The United States Air Force recruiting process has gotten better and better since the end of the Vietnam War, and it is a recruiting boon to many of the country’s top companies.
Here’s how Air Force recruiter Jennifer S. Smith got the job at Delta Air Lines.
In the mid-2000s, recruiters were more likely to ask about a candidate’s background, family history, and personality.
But as technology has increased the ability to connect with potential recruits more quickly, the focus on background, culture, and character has become more critical.
This is the key to getting a good candidate to your company: Having a good understanding of a candidate and his or her past and what makes him or her a good fit.
“When I started out I was doing research for a few years, and I had a couple of really good candidates,” says Smith.
“But that was it.
I went to my recruiter and told him I had no interest in doing business with that person.
I was thinking about it in a vacuum, and he didn’t really give me much of an answer.”
Smith says she quickly realized that she had to be much more specific about the candidate’s past.
“I told him, ‘We have a good record.
I think you might be interested in meeting with us.'”
Delta’s recruitment process is different from many of its competitors.
It’s much more collaborative.
Employees are more involved.
If a candidate isn’t interested, it’s easier to see if he or she has what it takes to be a successful candidate.
Delta offers a wide range of job postings, from full-time employees who are expected to be flexible, to full- or part-time positions that can be filled with one-off or occasional work.
This flexibility is crucial to getting the right fit, and Smith has had success filling jobs for a variety of people.
“My job is to fill every role,” she says.
“And the most important thing to me is to be able to be on the same page with my clients as to what they need and what we are looking for.”
For a company like Delta that relies on people like Smith to do the work, this isn’t a big surprise.
She says that she’s been working in recruitment since she was 16 years old.
“That’s what I was really interested in,” she tells Entertainment Weekly.
“The recruiting process is such a key to how we get the best people.”
To find out more about how Delta works with people, we reached out to Smith for a chat about the company’s recruiting process.
Here are her answers:Q: When do you fill positions?
A: At Delta, we start out by talking with potential candidates.
We do a background check on every candidate.
We get their references, and we interview them.
We ask for a description of their job, what they’re passionate about, and what they do.
We work with them through Skype.
We make sure they’re committed to our vision, and that they’re willing to commit to their job.
Q: How do you know if a candidate is a good match? A