I'm happy today!
Yes, I am happy. Don't know why but I was in a fairly good mood at the start of my day, even though I didn't sleep more than four hours last night.
Somehow my "happiness index" spiked when I saw my student. He was trying to ask a question, and then I jumped up and down, and laughed, and raised my hand, and interrupted his question by, "Can I say something?"
He glanced at my raised hand and hesitated, and then said yes.
I said, "I am so happy to see you today! Kekekekekekeke ~~~"
I think this is probably the first time someone said something like that to him, because he paused for a second and appeared to be trying to come up with an appropriate response.
He said, "I am happy to see you too." Sounds like he was trying to humour me ~
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Anyhow, I will get to the point about what made me happy today. I was busy.
The highlight of my day was doing a lot of HR and PR work.
I bypassed our Recruitment team and went straight to the applicants. Ideally I would like to leave the work to our HR team, however, their product was slow and brief, and quality was average.
I phoned a handful to schedule interviews. One of them told me she accepted an offer yesterday. I congratulated her, and then asked her about her new job, employer's name, size of employer, employer history, industry, etc. We chatted a bit. In conclusion, I wished her luck in her new role, and thanked her for her interest in Flint. I was happy for her.
I phone-screened a few applicants, a responsibility that traditionally belongs to HR. During my conversation with one of the applicants, I felt that he also had certain skill set that would suit our Treasury team. I introduced the Treasury opportunity to him, and asked about his interest. He said sure. So I presented him to Treasury based on what I gathered over the phone. I think he's my strongest candidate so far, yet I introduced him to Treasury. This is to my detriment, because 1) Treasury and I will compete for the same candidate, and 2) I am competing with this candidate for the Treasury position.
I followed up with an email to him confirming that I had profiled him to Treasury, and giving him additional details about the Treasury job.
I also had a very memorable learning experience with the phone-screening. I didn't know how to conclude this screening, because in my mind, I thought she was a weak candidate. Of course I did not vocalize that. However, as a good ambassador of my employer, I had to sound professional. To my surprise, she was also very smart in her reply. Hah, she was definitely good learning material for me! From time to time, I learn from my junior. Those are my best experiences! :) :) :)
With a decent candidate, I naturally proceeded to inviting him for a face-to-face interview upon concluding the phone screen. There's no challenge in moving the candidate forward. However, if you encounter a candidate whom you do not want to move forward with, how would you actually verbalize the rejection?
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This afternoon, I designed an Excel-based test to be administered to the interviewee immediately after the interview. I had procrastinated on this, but my first interview being next Monday morning, I was left with no choice but to finalize the test today. I had the blue print in my mind long time ago, but it was until today that I materialized my conception. I recruited three guinea pigs for my test. I revised my test based on feedback from my first guinea pig. Then administered the revised copy to my second guinea pig, and then further revised based on his feedback. I had forwarded my re-revised copy to my third guinea pig, who would not be available until later this weekend to try it.
Frankly, the test will never be perfect, because everyone receives and interprets information differently; and everyone performs differently under the same condition. At the end of the day, the test serves as a baseline for which to measure the candidate against.
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My job had been so highly administrative nowadays. Boss told me that that is an indication that I am moving up to management level. Although it looks like a demotion to move from the highly specialized and technical, to the highly mundane and administrative, these are the responsibilities of a manager. I think I can be a professional recruiter, a professional instructor, and an administrative assistant after this recruitment process. Anyone wants to hire me?
Somehow my "happiness index" spiked when I saw my student. He was trying to ask a question, and then I jumped up and down, and laughed, and raised my hand, and interrupted his question by, "Can I say something?"
He glanced at my raised hand and hesitated, and then said yes.
I said, "I am so happy to see you today! Kekekekekekeke ~~~"
I think this is probably the first time someone said something like that to him, because he paused for a second and appeared to be trying to come up with an appropriate response.
He said, "I am happy to see you too." Sounds like he was trying to humour me ~
------------
Anyhow, I will get to the point about what made me happy today. I was busy.
The highlight of my day was doing a lot of HR and PR work.
I bypassed our Recruitment team and went straight to the applicants. Ideally I would like to leave the work to our HR team, however, their product was slow and brief, and quality was average.
I phoned a handful to schedule interviews. One of them told me she accepted an offer yesterday. I congratulated her, and then asked her about her new job, employer's name, size of employer, employer history, industry, etc. We chatted a bit. In conclusion, I wished her luck in her new role, and thanked her for her interest in Flint. I was happy for her.
I phone-screened a few applicants, a responsibility that traditionally belongs to HR. During my conversation with one of the applicants, I felt that he also had certain skill set that would suit our Treasury team. I introduced the Treasury opportunity to him, and asked about his interest. He said sure. So I presented him to Treasury based on what I gathered over the phone. I think he's my strongest candidate so far, yet I introduced him to Treasury. This is to my detriment, because 1) Treasury and I will compete for the same candidate, and 2) I am competing with this candidate for the Treasury position.
I followed up with an email to him confirming that I had profiled him to Treasury, and giving him additional details about the Treasury job.
I also had a very memorable learning experience with the phone-screening. I didn't know how to conclude this screening, because in my mind, I thought she was a weak candidate. Of course I did not vocalize that. However, as a good ambassador of my employer, I had to sound professional. To my surprise, she was also very smart in her reply. Hah, she was definitely good learning material for me! From time to time, I learn from my junior. Those are my best experiences! :) :) :)
With a decent candidate, I naturally proceeded to inviting him for a face-to-face interview upon concluding the phone screen. There's no challenge in moving the candidate forward. However, if you encounter a candidate whom you do not want to move forward with, how would you actually verbalize the rejection?
------------------
This afternoon, I designed an Excel-based test to be administered to the interviewee immediately after the interview. I had procrastinated on this, but my first interview being next Monday morning, I was left with no choice but to finalize the test today. I had the blue print in my mind long time ago, but it was until today that I materialized my conception. I recruited three guinea pigs for my test. I revised my test based on feedback from my first guinea pig. Then administered the revised copy to my second guinea pig, and then further revised based on his feedback. I had forwarded my re-revised copy to my third guinea pig, who would not be available until later this weekend to try it.
Frankly, the test will never be perfect, because everyone receives and interprets information differently; and everyone performs differently under the same condition. At the end of the day, the test serves as a baseline for which to measure the candidate against.
--------------------------
My job had been so highly administrative nowadays. Boss told me that that is an indication that I am moving up to management level. Although it looks like a demotion to move from the highly specialized and technical, to the highly mundane and administrative, these are the responsibilities of a manager. I think I can be a professional recruiter, a professional instructor, and an administrative assistant after this recruitment process. Anyone wants to hire me?
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