How multinational organisations can avoid making scary payroll mistakes

Jean-Luc Barbier, VP Global Solutions at SD Worx

Payroll is a crucial part of any multinational organisation. When payroll is done right, it truly unlocks the power of payroll within the business, but when operating in multiple regions and localities, the risks of something going wrong increase, as do their consequences.

You only need to look at the example of social media giant Facebook to see how the mishandling of data can have a disastrous effect on an organisation’s brand image and to understand the risks involved when it comes to responsibly managing employee data. Ensuring efficient running of payroll can be a daunting task to confront.

So, what are the risks involved with international payroll, and how can payroll professionals avoid these costly mistakes?

Time-Consuming Manual Processes

Beyond running monthly payroll and handling vast amounts of data, there is also a lot of admin associated with payroll, which can become incredibly time-consuming for the department. To avoid this mundane distraction, organisations must look to HR technology such as artificial intelligence (AI) and automation.

With the current hype in the media, many fear that AI will replace the jobs of humans, but instead the development and introduction of AI has the potential to amplify the human workforce. It’s best to leave the robots and AI to what they do best, and let humans continue the human roles. HR tech has the potential to free up the HR and payroll professional from their never-ending admin so they can efficiently and more accurately handle the tasks.

Rather than wasting time scheduling meetings, booking holidays and setting up ‘Out of Office’ notifications, turning to technologies like AI-powered Digital Assistants eliminates this part of the role. It reduces the chance of human error and the associated risks, and then allows the human workforce to focus on putting the ‘human’ in Human Resources.

Incoherent Payroll Data

As organisations expand into new regions, running payroll naturally becomes more complex. Operating on a local scale with multiple providers can be a headache for payroll teams, with a disparate collection of data that seems impossible to collate.

So, when an organisation becomes multinational, the payroll must too. Turning to a global payroll provider eliminates the stress of managing a host of local providers on a global scale, instead striking the perfect balance between detailed local payroll with the ease of a single global operation.

With one global provider, one contract and one partnership, data is presented on a single, easy to understand dashboard. Not only does this minimise the stress involved for the payroll professionals, but it also unlocks the power of payroll within the organisation as it becomes much easier to gain insight.

In a recent SD Worx survey, it was revealed that 40% of HR and payroll professionals found it ‘difficult’ or ‘very difficult’ to provide data to business leaders. But with a unified and global payroll model the data can be introduced into the boardroom, aiding executive business decisions such as international expansion, as well as providing insight into employee engagement in various locations.

Damaging Non-Compliance Fines

The payroll industry never stands still, with new legislations and laws constantly being introduced around the globe. Non-compliance is one of the greatest mistakes an organisation can make when it comes to payroll. And, when operating on a global scale, this risk only increases. For example, the recent introduction of GDPR in the EU means organisations face potential fines of up to €20m or 4% of their global revenue.

For HR and payroll professionals to understand how local legislations affect their data handling in every locality is a huge undertaking – experts are required for every location. Working with a global payroll provider means the HR and payroll department can rest assured that they are compliant around the world without having to worry about understanding the ever-changing laws that affect their business. Additionally, with service providers using automation and other HR tech, the risk of non-compliance due human error is significantly minimised.

Payroll can certainly be a risky business in today’s international world. However, working with global payroll providers can minimise the risk, increase the efficiency and ensure that the humans remain a valuable part of the payroll process within multinational organisations.


Millennials: Why So Many Businesses Want to Hire Them


Image Source: Pixabay

Millennials are changing what most human resource department know about recruiting. There has been a shift in priorities and driving factors for job seekers, as the current job-seeking market is in search of positions that would offer the feeling of doing “meaningful work.” The baby boomer generation is getting ready to retire, and their working population numbers are dwindling. Their generation was more directed at finding a solid, good-paying job and working that position until they reached retirement.


With a growing global economy, employment opportunities have widened in their offerings. Millennials are educated, skilled, more worldly and more culturally diverse (in the United States) than previous generations. They have more job choices than ever and have much to offer to the job market.


Many millennials are starting their own businesses and are set towards accomplishing their goals in life, which is a very attractive quality to employers. It’s this drive and determination that  compel companies to want to hire more millennials. At the end of the day, many millennials want to feel as if they contributed to bettering the world — make sure that the positions you are hiring offer this to attract the younger workers. When individuals are passionate about what the projects that they are involved in, they tend to be more productive, creative and goal-oriented, which all benefit their employer’s bottom line.


Young adults have the ability to see new solutions to problems that may have troubled a company or organization for years. This is thanks to their ability to be a fresh set of eyes in established workplaces, bringing varied toolsets to contribute to their company. Their “out of the box” style of thinking can be contrary to the rational-minded baby boomers, but many great solutions have been a result of debate.


The young people in the current workforce are a different breed, and their minds work in a different way than that of baby boomers. They see technology as a possible solution rather than a setback or challenge to overcome. Between 1982 and 2000, there were 83 million people born. By 2020, 46 percent of workers will have been born during that time frame. Millennials are the biggest generation since the baby boomer generation and are poised to have the biggest online presence, making companies eager to hire them because of their tech savviness.


The interconnectedness of technology and business makes millennials a perfect candidate in nearly every realm of business. The younger workforce has the advantage of growing up in an age where technology is evolving on a daily basis, urging them to be open and adaptive to change — both valuable attributes of an employee.


In addition to adapting quickly to new technologies, adding millennials to your team could also help boost your social media presence. Currently, 52 percent of all millennials have over 300 Facebook friends, making your employees a free marketeer to at least 300 people every day they post something related to your company. While you can’t directly require your employees to post on their social media to benefit your company, you can offer them incentives such as giveaways and sweepstakes to do so.

Keep Them Around

According to a survey by Deloitte, the average time that 43 percent of millennials will stay in a position is about two years before they transition and begin their job search again. Once the HR department has attracted employees that suit the company well, it is wise to do your best to keep them before their loyalty begins to sway. In the same survey, nearly 80 percent of millennials responded that they would prefer to have on-the-spot praise than receive a formal review. Reward your young employees with small yet meaningful incentives such as treating them to lunch or awarding them additional paid time off hours. Nurturing a company culture that is inclusive, comfortable and promotes work-life balance will be alluring to any millennial.


In addition to wanting to do meaningful work at their day job, they also truly value a work-life balance. Consider offering extracurriculars that your employees can participate in that can either be spent doing service work for their community or enriching their professional development that they can easily opt-in or out of without judgement. Connecting with their peers and mapping out professional goals with achievable milestones are assets that may help you to retain your employees longer than other companies.


Longer tenure can be expected if the company puts forth the energy to keep their millennial employees interested and engaged. By being forward-thinking, your company may benefit by attracting the next generation of innovation.

4 Good Reasons to Use a Recruitment Agency

Should you turn to a recruitment agency to help you fill your open job positions?


Why do companies turn to recruitment agencies?

In today’s highly competitive, candidate-driven job market, finding and hiring the ideal job candidate is quite hard. This is why many companies turn to recruitment agencies to help them recruit the right people for their open job positions.

Should you do the same? How can a recruitment agency help you fill your open job positions?

Most common reasons for using a recruitment agency

There are many benefits that come with using services from a recruitment agency.

A good recruitment agency can help you:

Hire candidates faster

There are two main ways in which using a recruitment agency can save your company’s time. First, a hiring process can be quite time-consuming. Using a recruitment agency can help you save your employees’ time.

Second, recruitment agencies are professionals who recruit for a living. This is why they probably already have candidates in their applicant pool who are exactly the right fit for your open job positions. This is a great advantage that can significantly shorten the full cycle recruiting process. In other words, you can hire the best candidate much faster!

Hire highly qualified candidates

The second main reason why many companies turn to recruitment agencies is to improve their quality of hire. The main advantage of using a recruitment agency is that most of them are specialized in certain industries or functions, which means they already have a pool of highly skilled candidates at their disposal. Besides, recruitment agencies recruit for a living, which means that they have an expertise not only in finding great candidates, but also making sure that these candidates are indeed a great fit for a certain position.

Keep your professional appearance

Some companies, such as startups and small companies, don’t have a dedicated in-house recruiter. These companies lack the expertise and resources to find and hire the best candidates. To ensure that their hiring process is done professionally and effectively, they choose to use the services of recruitment agencies. If you don’t know how to recruit in a highly professional manner, it is best to leave it to experts form recruitment agencies.

Retain your new hires

For many companies, the most important advantage of using a recruitment agency instead of in-house recruiters, is that recruitment agencies offer additional security when it comes to new hire retention. All the best recruitment agencies offer guarantee periods. This means that they guarantee you that your new hire will stay at your company for a certain period of time (usually 3-6 months). If your new hire is terminated or leaves before the expiry of a guarantee period, recruitment agencies will give you a full refund or, most commonly, find a new, replacement candidate for no extra charge.

In short, choosing the right recruitment agency can help you recruit and retain the right people faster and even cheaper!

What to Know About Worker’s Compensation and How it Can Benefit Employees

Worker’s compensation laws have been around for a long time, and during that time they have experienced little change. It is easy to see why there hasn’t been a radical change in the system — it has been effective for years without any real need for innovation. However, as technology advances and the workplace evolves, worker’s compensation needs to change with it.

Even the nature of workplace injury has changed significantly. While in the past you would associate worker’s compensation with grievous injuries caused by malfunctioning equipment or careless operation of heavy machinery, today those collecting worker’s compensation may suffer from something as banal as carpal tunnel syndrome. Understanding how and why worker’s compensation benefits a business in the modern era can not only demystify the system but show where it can be improved in this new technologically powered age.

Lack of Technological Innovation

As the rest of the business world embraces technology that helps make completing tasks easier, worker’s compensation continually lags behind. This stems from an “if it isn’t broken, don’t fix it” attitude, which will stifle innovation in any industry. While some companies have started to adopt technology to assist with expediting compensation claims, overall the need for progress in the field of worker’s compensation has been largely ignored.

However, that doesn’t mean that innovative technological solutions aren’t being developed, just that the adoption rates of these technologies are still low. Technology is already changing worker’s compensation in small but meaningful ways. Communications with and between employees, workforce training, managing claims, and delivering care are all influenced by technology. Even using simple smartphone applications cannot only assist directly with worker’s compensation claims but also help with prevention of workplace injury in the first place.

The advent of wearable technology also has interesting implications for worker’s compensation. Wearables like FitBit or Apple Watch are currently popular for their personal healthcare management applications, but their usefulness can stretch beyond the personal and into the world of business. Wearables have the potential to monitor whether employees are in a dangerous area on a construction site, track an employee’s health post-injury, and reduce, manage, and prevent workplace illness and injury overall.

How Worker’s Compensation Helps Employers and Employees

Worker’s compensation is an important facet of business in the United States. It not only protects employees but employers as well. While the rights to worker’s compensation were hard fought, many workers and employers can find themselves at a loss as to why it is important to them, especially if their work doesn’t appear to be dangerous from the outside.

Though it has been in effect for decades, many people still find themselves wondering exactly what worker’s compensation is and how it works. While many states have different worker’s compensation laws, the premise is essentially the same across the board: if you are injured on the job, you can file a claim in order to receive worker’s compensation benefits. These benefits are intended to relieve the financial burden from hospital bills on a worker and to ensure that they are healthy enough to continue working without issue.

The benefits of worker’s compensation aren’t solely for the employees, either. Employers rely on worker’s compensation to reduce their liability due to workplace injury with great success. If it is shown that an employee sustained an injury intentionally, were harmed in the course of a fight that they instigated, or were under the influence of drugs or alcohol during the time of the injury, the employee is not eligible for worker’s compensation claims. Additionally, worker’s that accept worker’s compensation insurance forfeit their right to sue their employer, adding an additional layer of protection for the business.

Safety Should Come First

Regardless of who benefits more from worker’s compensation, workplace safety should be the number one priority for both workers and employers. Two of the most common workplace injuries sustained in the office are slips or falls and repetitive motion injuries like carpal tunnel syndrome. Both of these types of injury are easily mitigated through regular cleaning and maintenance of the office, as well as regular breaks for employees coupled with education on proper technique when typing.

Staying safe on the job whether you’re a social worker, construction worker, or surgeon doesn’t have to be an endless struggle; in fact with the implementation of just a few safety procedures, workplace injury can be drastically reduced. Providing readily accessible alarm systems to alert employees to safety risks, secure entryways, and even something as simple as having well-lit hallways are all easy and cost-effective ways to help prevent workplace injury. Additional training for employees also provides another layer of protection, as they will better understand how to take charge of their own safety by avoiding workplace injury.

One way that technological innovation actually shines when it comes to worker’s compensation is through prevention. Head into any office around the country and you will find it chock-full of injury-preventing ergonomic technology from keyboards and mouse pads, to standing desks and office chairs specifically designed to prevent injury. While these small things may not seem like the heroes of workplace injury prevention, their ubiquitous presence contributes to prevention in spades.


While workplace injuries won’t be going anywhere anytime soon, be prepared for them with worker’s compensation insurance and preventative measures is just good business sense. As new technology develops, it will only make the workplace safer as we go, claims easier to process, and fraud harder to commit. All-in-all, as we look to the future of worker’s compensation, adopting and implementing new and existing technology can only help.

How Can an Effective Talent Pool Improve Time, Cost and Quality of Hire?


Building and maintaining an effective talent pool will help you improve 3 most important recruiting metrics: time, cost and quality of hire.

Talent pooling: A proactive recruiting strategy

According to Robin Erickson form Deloitte, “The task of recruiting has moved from the reactive filling of requisitions to proactively court high-quality talent.

The only way to proactively court high-quality talent is to build and maintain an effective talent pool. Besides for engaging top talent, talent pools are also a very effective recruiting tool which can improve all the most important recruiting metrics, such as time, cost and quality of hire.

How talent pools help in recruiting top talent?

In today’s job market, an overwhelming majority of job candidates are passive job seekers. According to LinkedIn, 73% of your potential job candidates are passive job seekers. Passive candidates are already employed. Of course, top talent is high in demand so the chances are they are already employed.  This is the reason they actively look for a job. However, they would be willing to accept a better job offer. LinkedIn’s Global Talent Trends 2016 reports that a massive 90% of global professionals are interested in hearing about new job opportunities

However, these passive job seekers need to be convinced that getting a job at your company would be a step up for them. If you manage to get these passive job seekers to join your talent pool, you will have to build relationships with them, foster candidate engagement and keep your company on the top of their mind until the moment they are ready to change jobs.

How to create and maintain an effective talent pool?

Building and maintaining your talent pool is hard work. First, you need to fill your talent pool with high-quality candidates. You have to apply the best practices of lead generation to build your talent pool. Then you need to properly segment your talent pool. After you’ve done all that, the real works begins. You need to maintain your talent pools by engaging in relevant and interesting communication with your candidates. You need to create and distribute specialized recruitment content for every step of the candidate journey.

Yes, it’s a lot of work. However, all the time and effort invested in building and maintaining your talent pool is very well worth it!

Main benefits of an effective talent pool

Building and maintaining an effective talent pool will help you improve 3 most important recruiting metrics: time, cost and quality of hire.

Talent pools reduce time to hire

A properly segmented and managed talent pool will ensure that the candidates in your database are engaged and eager to work for your company. That way, when you have a new job opening, you will be able to choose between qualified, interested candidates from your talent pool.

This will significantly lower your time to hire because you will be able to skip the whole process of advertising your open job position through different channels and waiting for great candidates to apply. Instead, you will already have a pool of great candidates you can choose from!

Talent pools reduce cost per hire

An effective talent pool saves your money in two different ways. First of all, it reduces time to hire, which means you can save money on your HR professionals wages.The second way in which an effective talent pool will lower your cost per hire is by saving the money you would otherwise spend advertising your open job positions. Imagine the budget savings you could achieve if you didn’t have to spend money to advertise your jobs on different job boards, LinkedIn, Facebook, career fairs, campus events, etc.

Talent pools improve the quality of hire

Nobody wants to hire B-players, much less C-players. Lower quality hires happen because of four main reasons: not enough qualified applicants, not enough time to find talent, not enough time to check if the best candidate is indeed a perfect fit and because the best candidates reject your job offer so you have to settle with the second best. An effective talent pool will help you avoid all four mentioned scenarios by ensuring a steady flow of qualified job candidates, lowering your time to hire and improving your acceptance rate.

3 Must-Have Sections of a Great Employee Handbook

Does your employee handbook include these 3 sections? Don’t miss out on these must-haves!


The hidden potential of your employee handbook

Employee handbook  is the cornerstone document of every company.

This document usually consists of a company’s policies. Unfortunately, too often this valuable document contains ONLY policies, rules and regulations.

While this is useful, an employee handbook has a much greater potential. Instead of a document full of prohibitions, you can easily turn it into an engaging and useful document your employees will read, know and love. Read on to find out how to achieve this goal!

3 main mistakes of your employee handbook

Most employee handbooks make the same 3 mistakes:

Mistake #1:

They are written in a formal tone of voice with lots of legal and technical terms which regular employees can hardly grasp.  


Most employee handbooks focus on company’s policies and provide just a brief introduction to the company if at all).

Mistake #3:

Most employee handbooks state only the company’s expectations from employees and not the other way round.

3 main sections your employee handbook is missing

In order to avoid the above stated 3 main mistakes of most employee handbooks, make sure that your employee handbook includes the following 3 sections:

Section #1: Your company’s history, mission, vision and goals

Start your employee handbook with an extensive introduction to your company. Explain why your company was created, by whom and how it went on to become what it is today.

State your company’s mission, vision and goals in an inspiring, relatable and easy to understand language.

Section #2: Your company’s core values and culture  

The second section of your employee handbook should present your company’s core values and provide a glimpse into your company culture.

Include real-life photos of your workplace and your employees and present true stories which illustrate your desired workplace behavior.

Section #3: Employee benefits and perks

Finally, make sure to emphasize what your employees will get in return for following all your company’s policies, rules and regulations.

Accentuate all the benefits and perks your company offers to your employees. Also, present all the types of rewards and bonuses which will be awarded to your most deserving employees.  

3 Simple Ways to Maintain an Active Talent Pool

Building and maintaining an active talent pool is the key to proactive recruitment.


Do you have a talent pool?

Of course, you do. If you use an Applicant Tracking System or a modern all-in-one recruitment software, you certainly have a database of your current, past and potential job candidates.

(If you by any chance don’t have a talent pool, make sure to learn effective techniques for building your talent pool ASAP!).

However, a database or a list of candidates is NOT a talent pool. A talent pool is a database of candidates INTERESTED in working for your company.

How to maintain an active talent pool?

Here are the top 3 ways that will help you maintain an active talent pool with highly engaged candidates:

1. Segment your talent pool

Segment your talent pool into smaller groups based on certain criteria. Wondering how to segment your talent pool and which criteria to use? A good idea is to segment your talent pool on the criteria of your candidates preferred role or job position at your company. That way, you can create groups of candidates interested in different roles, for example in marketing, sales, IT, etc.

The process of talent pool segmenting will help you understand who are the candidates in your talent pool groups and what are their interests. Create a distinctive candidate persona for each of your candidate groups.

2. Create interesting digital campaigns

Once you have defined a distinctive candidate persona for each group in your talent pool, you will have deeper insights into the interests and motivation of candidates in that group. Use that knowledge to create interesting and engaging content aimed specifically at the candidates from that certain group.

For example, for the group of candidates interested in your marketing positions, create a weekly or monthly newsletter with relevant industry news, such as latest marketing tools and trends, interview with marketing experts at your company or share a story of your new marketing intern. Oh, and don’t forget to include an information about your new job openings in the marketing department!

3. Organize offline events

Besides organizing online events, such as courses, webinars, conferences etc, it a good practice to organize offline events. These types of events are a great opportunity for your local candidates to get to know your company, meet your employees and get a glimpse into your company culture.

Organize open doors at your office, host a local experts meetup or another educational event. Invite the candidates from your talent pool to attend your offline events and meet you in person! And don’t forget to take photos of the events and share them on your career blog and social media profiles! This way you will share your company’s vibe even with your potential job candidates who live outside of your city.

Maintaining an active talent pool sounds like a lot of work…is it worth it?

Of course, it is!

By using these 3 ways to maintain an active talent pool, you have highly engaged candidates who are eager to work for your company. It means that you will be able to fill your positions with better candidates faster, thus reducing your time and cost per hire while improving the quality of hire.

Tips for Writing an Employee Handbook Your Employees Will Want to Read

Learn how to write an effective employee handbook your employees will actually want to read!

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Why employees don’t read employee handbooks

An employee handbook is a very useful tool which helps companies successfully onboard new employees.

An employee handbook serves as an introduction to the company’s processes, policies and procedures. It contains an answer to almost all questions a new employee can have. It also communicates the company’s expectations regarding employees’ workplace behavior and expected performance.

In short, an employee handbook is a very useful and important company’s document.

Unfortunately, most the employees never read it! Even if your existing employees have read it, the chances that your new generations of employees will also read it are slim.

The research from GuideSpark found out that 43% of generation Y is not reading the majority of the employee handbook, while 11% haven’t even opened it!

It also found that and 33% of non-generation Y haven’t fully read a handed employee handbook, too.

Why is that?

Let’s be honest. Most employee handbooks are difficult to read, filled with technical terms and very boring to an average reader. Employee handbooks are not exactly what you would call a stimulating read.

How to write an engaging employee handbook?

Wondering how to write an employee handbook employees will want to read?

Follow these tips for writing an engaging and useful employee handbook:

  1. Make it simple

Make your employee handbook simple and easy to read and understand. Write shorter sentences. Use paragraphs. Avoid long, complicated words and get rid of technical and legal jargon.

  1. Use the right tone of voice

The tone of the voice you use to write your employee handbook should be consistent with your employer brand. If your company culture is fun, feel free to incorporate a bit of playfulness in your employee handbook.

  1. Add appealing visuals

Turn your employee handbook into an eye candy! Create appealing photos, videos and infographics to your employee handbook. Here are a few ideas:

  • Photos of your employees and everyday life at your office
  • The video message from your CEO
  • Company culture video
  1.  Create an interesting format

Your employee handbook doesn’t have to be in a usual PDF format. It can be a printed booklet with an actual bow, a comic, a video or even a trello board! Here are a few examples:

  1. Infuse personality

Make sure that you create your employee handbook in a way to stay on brand. Use your brand colors, visuals and follow your overall brand style. Create a unique employee handbook infused with your brand’s colors, voice and magic!

That’s it!

Now go on and have fun writing a creative, innovative and engaging employee handbook! 🙂

5 Tips to Become a More Successful Interviewer

Implement these 5 tips to become a more successful interviewer!

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Unsuccessful interviewers hire the wrong person – don’t be among them!

Did you know that 74% of employers confirmed that they’ve hired a wrong person for a position, according to a recent CareerBuilder survey?

If you’ve ever conducted a job interview, this will probably come as no surprise to you. Conducting job interviews is hard. It a very demanding and complex process and a really big responsibility, considering that the cost of hiring a wrong person can cost your company upwards of $50,000, according to a global survey conducted by Harris Interactive.

In order to help you recruit the right people for your company, here are top 5 proven tips that will make you a more successful interviewer.

5 tips to become a more successful interviewer

What can you do to become a more successful interviewer?

Actually, a lot. Many characteristics of a good interviewer can be easily learned and/or trained.

Here are 5 tips that will help to become a more successful interviewer:

Tip#1: Know exactly what you’re looking for

Many interviewers make the mistake by hiring on the basis of the job description templates. However, if you want to hire the right person, you need to dig deeper. A successful interviewers know that they need to hire the best talent by finding the perfect fit for their company’s specific company culture. To capture all the skills, experience, traits and motivations of their ideal candidate, they create a candidate persona. Creating a candidate persona helps them get a complete picture of the person they are looking for.

Tip#2: Conduct structured interviews

If you want to become a more successful interviewer, you should conduct structured job interviews. This means that they prepare the interview questions in advance and stick to them. When conducting and interview, successful interviewers ask all candidates the same questions. This helps them evaluate the candidates in a more objective manner and make better hiring decisions. Decades of scientific research have established that structured interviews are a proven procedure for predicting job performance. According to research, structured interviews have a better capacity to identify candidates’ suitability for a job then unstructured interviews.

Tip#3: Ask the behavioral interview questions

If you want to become a more successful interviewer, you should always ask the behavioral interview questions. They ask the candidates open-ended questions about specific situations they encountered in the past. The studies have shown that the best way of predicting future job performance is by understanding past performance. This is because in a traditional interview approach the candidate gets a straightforward question about his/her strengths and can use it to lie and to deceive the employer.

Tip#4: Pay attention to body language

If you want to become a more successful interviewer, you should learn how to read the candidates’ body language. However, take note that this is not easy to learn – it takes a lot of practice. A good strategy is to get informed on what can you learn from candidates’ body language. Candidates’ body language won’t tell you how a candidate will perform at the job, but it can reveal how a candidate is feeling at a moment. This is very useful in a situation where candidates are trying to present themselves in the best possible light. By observing candidates’ body language, you will able to spot an incongruence between their words and the story their body is telling.

Tip#5: Provide a great candidate experience

If you want to be a more successful interviewer, you need to focus on candidates and come up with different ways to improve the candidate experience. This is important if you want to ensure that the best candidates will accept your job offer. LinkedIn’s research has found that a staggering 83% of talent says a negative interview experience can change their mind about a role or company they once liked. Always treat candidates in a professional and respectful manner and go an extra mile to make a job interview pleasant for candidates.


The Secret of Conducting Great Job Interviews

What is the secret of conducting great job interviews? Discover in this article!  

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What is the secret of conducting great job interviews?

A lot has been said about conducting great job interviews. You probably already know that a great interview should have a carefully planned structure and use behavioral interview questions. You should also be mindful about your unconscious biases and provide a great candidate experience.

Conducting job interviews is a complex and demanding process. This is why the secret of conducting great job interviews lies in a single most important step – a good preparation. While it might seem obvious at first, be honest with yourself – how much time do you really spend preparing for each interview?

How should interviewers prepare for a job interview?

There are many things you need to prepare before the actual interview takes place.

Here is the checklist of the most important tasks you should go through before an interview:

  1. Have you reviewed and adjusted job description template to fit your company’s specific needs?
  2. Do you have a clear idea of job duties, job responsibilities and job requirements?
  3. Have you created your candidate persona?
  4. Have you made the selection of the best job interview questions and printed out that list?
  5. Have you developed a clear and precise rating system for each interview question?
  6. Did you do your research on each job candidate?
  7. Are you familiar with your company’s employee value proposition?
  8. Did you send a customized interview invitation email
  9. Did you send the interview confirmation email?
  10. Did you send the interview reminder email to candidates?
  11. Have you reserved an appropriate interviewing venue?

Start conducting great job interviews today!

To conduct a great job interview, you need to come prepared. Spending a lot of time preparing and planning an interview isn’t a waste of time. On contrary, it is an often overlooked key to conducting great job interviews.

Use the above checklist to prepare for the interview and you’ll be well on your way to conduct a more successful interview!