From the receptionist to the hiring manager, from the human resources director to the executive assistant, each plays a vital – and certainly under-appreciated role – in helping our economy grow through hiring.
So, let’s take a minute to take our hats off and acknowledge their hard work. Let’s thank them for staying late and waiting for that one late-arriving candidate. Or for putting up with applicants who have done zero research on the company or the open position. Or, for dealing with a litany of other transgressions which candidates regularly visit upon them.
Seriously, ladies and gentlemen of the hiring authorities, we couldn't do it without you. So here’s a hearty handshake – and some interviews to go along with this virtual toast to your health.
The Wall Street receptionist, with 20 years of institutional experience.
“I’m the unnoticed one in the corner. The only time the candidates for jobs pay attention to me is when I fetch them for their interview with the boss. But they don’t realize that the boss asks me to watch everything. I note down everything that I see. The chewing gum they try to hide underneath our expensive leather chairs in our waiting room. Or, they pick their noses and then secrete the pickings who knows where.”
Ewwwww.
“Yeah, I know. I see the ones who are bored and browsing on their smart phones, or watching a movie or TV show, believe it or not, while they wait for their interview. I also make a note of the others, who are sharply dressed, keep their electronic toys put away, and sit straight up with good posture in their chair looking like they’re filled with excitement for the interview. They’re usually the ones who get hired. Believe it or not, the boss pays a lot of attention to what I say. After all, it is how a person behaves when they think no one’s looking that says the most about them.”
The Human Resources Director, who has been on the Street so long they’ve seen it all.
“I got my start so long ago when it was called ‘Personnel’. On average we receive about 400 or more applicants for each job posting. My assistant goes through each resume and then we meet and select about 10 to 15 finalist candidates, which are sent to the hiring manager who picks about 10 to bring in. So that’s 2.5% that make it for an in-person interview out of the 400 who applied.”
“When I meet the finalists, I walk through their resume with them. You would be amazed how many don’t even have a printed copy with them. I give each of them a chance to tell me how they would help our company, and be a great fit for the position that we’ve advertised. A lot of people just talk and don’t really answer my questions, or otherwise give a very poor interview. I would say that recommend three out of the 10 at the most.”
What happens then?
“Those are the ones who are called back for a second round of interviews. They meet the boss’s boss, and some potential co-workers. Everyone they meet fills out a candidate assessment form, and then I sit down with the boss. We review all the information and select the successful candidate – I usually call them that same day with an employment offer.”
So you’re saying for every position, that’s 400 average applicants, only 1 is successful, so that’s 2.5 tenths of one percent of the original pool of 400 applicants.
“That’s precisely correct. That’s why the candidates resume has to be perfect – no typos or grammatical errors. Or why they have to make a stellar impression on the receptionist. Or take the time to research our company and the actual role they’re interviewing for. And know our competitors. And take time with me and really listen to what I’m asking and take time to give me considered and thoughtful answers. And bring two or three extra printed copies of their resume with them just in case someone asks for one. And then, quickly (like, within 24 hours) send follow up emails or letters to those they interviewed with. Candidates who show respect for our time are treated in kind with respect, too.”
Wow, that’s exhausting.
“Yes, well, take that process and multiply it by about 100 because we will probably be hiring about 100 new positions in 2015, maybe more when we get into the 2nd half. Sure, it’s arduous work but a great candidate who is polite, prepared and respectful really makes our jobs so much easier.”
For comment, I asked Abbas Shah, an industry professional and recognized Macro trading expert.
“Makes complete sense,” he said. “I’ve always thought hiring was as much of an art form as it is a science. There are certain things – chemistry, if you like – that you will see in an interview. I pay attention to how they answer questions. Sometimes I ask them to illustrate their point on a white board, just to have a sense of how they present their thoughts out loud. Hiring is not at all easy, but it can be very rewarding when you come across a great candidate.”
So, let’s take a minute to take our hats off and acknowledge their hard work. Let’s thank them for staying late and waiting for that one late-arriving candidate. Or for putting up with applicants who have done zero research on the company or the open position. Or, for dealing with a litany of other transgressions which candidates regularly visit upon them.
Seriously, ladies and gentlemen of the hiring authorities, we couldn't do it without you. So here’s a hearty handshake – and some interviews to go along with this virtual toast to your health.
The Wall Street receptionist, with 20 years of institutional experience.
“I’m the unnoticed one in the corner. The only time the candidates for jobs pay attention to me is when I fetch them for their interview with the boss. But they don’t realize that the boss asks me to watch everything. I note down everything that I see. The chewing gum they try to hide underneath our expensive leather chairs in our waiting room. Or, they pick their noses and then secrete the pickings who knows where.”
Ewwwww.
“Yeah, I know. I see the ones who are bored and browsing on their smart phones, or watching a movie or TV show, believe it or not, while they wait for their interview. I also make a note of the others, who are sharply dressed, keep their electronic toys put away, and sit straight up with good posture in their chair looking like they’re filled with excitement for the interview. They’re usually the ones who get hired. Believe it or not, the boss pays a lot of attention to what I say. After all, it is how a person behaves when they think no one’s looking that says the most about them.”
The Human Resources Director, who has been on the Street so long they’ve seen it all.
“I got my start so long ago when it was called ‘Personnel’. On average we receive about 400 or more applicants for each job posting. My assistant goes through each resume and then we meet and select about 10 to 15 finalist candidates, which are sent to the hiring manager who picks about 10 to bring in. So that’s 2.5% that make it for an in-person interview out of the 400 who applied.”
“When I meet the finalists, I walk through their resume with them. You would be amazed how many don’t even have a printed copy with them. I give each of them a chance to tell me how they would help our company, and be a great fit for the position that we’ve advertised. A lot of people just talk and don’t really answer my questions, or otherwise give a very poor interview. I would say that recommend three out of the 10 at the most.”
What happens then?
“Those are the ones who are called back for a second round of interviews. They meet the boss’s boss, and some potential co-workers. Everyone they meet fills out a candidate assessment form, and then I sit down with the boss. We review all the information and select the successful candidate – I usually call them that same day with an employment offer.”
So you’re saying for every position, that’s 400 average applicants, only 1 is successful, so that’s 2.5 tenths of one percent of the original pool of 400 applicants.
“That’s precisely correct. That’s why the candidates resume has to be perfect – no typos or grammatical errors. Or why they have to make a stellar impression on the receptionist. Or take the time to research our company and the actual role they’re interviewing for. And know our competitors. And take time with me and really listen to what I’m asking and take time to give me considered and thoughtful answers. And bring two or three extra printed copies of their resume with them just in case someone asks for one. And then, quickly (like, within 24 hours) send follow up emails or letters to those they interviewed with. Candidates who show respect for our time are treated in kind with respect, too.”
Wow, that’s exhausting.
“Yes, well, take that process and multiply it by about 100 because we will probably be hiring about 100 new positions in 2015, maybe more when we get into the 2nd half. Sure, it’s arduous work but a great candidate who is polite, prepared and respectful really makes our jobs so much easier.”
For comment, I asked Abbas Shah, an industry professional and recognized Macro trading expert.
“Makes complete sense,” he said. “I’ve always thought hiring was as much of an art form as it is a science. There are certain things – chemistry, if you like – that you will see in an interview. I pay attention to how they answer questions. Sometimes I ask them to illustrate their point on a white board, just to have a sense of how they present their thoughts out loud. Hiring is not at all easy, but it can be very rewarding when you come across a great candidate.”