Do You Conduct Phone Screening Interviews? Here is Why You Should!

Implementing this simple screening routine can have a hugely beneficial impact on your recruiting process – and results!

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A simple, yet often overlooked recruiting practice

Do you regularly conduct phone screening interviews?
If not, you are missing on an opportunity to significantly improve your recruitment process – and results.

Implementing a simple practice such as phone screening interviews as a regular phase of your recruitment process will help you find better candidates faster and easier.

➡️ If you’re struggling to find suitable candidates, check out our free eBook: The Ultimate Guide for Finding Qualified Candidates in 2019!

The benefits of phone screening interviews

Here are the top 6 benefits of phone interview screening:

1. Shorter time to hire

By conducting phone interviews in the early phase of the interviewing process, employers can save time and money that would otherwise be wasted on meeting unsuitable candidates face to face.

2. Lower cost per hire

By narrowing your applicant pool early on in the selection process, employers can significantly cut down on the recruiting costs.  

3. Improved the quality of hire

Phone interviews are primarily used as a screening method which helps an employer eliminate unsuitable for a position.

4. Tests candidates’ phone communication skills

Phone interviews are an especially important part of the hiring process for positions which require great telephone communication skills.

5. Reduced bias

A properly conducted phone screening interview minimizes the impact of first impressions, thus improving the objectivity of the selection process and reducing bias in recruitment.

6. Improved candidate experience

Even candidates who don’t you don’t end up calling for a face-to-face interview will feel that you’ve given them a chance, time and attention. Conducting phone screening interviews is a simple, yet very effective way to improve the candidate experience.

How to conduct a phone interview?

Here are 5 easy tips to ensure a proper phone screening interview:

1.  Format

Phone screening interviews should be formatted as structured job interviews. This means that you should ask every candidate the same interview questions in the same order.

2. Questions

Keep the question short and simple. Make a list of your top 10 phone interview questions to ask candidates in a phone interview.

3. Scorecards

Develop the rating system for your interview questions and create appropriate interview scorecards.

4. Interviews

Schedule an interview by sending customized phone interview invitation email template and conduct interviews with your candidates.

5. Make notes

Taking notes of your candidate’s answers during an interview is mandatory for objective assessment.

6. Compare the candidates

Rate every candidate based on his/her answers and then compare candidates against each other.

 

Pros and Cons of Group Interviews

When should you use a group interview? Discover the advantages and disadvantages of conducting group interviews!

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Group interviews: A totally different interviewing experience

A group interview is a job interview with multiple candidates being interviewed in the same time.

Conducting a group interview is quite different than conducting a regular one-on-one job interview or a panel interview, which has multiple interviewers but just one candidate.

Conducting a group interview requires profound interviewing skills because interviewers have to manage a group and observe multiple candidates at once.

Although group interviews are more demanding for interviewers and candidates, they have several important advantages.

In this article, we will examine them so you can evaluate how they fit with your hiring needs and decide if they worth your time and effort.

6 key advantages of a group interview

Group interviews have many advantages compared to classical, one-on-one job interviews.

Here are some of the most important advantages of group interviews:

  1. Reduce time to hire

In group interviews, interviewers can evaluate multiple candidates in the same time slot, thus saving the time needed that would otherwise be spent on scheduling and conducting many one-on-one interviews.

  1. Reduce cost per hire

Group interviews are much more affordable than one-on-one interviews. Interviewing more candidates at shorter time result with a significant reduction of costs associated with interviewing process, including revenue costs and HR professionals’ fees.

  1. Offer a unique opportunity for observing candidates in the group setting

Group interviews offer a unique chance for employers to see how candidates function in a group. By observing how a candidate behaves in a group and work with others, employers can easily find candidates with impressive teamwork and even leadership skills.

  1. Reduce interviewing biases

Group interviews are often conducted by more than one interviewer. Reduced bias and inaccuracy are just one of the many benefits of collaborative recruiting. Multiple observers of the same candidate behavior are proven to provide a more accurate evaluation of candidates.

  1. Are a great way to see candidates’ skills in action

Group interviews allow interviewers to directly observe candidates’ soft skills in action, instead of only relying on what candidates say about themselves. Group interviews offer a unique opportunity for interviewers to test candidates’ teamwork, communication and stress management skills.

5 key disadvantages of a group interview

As all other interviewing techniques, group interviews have certain disadvantages as well. Here are the key disadvantages of group interview you should consider.

Group interviews:

  1. Require special highly skilled interviewers

  2. Are not suitable for every personality type

  3. Are only useful for certain positions

  4. Offer no anonymity

  5. Are impersonal

Are group interviews the right choice for your hiring needs?

Conducting group interviews is a good fit for hiring needs of employers who:

  1. Want to fill a position quickly

  2. Need to fill multiple similar positions

  3. Need an effective way to screen a large number of similar applicants

  4. Want to find great communicators and potential leaders

  5. Are interviewing recent graduates.

If you decide to take a chance on group interviews, check out The Best Guide for Conducting Group Interviews!

Top 25 Questions You Should Ask in Your Exit Interviews and Surveys

Asking these questions will help you retain your best employees and attract new talent!

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The importance of asking the right exit interview or survey questions

Unfortunately, most employer neglect exit interviews and surveys. In the current candidate driven job market, it is understandable that most employer rush into recruiting to find a suitable replacement.

However, conducting exit interviews or surveys is a crucial part of the offboarding process, both for the departing employee and the employer. Exit interviews provide closure for both parties.

But exit interviews and surveys are especially useful for an employer. Effective exit interviews can help improve the company’s bottom line by reducing turnover and​ ​the​ ​associated​ ​costs ​of​ ​hiring​ ​and​ ​training ​new ​employees.

In order to reap all the benefits of exit interviews or surveys, it is important to ask the right exit interview questions.

Selection of the best exit interview questions

Here is the list of the top 25 exit interview questions you should ask in your next exit interview or a survey:

Reasons for leaving the company

  • What prompted you to start looking for another job?
  • What was the biggest factor that led you to accept a new job?
  • What makes your new position more attractive than the present job?

Job satisfaction

  • What did you like most about your job?
  • What did you dislike the most about your job?
  • Did you have all the tools and resources you needed to effectively do your job?

Work rewards

  • Were you happy with your benefits, perks and other incentives?
  • Do you think our company offers competitive compensation for your position?
  • Do you believe your work was adequately recognized and appreciated?

Workplace relationships

  • What was your relationship with your manager like?
  • Did you get along well with your team members?
  • How would you describe your working relationship with your colleagues?

Learning and advancement opportunities

  • How would you evaluate the quality of the training you received?
  • Was the feedback you received about your performance timely, helpful, and specific?
  • Do you feel like you’ve had enough opportunities for growth and career advancement at our company?

Company culture and work environment

  • How would you describe our company culture?
  • What could be done to make this company a better place to work?
  • Is there a culture of teamwork and cooperation within the organization?

Workplace policies and procedures

  • Do you think our company’s policies are adequate?
  • Have you ever experienced any discrimination or harassment while working in this organization?
  • Do you have a say in the organization’s policy changes?

Employee brand ambassador score

  • Would you recommend our company to your friend as a great place to work? Why?
  • Would you consider working with us again in the future?
  • On a scale of 1 to 10, how would you rate your employee experience in our company?

Bonus exit interview question

  • What skills and qualifications do you think we should look for in your replacement?

Want to learn more about exit interviews and surveys?

➡️ For useful tips and best practices on conducting effective employee exit interviews and surveys, check out The Ultimate Guide for Conducting Effective Exit Interviews!

10 Ways to Attract and Hire Diverse Candidates

Here are 10 easy ways to attract and hire diverse candidates and make by making your recruiting process more inclusive!

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Diversity hiring: Employers’ top priority in 2018

Achieving workplace diversity was the top priority for employers in 2018.

The first step in building a diverse workforce is to hire more diversified candidates.

According to LinkedIn’ survey of 9,000 talent leaders and hiring managers across the globe, the number one global recruiting trend was diversity.

Diversity hiring in 2019

Diversity hiring isn’t a passing fad – it’s a smarter way to do business in the global market. A diversified workforce is more than just an item to be checked off form your employer branding list – it a real competitive advantage.

According to research, diverse companies:

10 ways to attract and hire diverse candidates

Here are 10 easy ways to make your recruiting process more inclusive in 2019:

1. Recruit from diverse talent pools

In order to hire diverse candidates, you need to consider widening your talent pool. Have you tried proactively sourcing and adding veterans, autistic people, ex-offenders, LGBTIQ people, people over 40, people with disabilities, etc. to your talent pool?

2. Advertise your jobs through diverse channels

Make an effort to reach diverse candidates by placing your job ads in additional magazines, websites and forums visited by underrepresented groups or dedicated to minorities.  

3. Leverage diverse job boards

Post your job ads on diverse niche job boards. Here are a few examples of diversity specialized job boards you can try out:

4. Offer targeted internships and scholarships

Create and offer internships and scholarships to people from underrepresented groups. Contact minority organization on colleges and ask for their help in promoting your internships and scholarships among their members.

5. Highlight diversity on your career site

Highlight your company’s commitment to diversity on your career site by listing it as one of your company’s top values. Make sure you include photos and quotes of your diverse employees as well!

6. Highlight diversity in your job descriptions

Go beyond regular “equal employer” phrase. Find creative ways to encourage diverse employees to apply for your open job positions. A simple sentence of encouragement could mean a difference to a diverse candidate and make your job description stand out!

6. Ask for diverse referrals

Explicitly ask your existing employees for diverse referrals. Offer innovative employee referral bonuses to your employees who recommended candidates from underrepresented groups in your company

7. Introduce a diverse interview panel

One of the benefits of collaborative hiring is avoiding unconsciousness biases. Thus, make sure that your interviewing panel includes a diverse selection of your employees.

8. Teach your recruiters how to avoid biases

Train your recruiters to be more sensitive on diversity issues. Organize diversity training where your recruiters will learn how to avoid bias in recruitment.

9. Create diversity recruitment videos

Create a recruitment video dedicated to the topic of workplace diversity. Interview your CEO and employees and ask them to share what a workplace diversity means to them.

10. Showcase your company’s diversity practices on your career blog

Writing about diversity is a great blogging idea for your company’s career blog. Let the world know about all your diversity initiatives and efforts!

 

Top 5 Workplace Diversity Statistics

Discover the top 5 statistics related to workplace diversity and its benefits!

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What is workplace diversity?

Workplace diversity is a term which refers to a company which employs people of varying characteristics, such as gender, age, religion, race, ethnicity, cultural background, sexual orientation, religion, languages, education, abilities, etc.

The importance of workplace diversity

Workplace diversity has many direct and tangible benefits. Employee diversity and inclusion programs are not just nice-to-have HR initiatives – these programs have a direct impact on the company’s bottom line.

Companies with more diverse workplace are not just seen as a more desirable employer, they also outperform competitors and achieve greater profits.

Top 5 workplace diversity statistics

Here is the list of the top 5 statistics related to different benefits of diversity in the workplace:

Workplace diversity statistic #1

  • Companies with more diverse workplace make more money.
  • Companies that have more diverse management teams have 19% higher revenue.
  • Source: Boston Consulting Group (BCG)

Workplace diversity statistic #2

  • Workplace diversity leads to innovation.
  • Inclusive companies are 1.7 times more likely to be innovation leaders in their market.
  • Source: Josh Bersin research

Workplace diversity statistic #3

Workplace diversity statistic #4

  • Workplace diversity generates higher job acceptance rate.
  • 67% of job seekers said a diverse workforce is important when considering job offers.
    Source: Glassdoor

Workplace diversity statistic #5

  • Companies with diverse workforce outperform its competitors.
  • Racially and ethnically diverse companies outperform industry norms by 35%
  • Source: McKinsey

How can you improve your company’s workplace diversity?

Hopefully, these statistics have prompted you to learn how to build and manage workplace diversity in an effective way in your company too!

Infographic: 7 Key Employee Turnover Statistics

Check out the 7 key employee turnover statistics presented in a cool infographic!

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Struggling with employee turnover?

Are you struggling with high employee turnover?

Or are taking proud in an extremely low turnover rate in 2018?

Maybe you’ve yet to learn how to calculate your company’s employee turnover rate?

Either way, these statistics will help you learn more about employee turnover and provide an important benchmark for evaluating your company’s employee turnover statistics.

7 key employee turnover statistics

Here is the list of the 7 key employee turnover statistics:

Employee turnover statistic #1

  • According to Gallup, 51% of employees are considering a new job.

Employee turnover statistic #2

  • A report from the Center for American Progress found that turnover can cost organizations anywhere from 16% to 213% of the lost employee’s salary.

Employee turnover statistic #3

  • Future Workplace and Kronos study has found that 87% of employers said that improving retention is a critical priority for their organization.

Employee turnover statistic #4

Employee turnover statistic #5

Employee turnover statistic #6

  • MRINetwork has found that 72% of candidates are driven by career advancement opportunities which are the number one reason why people change jobs.

Employee turnover statistic #7

Companies that offer remote work experience 25% lower employee turnover, according to OWL Labs.

Infographic: Employee turnover statistics

Here is the infographic with the top 7 employee turnover statistics:

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Top 3 Myths About Employee Turnover Debunked

Everything you know about employee turnover rate is just plain wrong, according to a recent research.

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Everything you know about employee turnover is wrong

The end of a year is a common time when most HR professionals are calculating their annually HR metrics. One of the most commonly used HR metrics is a dreaded employee turnover rate. Are you a bit scared to calculate your employee turnover rate?

If you are, this is because everything you know about employee turnover is wrong.

Yes, that’s right. According to a recent research conducted by Work Institute, everything we think we knew about employee turnover is just plain wrong. The company has released its 2018 Retention Report, the only known one of its kind, marking its second study of national workplace turnover and retention. Using a scientifically valid methodology and data from over 234,000 exit interviews, this report uncovers the root causes of turnover and debunks common employee turnover myths.  

Top 3 myths about employee turnover

Here are the top 3 myths about employee turnover that are completely wrong:

Myth #1: Employee turnover is inherently bad

Employee turnover is usually mentioned in a negative context. This is because of high costs related to high turnover rates. According to The Society for Human Resource Management (SHRM) research, direct replacement costs can reach as high as 50%-60% of an employee’s annual salary.

However, employee turnover isn’t necessarily a negative thing. If the high turnover is the consequence of the fact that poor performers are leaving a company, it can actually be a good thing. It can mean that your company is keeping only A-players, not wasting time and money on poor performers, which is definitely a good thing.

Myth #2: Employee turnover is a normal thing and can’t be prevented

You might think that an employee turnover is a normal common process that happens in all companies. Especially in the last few years when the unemployment rates are lower than ever and candidates are in demand. However, this is only partially correct.

Work Institute estimated that 42 million, or one in four, employees will leave their jobs in 2018. Work Institute has also found that nearly 77 percent, or three-fourths, of that turnover, could be prevented by employers. Their 2018 Retention Report revealed the 50 most important reasons employees decided to leave their jobs and grouped them into 10 categories, seven of which are considered more preventable by employers.

Myth #3: Most employees leave because of money

You might think that it is only common sense that your employees leave because they have been offered a larger salary by some of your competitors. A salary that big that you can’t compete with it. However, your assumption is probably wrong, according to Work Institute.

Work Institute has found that the top five categories of reasons employees leave their jobs are:

  • Career Development – No opportunity to grow in a preferred job and career. (21%)
  • Work-Life Balance – Better work-life balance, which includes more favorable schedules, shorter commute times and scheduling flexibility. (13%)
  • Manager Behavior – Unprofessional or unsupportive managers. (11%)
  • Well-Being – Personal or family health issues. (9%)
  • Compensation and Benefits – Pay was cited more often than benefits. (9%).

So there you have it. Now you know the truth. Are you ready to calculate your own employee turnover rate for 2018?

Top 10 Job Boards to Find Flexible Workers

Check out this list of the top 10 job boards where you can post your open job positions in order to find qualified remote, part-time, freelance and other flexible workers!

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Gig economy trend continues to rise

With freelance and the gig economy increasing in popularity, flexible work has become one of the key workplace trends in 2018.

There are many pros and cons of hiring full-time, part-time and freelance employees, but with technological advancement, remote and flexible work has become synonymous with modern life.

If you’re an employer looking for remote, part-time, freelance and other flexible workers, your best bet are specialized job boards.

Top 10 job boards for finding flexible workers

Here is the list of the best job boards specialized in flexible work. On these job boards, you can find job seekers interested in remote, part-time and freelance work.

1. FlexJobs

FlexJobs is the leading job board specialized in the flexible job market. With FlexJobs, you can find remote, part-time, freelance, and flexible workers quickly and easily. FlexJobs is currently listing 124,892 resumes people interested specifically in jobs that offer these types of flexibility, ranging from entry-level to executive candidates in all different career categories.

2. Craigslist

Craigslist is the world’s biggest online classified ads site that includes listings for apartments, rooms, cars, personal ads, free items, jobs, items for sale, discussion forums etc. It is very popular and locally oriented so it works great for finding local flexible workers.

3. Upwork

Upwork is the world’s largest freelancing job board where employers and independent professionals connect and collaborate remotely. On Upwork you’ll find a range of job seekers, from programmers to designers, writers, customer support reps, and more. You can pay freelancers by the hour, or a fixed price for the entire project.

4. Guru

Guru is an online job board which makes it easy for quality employers and freelancers to connect, collaborate, and get work done flexibly and securely. Guru has more than 3 million members worldwide. With Guru’s TimeTracker software, employers can track progress with ease and confidently pay freelancers by the hour.

5. SecondJobs

SecondJobs is another job board where employers and experienced professionals can connect on part-time and remote job opportunities.

6. Fiverr

Fiverr is the world’s largest freelance services marketplace. Fiverr is specialized in creative and digital services, including graphic design, copywriting, voice-overs, and music and film editing. Fiverr’s global community of freelancers have delivered over 40 million high-quality gigs from over 100 service categories across 190 countries.

7. Snagajob

Snagajob is the most popular online job board specialized in hourly job postings. Snagajob has a large database of more than 90 million registered hourly workers and more than 450,000 employer locations. Check out how to post a job on Snagajob in 5 easy steps!

8. Remote.co

Remote.co is the job board exclusively for remote jobs. On this job board, you can post a job in 60 seconds and have your job posting seen by freelance workers from all over the world.

9. We work remotely

We Work Remotely is the largest community on the web (with over 2,500,000 monthly visitors) where you can list your jobs that aren’t restricted by commutes or a specific location.

10. Freelancer

Freelancer is a job board specialized in freelance work. It connects freelancers from all over the world with employers. On Freelancer you can find professionals you can trust by browsing their samples of previous work and reading their profile reviews.

Post your jobs for free on multiple job boards

With TalentLyft you can post jobs for free on multiple job boards with just one click. Some of the free job boards and free job posting sites include Indeed, Monster, Simply Hired, Glassdoor, Stackoverflow and many others.

You may also want to check out The List of The Best Free Job Posting Sites!

How to Recruit Like a Marketer?

If you want to be a successful recruiter, you should learn how to think like a marketer!

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Why do recruiters need to start thinking more like marketers?

The labor market has changed a lot in the last few years. The economy has recovered from the crisis and unemployment is lower than ever. Consequently, the power has shifted from employers to candidates. In the past, employers were able to choose among many candidates. Now, employers struggle to attract the attention of job candidates and convince them to apply for their open job positions.

These days, the main preoccupation of most recruiters is selling their open job positions to potential job candidates. They need to find a way to stand out from their competitors and attract the top talent. Successful recruiters have started using marketing methods and tactics in order to attract the best candidates. This gives them a strong competitive advantage over their colleagues who haven’t yet discovered the power of recruitment marketing.  

How can recruiters think more like marketers?

Many recruiters find it difficult to apply advanced marketing methods and tactics. This is understandable since they don’t have the appropriate knowledge and experience in marketing.

However, there are some simple tricks you can apply in order to start thinking more like marketers.

5 ways recruiters can think more like marketers

Here are 5 ways recruiters can start thinking more like marketers:

1. Sell the job

Instead of listing all the job requirements and qualification you want to see in candidates, think about the way you can make your job postings more appealing to candidates. Apply best job advertisement practices in order to attract job candidates.

2. Get to know your candidates

In order to attract the right type of candidates, recruiters need to send them personalized messages, create personalized content and deliver personalized ads and promotions. This is why recruiters need to define their ideal candidates or candidate personas

3. Think about your candidates’ wants and needs

Focus on the wants and needs of your ideal candidates, not of your company. What is important for job seekers? What do they want and need? Why would they come to work for your company? Define your Employee Value Proposition and emphasize it in your job postings.  

4. Leverage the power of social media

In the current job market, not many job seekers are browsing job boards. Most candidates already have a job, so instead of job boards, they spend their free time on social media. Get in front of them by learning how to promote your employer brand on social media.

5. Use the right tools

Marketers can’t imagine their life without the help of technology. Luckily, HR technology is progressing rapidly in the last few years. Now, recruiters have many different types of HR software at their disposal.

Top 3 Startup Hiring Challenges (and Tips to Overcome Them)

Many startups struggle to find, attract and select the right employees. Learn about the biggest startup recruiting challenges and discover best practice tips for overcoming them!

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How to overcome startup hiring challenges?

When it comes to recruiting, startups face 3 main challenges. We will explain these challenges and offer best practices tips for overcoming them! Read on to learn about the best recruitment strategies to attract the top talent to your startup!

First challenge: Startups lack hiring resources

Small companies and startups usually struggle with a lack of knowledge, resources and time to hire. They don’t have a dedicated in-house recruiter with the right hiring expertise and experience. They struggle to find, attract and select the right people for their open positions and company.

How to overcome this challenge?

Learn how to excel at the full cycle recruiting process. Write a great job posting, follow best job advertising practices, implement an employee referral program, learn how to be a good interviewer and ask the best job interview questions.

Second challenge: Startups have yet to build their (employer) brand

Startups are small companies just getting started, with no established brand and reputation. This is why most people are suspicious and won’t trust them. Yes, you may succeed, but hey, most startups fail, don’t they? It’s a big risk to work for a startup – a risk most people aren’t willing to take.

How to overcome this challenge?

You need to establish your employer brand and build your reputation as a great employer. Learn how to build your employer branding strategy in 5 easy steps and use social media to promote your employer brand.

Third challenge: Startups can’t offer competitive compensation packages

Startups can never compete with compensation packages and benefits offered by big corporations. This is why it is hard for them to compete with big brands in a war for talent. Why would top talent come to work for you instead for an established company with a great reputation that offers much higher salary?

How to overcome this challenge?

Okay, so maybe you can’t offer the biggest paycheck and extravagant benefits and you don’t have a fancy office. However, there are still important perks you can offer, such as flexible working time and work from home options. You can also offer a friendly, non-corporate office atmosphere. Dig deeper and highlight the right components of your employee value proposition which can serve as a magnet for talent!