’ll be taking notes to help refresh your recollection later if needed or take them after the interview, although less advised, as you might forget things in the meantime.
  • Make the notes easily retrievable (you can add them to your ATS)

How To Become A Boundary Boss 

Hey Elena, can you take care of an extra task for me? I’d like to leave the office earlier for a dinner date with my boyfriend. I’d need it done ASAP.

Elena’s mind: “My name is no. My sign is no. My number is no. You got to let it go. You got to let it go.”

Meanwhile, Elena’s face: “Sure! I’d love to”

“And the Academy Award for Least Convincing Lie to a Colleague goes to… Elena!”

If you say ‘yes’ to your coworkers even when you’d rather eat a handful of gravel, work in the evenings and on the weekends and immediately respond to emails, perhaps you could benefit from working on your boundaries. Healthy boundaries will let you maintain your balance and self-respect. We read “How To Become A Boundary Boss, According To A Celebrity Psychotherapist” and here’s the tea.

To identify what your boundaries are, you need to know what your preferences, desires, limits and deal breakers are. Then you need to be able to clearly and concisely communicate those boundaries. What often happens is that people develop a high-functioning codependency. Before you yell “But I’m not codependent!”, if someone else’s disaster feels like your own and you feel an urgency as if it were your life, that’s codependency right there.

Boundary bosses create a personal “bill of rights.” Now, that’s useful! It will establish what you will and won’t stand, and it’ll make it easier for you to communicate your position to those around you. You’ll see just how much you’ll benefit from this.

Now onto the…

CandE Crash

The more barbaric your treatment of candidates, the more demonic their Glassdoor reviews on your company page.

Shoutout to a company we won’t name. So let’s read this job posting for “neurosurgeon, M.D./Neurobiologist Ph.D researcher.partner”. Sounds like a position just anyone could fill in. The salary is ranging from 60 to 120K, and the equity is 0.01% 0.08%. Let’s read:

“Seeking partner/co-founder to sail this journey. This is a headset start-up. We currently possess no funding at all. Willing to offer equity and of course everyone get paid once we get seed funding etc.”

So basically you’re asking a highly specialized professional in the medical field who might have a Ph.D if they would like to apply for your tiny start-up job where they might or might not get paid depending on the way the wind blows, like the luck you’re going to have. And you offer them so much equity that, seriously, you might just hand out handwritten bonuses for hugs.

Got something to say about this? Drop a comment below, we’d love to pick your brains. Help us get better at helping you get better: with your help!

If you have any idea on themes we should approach or dive deeper into, let us know! You can reach out to me on LinkedIn, where you’ll find me as Elena Galli, or via email, at elena@starred.com. We’d love to hear what interests you!

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Thank you for watching The Tea on Recruiting. See you soon, and take care!