SGIA Journal Graphic November/December 2016 - 82

business management
another leads to delaying the hiring process and often to hiring
the wrong person.
The above five points are rather direct, but they come from
experience placing hundreds of people over the years. That hiring pace continues today. The next four points center on helping companies narrow the pool to find top candidates.
1. Beware of the fluffy resume. So many sales and sales management resumes feature fancy artwork, list 40 core competencies, multiple fifty dollar words, and/or feature objectives long
enough to be an essay. Most of these examples do not list a single revenue or quota accomplishment on page one, and in some
cases, anywhere in the resume. Usually the purveyor of such a
resume is hiding something, and most often it is a lack of accomplishment. Narrow your candidate pool and speed up the timeframe to fill your open position by eliminating such resumes.
2. Search for consistency. Check the candidate's LinkedIn
Profiles, their Facebook pages and any blogs or published
materials for consistency. Make sure profiles are up to date and
consistent with resumes. Check Facebook and other social media
sites in order to assess a candidate's character. You can learn a
lot about a candidate from opinionated posts, whiney diatribes
or even too many posts. No one wants a candidate who is inconsistent, whines too much, is too opinionated with controversial
subjects, or prioritizes too often with non-essential activities that
get in the way of success. Look at pictures associated with profiles. To my astonishment, I've seen profile pictures of candidates

with alcohol in their hand, a dazed look, a shirt off, or in some
cases, all three. I'd ask such a candidate, "Is this how you choose
to present yourself when searching for a job?"
3. See through the do-it-all candidate. When reviewing
a resume or a profile, look for generic statements. "I do it
all," most often means, "I do a lot of things, but am master
of none." "I am the expert you are looking for," most often
means, "I really do not have that much to offer." "I am a people
person," has no meaning. Long profile introductions with "why
choose me," or, "here's why I love the world..." also has no
meaning and is most often a sign that the candidate is all fluff.
4. Make the first interview count. whether by phone, Skype
or in person, make sure up front that the candidate has done
their homework. At a minimum, all candidates should print and
thoroughly study your job description (even write in notes),
thoroughly study your website, and review the LinkedIn profiles
of hiring personnel involved. Ask leading questions up front
that assist you in determining if the candidate has completed
these tasks prior to the interview. So many candidates believe
their history and charisma alone, will carry them forward without proper preparation.
Scott Hoyt is the owner of Digital Graphics Executive Recruiting,
a personnel placement firm specializing in wide-format digital color
printing, screen printing, textile, sign and commercial printing. He has
more than 200 clients worldwide and 33 years industry experience,
with 10 as a business owner and 23 working for the industry in up to
executive capacities.

Get Rewarded for Workplace Safety!

Maintaining a safe work environment for your
employees is a necessity - so why not be
rewarded for your efforts? SGIA's Safety
Recognition Award serves as a helpful notice to
let inspectors, insurers and clients know you are
dedicated to workplace safety.

The SGIA Safety Recognition Program operates
on a calendar year basis of January 1 through
December 31.

Start today!
SGIA.org/safety-recognition-award
80 | SGIA Journal

g16_safety_rec_award_flyer_HP.indd 1

■

November/December 2016

Visit SGIA at SGIA.org

11/15/16 3:41 PM

SGIA Journal Graphic November/December 2016

Table of Contents for the Digital Edition of SGIA Journal Graphic November/December 2016