“Stephen came to BASF in November 2019 and has been a great asset to the organization. Early on, he was thrown into the fire, handling high volumes of Engineering and Production roles for BASF, some which can be very challenging. Stephen works well with his Talent Acquisition partners and Hiring Managers and delivers excellent talent for BASF. He also has set a high bar for candidate experience and follows through in his actions as referenced through excellent candidate feedback. I highly recommend Stephen for Talent Acquisition positions where he can continue to provide strong value and experience.”
Stephen Tascione , CIR
Media, Pennsylvania, United States
2K followers
500+ connections
Media, Pennsylvania, United States
2K followers
500+ connections
Contributions
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How do you recognize your employees for their achievements?
When I worked for a certain RPO several years ago, I made the egregious mistake of asking a candidate who lived in California what his most recent salary was. He had been badgering me on what the job paid, and I resisted until I finally asked him. Sure enough, he turned around and complained to HR about my asking him this question when California prohibits this type of question. I honestly didn't know the rules pertaining to specific guidelines, and so I was reprimanded and written up with a warning. I certainly felt stupid and threatened. What the manager could have done was make me aware of the mistake, and share this with my colleagues so they didn't do it as well. I Never ask what a person makes, but what they are looking for.
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How do you communicate with hiring managers to ensure a smooth hiring process?
I agree that setting the expectation with the hiring manager is critical. I worked with a variety of HM's, and the Intake call is the time when you need to "discover" what the hiring manager really needs. Depending on the experience the HM has will often determine what you can expect to get in return. I would always end the In-take call with what I need from them in return to create a true partnership; reasonable feedback within 48 hours of submission, an honest critique of the candidate, not just a "pass" without defining "why", which may elicit pushback from me based on my conversation with the candidate. This has to be done in a professional and objective manner. An open dialogue with the HM will usually provide the best results.
Activity
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Licenses & Certifications
Projects
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Pall Corporation
- Present
Technical recruiter for talent in Engineering, Software, Quality, Sales, and Project Management.
Honors & Awards
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CIR
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Languages
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Englisch
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Recommendations received
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