{"id":25,"date":"2006-10-11T13:22:14","date_gmt":"2006-10-11T17:22:14","guid":{"rendered":"http:\/\/cecsearch.com\/WordPress\/2006\/10\/11\/exploring-the-candidate-bill-of-rights-part-5\/"},"modified":"2022-08-08T03:59:52","modified_gmt":"2022-08-08T07:59:52","slug":"exploring-the-candidate-bill-of-rights-part-5","status":"publish","type":"post","link":"https:\/\/cecsearch.com\/wordpress\/2006\/10\/11\/exploring-the-candidate-bill-of-rights-part-5\/","title":{"rendered":"Exploring the Candidate Bill of Rights (Part 5)"},"content":{"rendered":"

\u00e2\u20ac\u00a6<\/span>continuing my running commentary on the <\/font>ItzBIG Blog<\/font><\/a> series of articles on the <\/font>Candidate Bill of Rights<\/font><\/a>.\u00c2\u00a0 So far we have covered of the series we looked at confidentiality<\/font><\/strong><\/a>, credibility<\/font><\/strong><\/a>, accuracy<\/font><\/strong><\/a>, and consideration<\/font><\/strong><\/a>.\u00c2\u00a0 Today we examine ItzBIG’s commentary on “Consistency.”<\/strong><\/font><\/p>\n

Consistency<\/span>
\nHiring decisions will be made based upon on a set of specific and defined criteria that is relevant to the position, consistent across all candidates and applied objectively.<\/em><\/font><\/p><\/blockquote>\n

It seems that consistency in hiring practices is sadly lacking or altogether missing in startup companies.\u00c2\u00a0 Thank goodness I don’t have to deal with that.\u00c2\u00a0 Seems to me that many, in fact most, of the startup companies that can afford to use and do use recruiters, are tech companies.\u00c2\u00a0 And as is pretty clear by the title of my blog, we don’t do tech here.\u00c2\u00a0 \ud83d\ude09<\/font> <\/p>\n

<\/p>\n

All of our client companies are well established with long histories of solid growth.\u00c2\u00a0 If they don’t fit that pattern then it is unlikely that they can or will pay for our services.\u00c2\u00a0 That also means that they have been hiring people (both with and without the use of a recruiter) for many years.\u00c2\u00a0 Most if not all use some for of structured interviewing techniques.\u00c2\u00a0 Some even print out structured interview guides for the interviewers.\u00c2\u00a0 So by and large, we don’t have a problem with consistency in our niche.\u00c2\u00a0 <\/font><\/p>\n

Sometimes, however, we have a problem with rigidity.\u00c2\u00a0 Sometimes we have companies that can’t see the value in a candidate that my be a little bit outside of the mold.\u00c2\u00a0 Their standards for hiring have become so rigid, that they may be unwilling to give an excellent performer a chance in their organization, just because he hasn’t been in charge of the minimum number of units with the exact footprint and volume that they have as a criteria.\u00c2\u00a0 So… sometimes consistency may not be so good – if it turns to rigidity and resistance.<\/font><\/p>\n

-author: Carl Chapman. Carl is the founder of <\/em>CEC Search – Executive Restaurant Recruiters<\/em><\/font><\/a>. He has 20+ years of restaurant industry experience, spent 5 awarding winning years as an executive recruiter with a top 25 <\/em><\/font>MRI<\/em><\/font> franchise office. Carl graduated from the US Naval Academy in 1980.<\/em><\/font><\/p>\n","protected":false},"excerpt":{"rendered":"

\u00e2\u20ac\u00a6continuing my running commentary on the ItzBIG Blog series of articles on the Candidate Bill of Rights.\u00c2\u00a0 So far we have covered of the series we looked at confidentiality, credibility, accuracy, and consideration.\u00c2\u00a0 Today we examine ItzBIG’s commentary on “Consistency.” Consistency Hiring decisions will be made based upon on a set of specific and defined […]<\/p>\n","protected":false},"author":4,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"wds_primary_category":0,"footnotes":""},"categories":[3,2],"tags":[],"class_list":["post-25","post","type-post","status-publish","format-standard","hentry","category-other-blogs","category-restaurant-recruiters-viewpoint","post-wrapper","thrv_wrapper"],"_links":{"self":[{"href":"https:\/\/cecsearch.com\/wordpress\/wp-json\/wp\/v2\/posts\/25","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/cecsearch.com\/wordpress\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/cecsearch.com\/wordpress\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/cecsearch.com\/wordpress\/wp-json\/wp\/v2\/users\/4"}],"replies":[{"embeddable":true,"href":"https:\/\/cecsearch.com\/wordpress\/wp-json\/wp\/v2\/comments?post=25"}],"version-history":[{"count":0,"href":"https:\/\/cecsearch.com\/wordpress\/wp-json\/wp\/v2\/posts\/25\/revisions"}],"wp:attachment":[{"href":"https:\/\/cecsearch.com\/wordpress\/wp-json\/wp\/v2\/media?parent=25"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/cecsearch.com\/wordpress\/wp-json\/wp\/v2\/categories?post=25"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/cecsearch.com\/wordpress\/wp-json\/wp\/v2\/tags?post=25"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}