| p>Over the last two months, my daughter has been | | | | - Languages Spoken |
| dedicated to applying for jobs. In this tough | | | | - Resilience |
| economy, I believe she has completed 65 job | | | | - Communication Skills |
| applications and has had approximately ten phone | | | | 4. If you are interviewing a candidate, and you are |
| interviews and two face to face interviews. It's | | | | concerned about the GPA, do some digging by asking |
| tough out there. | | | | these questions: |
| It has been interesting to look at the types of | | | | - Tell us about the courses you took. |
| information people ask to see on a job application. | | | | - Did you work during college? |
| A small few have asked to see her GPA, and I find | | | | - What volunteer activities did you engage in during |
| that refreshing for many reasons. Here are a few | | | | college? |
| thoughts for those of you in executive recruiting | | | | - Tell us about your internships. Where were they, |
| positions: | | | | and what skills did you bring to the table? |
| 1. A high GPA does not always equal a great | | | | - Tell us about your network. Describe for us how |
| employee. As a matter of fact, it could be a liability. | | | | you network with people your own age all the way |
| If a candidate is book smart but cannot network or | | | | up to more senior C-level executive suite. |
| carry on an interesting and creative conversation, this | | | | If I look at a resume and see a lower GPA, I would |
| candidate may not be your best selection. | | | | much rather hire someone who worked during |
| 2. Be careful to use telephone interviews as your | | | | college, was active in their local and greater |
| only means to an end. I have talked with people | | | | community and who took tough courses over those |
| over the telephone who sounded dry and boring. | | | | easy/slide by courses. |
| When I meet them, I am then just shocked at how | | | | 5. Ask the candidate to take on an |
| impressive they are. So, take that extra step to | | | | activity...something that will be relevant to the job, |
| meet someone face to face. | | | | and ask for the activity to be completed by a due |
| 3. Look closely at the candidate's skills and qualities, | | | | date. If the candidate turns back in a pretty high |
| including: | | | | quality end product and ON TIME, you have probably |
| - Strategic Agility | | | | landed on your golden child. |
| - Ability to Multi-Task | | | | At the end of the day, don't hone in on the GPA |
| - Networking Savvy | | | | without doing your homework...you may be turning |
| - Political Savvy | | | | down one of the best future leaders for your |
| - Ability to Take Risk | | | | company. |