How Does Google Interview Candidates?

What is Google’s secret? How does Google manage to choose the top talent in their interviewing process?

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Interviews at Google

Did you ever wonder what a job interview at Google is like? How does Google manage to choose the top talent in their interviewing process?

Their big secret is called – structured interviewing.

According to Google, structured interviewing simply means using the same interviewing methods to assess candidates applying for the same job.

Structured job interview definition by Google

Google defines structured interviewing as using the same interview questions, grading candidate responses on the same scale, and making hiring decisions based on consistent, predetermined qualifications.

Structured interviewing is a process where candidates are asked a consistent set of questions and clear criteria are used to assess the quality of responses. Structured interviews are used all the time in survey research.

The idea is that any variation in candidate assessment is a result of the candidate’s performance, not because an interviewer has higher or lower standards, or asks easier or harder questions.

Why does Google use structured interviews?

Research shows that structured interviews can be predictive of candidate performance, even for jobs that are themselves unstructured. The benefits of structured interviewing, including increased predictive validity and reduced adverse impact, have been well documented by academic research over the last 20 years.

Google’s hiring team decided to experiment with a structured interviewing and they found that:

  • Structured interviews are better at indicating who will do well on the job
  • Interviewers are happier and saving time
  • Structured interviews make candidates happier as well.

Why don’t you use structured interviews?

Why don’t more organizations use structured interview questions?

Well, they are hard to develop. You have to write them, test them, and make sure interviewers stick to them.

Research has also shown that interviewers generally think they’re good at interviewing. Surely many of them like to think they’re excellent judges of character.

But when it comes to hiring, trusting your gut can be detrimental. Research shows that during first encounters we make unconscious judgments heavily influenced by unconscious biases and beliefs.

Using structured interviews in your hiring process can help you choose the best candidates and ensure a better candidate experience.

If you want to learn how to develop and conduct a successful structured job interviews, check out The Ultimate Guide for Conducting Structured Job Interviews!

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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!

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!

 

Tools for Recruiters: The Complete List | The HR Tech Weekly®

Tools for Recruiters: The Complete List

Tools for Recruiters: The Complete List

If you want to see the best tools for recruiters in one place, then you’ll love this guide from Talent Hero Media.

There are over 70 free and paid tools designed to simplify your job as a recruiter.

Bonus: Don’t have time to check out all the tools? No worries. Download a free PDF version of this guide right here.

APPLICANT TRACKING SYSTEMS

BreezyHR

ATS
This newer entrant to the ATS market has already earned rave reviews from its loyal user base for its amazing customer support, smooth UI and end-to-end functionality.
BreezyHR

BrightMove Recruiting Software

ATS
One of the few ATS offerings with publicly available pricing, BrightMove is highly touted by its users as responsive to new ideas. In fact, you can suggest new features and vote for them, with the features that get the most upvotes moved into the development queue.
BrightMove Recruiting Software

Bullhorn

ATS | CRM
A staple of the ATS market, Bullhorn has many enterprise customers and large recruitment agencies as customers. It has many fans among those who use it on a daily basis but note that the price point is definitely geared towards larger customers.
Bullhorn

CATS

ATS
Used by both external recruiters and HR agencies, CATS is known for its end-to-end solution that starts with job postings and finishes with analytics on completed campaigns.
CATS

Crelate

ATS | CRM
A combination ATS and CRM, Crelate is lauded for its wide-ranging feature set, modern UI and strong customer support.
Crelate

Greenhouse

ATS
Lauded for its intuitive user interface and beautiful design, Greenhouse receives consistently positive reviews by everyone who adopts it. In addition, they have an iOS and Android app that lets you use it on the go.
Greenhouse

HireHive

ATS | CRM
A low-cost alternative ATS, HireHive excels at automatic job board posting, managing employee referrals and branded career sites.
HireHive

HiringThing

ATS
A full service solution for both external and internal recruiters, HiringThing offers best-in-class customer service and quick turnaround on new features requested by its users.
HiringThing

JobAdder

CRM | ATS
JobAdder is a CRM and ATS in one and is well known for its range of mobile apps that let you access the platform from any device.
JobAdder

Jobscience

ATS | CRM
Marketed as a sales, recruiting and back office system in one, Jobscience receives excellent reviews from the external recruiters who use it.
Jobscience

iCIMS

ATS
Founded in 1999, iCIMS is a tool that is widely used by both recruiting firms and internal recruiters. Given its longevity, it is clearly well liked by many although there are some who complain that it could use a refresh.
iCims

Lever

ATS
Considered one of the top ATS tools, Lever has features such as one-click sourcing, two-way email sync, and @-mentions that you will not find in many of their competitors.
Lever

Loxo

ATS | Sourcing | CRM
The feature that sets this ATS apart from its competitors is Loxo AI, a proprietary intelligent sourcing assistant that helps you find the top talent for your role while you spend your time elsewhere.
Loxo

OpenCATS

ATS
Although it does not have the prettiest user interface, it does have one feature that sets it apart from every other ATS on the market – it’s free. As the only open source ATS currently available, users (at least those with development backgrounds) can have direct input into new features without paying a dime.
OpenCATS

PCRecruiter

ATS | CRM
One of the earlier entrants to the ATS game, PCRecruiter, founded in 1998, receives positive reviews from its dedicated user base for its customer service and willingness to continually update the product.
PCRecruiter

Recruitee

ATS
Known for their incredible customer service (their founder replies to emails on Sundays), Recruitee takes collaborative hiring to the next level: everyone in your team from the least tech-savvy to the most nerdy can work on hiring together with this cloud-based ATS. In addition, Recruitee provides beautiful careers sites for your employer brand as well as candidate-friendly application forms that you can fully tweak.
Recruitee

Workable

ATS | Sourcing
Workable is noted for its full feature set, easy learning curve, top notch customer support and a new sourcing tool called People Search. They also offer a $50 per job per month plan for recruiters who have less burdensome hiring needs.
Workable

CONTACT FINDERS

AmazingHiring

Contact Finders
Geared exclusively towards finding technical talent, AmazingHiring scours Github, Stack Overflow and Kaggle profiles to find potential candidates, including those who do not have a LinkedIn account.
AmazingHiring

ContactOut

Contact Finders
Considered the best by some, ContactOut touts that it can find 2x more emails than the competition and given that it offers 100 free credits per day, there is not much risk to test out their claim.
ContactOut

Hiretual

Contact Finders
A free Chrome extension, Hiretual is raved about by sourcers and recruiters for its ability to consistently cut down on the time required to find talent and their contact information. It is free for 15 contacts per month before increasing to $59 per month (billed annually) for 200 contacts per month.
Hiretual

Hound by Jobjet

Contact Finders
Working only on LinkedIn, Hound will find email addresses and phone numbers but can get expensive for those who search a lot.
Hound by Jobjet

Hunter

Contact Finders
Hunter is a bit different than other email sourcing tools as it can find all available emails on a given domain and also verify emails, in addition to the features you expect from a standard contact finder.
Hunter

Lusha

Contact Finders
Limited to 5 free phone numbers and emails per month, Lusha gets positive reviews by many but you will have to pay to get full use of the product. Featured at Best Places to Buy Business Leads Online.
Lusha

Nymeria

Contact Finders
Focusing on finding emails associated with LinkedIn and Github profiles, Nymeria has two simple and reasonable pricing options – free for 300 emails per month and $9 per month for unlimited emails.
Nymeria

Prophet

Contact Finders
Prophet is a Chrome extension that allows you to visit the Twitter, Facebook or Google+ page of a person and find emails and phone numbers. It comes with 15 free credits per day and you can get more by sharing data with the community or purchasing them. Note that the company does not have a website.
Prophet

SourceHub by SocialTalent

Contact Finders
SourceHub is a clever tool that helps you construct boolean search queries by combining synonyms for the job title, skills and location you enter.
SourceHub

CANDIDATE RELATIONSHIP MANAGEMENT

SugarCRM

CRM
An open source and developer-friendly CRM, SugarCRM is a great solution for the recruiter who knows they need to keep better track of their contacts but does not want to break the bank.
SugarCRM

Vincere

CRM | ATS
Marketed as a combination CRM and ATS, Vincere allows you to search for and manage candidates, create fully-branded microsite job boards and post your jobs across the Internet.
Vincere

INTERVIEWING

GreenJobInterview

Interviewing
Whether it is face-to-face or one-way interviews, GreenJob offers the solutions you need for your video interviewing needs.
GreenJobInterview

Interview Mocha

Interviewing
Interview Mocha has over 1000 skills tests that you can use early in your interview process to determine which candidates have the required skills.
Interview Mocha

Interview Stream

Interviewing
Interview Stream’s Hire platform allows you to set up screening interviews using a library of questions and pre-populated media, or face-to-face live interviews.
Interview Stream

Odro

Interviewing
Odro is online meeting software for the techphobics of the world. With no downloads or installs, this tool should work well for interviews, especially those that may require screen sharing.
Odro

sparkHire

Interviewing
sparkHire has a full range of video tools to help you optimize your interview process including one-way interviews, interview evaluation, interview scheduling and a mobile app.
sparkHire

RECRUITMENT MARKETING

Beamery

Recruitment Marketing | CRM
Beamery connects to all of your other recruiting systems and gives you one system to manage and engage every candidate that touches your brand – past, present or future. They help companies nurture passive talent and build a pipeline for future roles.
Beamery

Clinch

Recruitment Marketing | CRM | Sourcing
Clinch is a robust platform that combines recruitment marketing, a CRM, employer branding, and sourcing tools in one end-to-end solution. Features include a career site and landing page builder, social and email integration and robust analytics.
Clinch

Jobvite

Recruitment Marketing | ATS
Serving a range of customer sizes from startups to enterprise customers, Jobvite offers tools that go beyond your typical ATS including Jobvite Refer (tool for sharing job openings in your employees’ networks) and Jobvite Video (on-demand video interviewing).
Jobvite

Phenom People

Recruitment Marketing

Offering many features similar to its competitors, Phenom People’s main differentiator is its unique ability to turn visitors to your career site into potential applicants even if they don’t fill out your job application.

Phenom People

SmashFly

Recruitment Marketing | CRM
SmashFly’s Total Recruitment Marketing Platform and Services proactively markets an employer brand and jobs through every recruiting channel using marketing automation technology and modern marketing practices. It empowers companies to attract the right people to their organization using the art and science of fit, enabling companies to generate leads and nurture relationships to hire faster and more cost-effectively. It is ATS-agnostic, integrating with your current system to provide a complete view into the candidate journey, from first source all the way to hire.
SmashFly

SCHEDULING

10to8

Scheduling
The free plan of this tool should be sufficient for many recruiters as it allows for 100 appointments per month and includes SMS notifications, a feature not offered at the free level by any competitors.
10to8

Calendly

Scheduling
Loved by its users for its simplicity and rock-solid integration with all popular calendars, the free version of Calendly will be sufficient for many recruiters who want a simple scheduling tool that reduces back-and-forth emails. The paid version can be integrated with additional tools you might use such as GoToMeeting and many CRMs.
Calendly

ScheduleOnce

Scheduling
This is a tool for the recruiter with more complex scheduling needs. The higher-priced tiers, while slightly expensive compared to the competition, have features such as pooled availability and master booking pages, that are ideal for environments where you will be scheduling more than just one-on-one meetings.
ScheduleOnce

SimplyBook.me

Scheduling
Known for its robust feature set, SimplyBook.me has a free tier that may be suitable for some recruiters.
SimplyBook.me

TimeTrade

Scheduling
TimeTrade invented the online appointment scheduling industry in 1999. The company’s secure, cloud-based solution meets the customer and client engagement needs of large enterprises as well as mid-size and small businesses. Thousands of companies—including 500 of the world’s top brands—rely on TimeTrade’s technology for their scheduling needs.
TimeTrade

Vyte

Scheduling
With almost all features available to free users, Vyte is an excellent option for recruiters with more basic scheduling needs.
Vyte

YouCanBook.me

Scheduling
While the free version of this software is not heavily advertised on their sign up page, it may have enough features to tide you over until you want to pay for more advanced tools such as appointment reminders, padding appointments and Zapier integration.
YouCanBook.me

SCREENING

OnboardIQ

ScreeningATS
Focusing on the hourly workforce, OnboardIQ is an ATS that helps you automate interviews, background checks and document collection.

Outmatch

Screening
Outmatch is designed to predict how candidates will perform and has tools such as job-fit assessments, behavioral interviewing, and online reference checking.
Outmatch

SkillSurvey

ScreeningSourcing
SkillSurvey is a multi-purpose tool designed to assist with referencing checking and sourcing via referrals.
SkillSurvey

Social Intelligence

Screening
Similar to a criminal background check, Social Intelligence uses a combination of technology and trained analysts to screen candidates online records for unlawful or inappropriate behavior.
Social Intelligence

Sterling Talent Solutions

Screening
Founded in 1975, Sterling Talent Solutions is a full service screening and on-boarding solution that offers plans including pre-hire background checks and drug testing and post-hire employee audits.

Weirdly

Screening
Weirdly offers a customisable quiz to rank candidates against your ideal fit. It can act as a stand-alone, light-ATS or be integrated into your current recruitment process.
Weirdly

SOURCING

Broadbean

Sourcing
Broadbean is a straightforward job distribution and sourcing tool that focuses on doing a few tasks really well.

Crystal

Sourcing
Crystal scours the Internet for every piece of information on your candidates and coaches you on how to write emails that are tailored to their communication style. This ensures that the people you find for your client are more likely to respond.
Crystal

Entelo

Sourcing
The Entelo platform uses big data, predictive analytics and social signals to help recruiting organizations find, qualify and engage talent.
Entelo

Headreach

Sourcing
Officially marketed as a LinkedIn-based lead generation tool, Headreach can also be used effectively to find the emails and social profiles of potential candidates.
Headreach

Hello Talent

Sourcing
This sourcing tool allows you to build talent pools collaboratively that can then be sent straight to your ATS. Best of all, it is free for 2 pools.
Hello Talent

HireKeep

Sourcing
Post your job on HireKeep and their algorithm will determine which candidates meet the “affinity threshold” to match with your company. The software will even schedule interviews with those who have matched.
HireKeep

HiringSolved

Sourcing
HiringSolved offers features that are not common in sourcing tools including Diversity Search (a tool to help increase workplace diversity), Scan (automatic updating of outdated records in your ATS and CRM) and Verticals (algorithms designed to find candidates in specific industries).
HiringSolved

Ideal

Sourcing
Typical sourcing tools force recruiters to do tedious, time-consuming tasks such as resume screening and keyword-based searches. Ideal uses artificial intelligence to automate sourcing, resume screening, initial candidate outreach and even interview scheduling.
Ideal

Joblyon

Sourcing | ATS
Joblyon has a strong focus on on creating beautiful job postings that will be readily shared on social media.
Joblyon

Leoforce

Sourcing
Their flagship product, Arya, uses artificial intelligence to identify talent that not only has the right skills but also is aligned with the corporate culture.
Leoforce

Recruit’em

Sourcing
Recruit’em is a powerful free search tool that lets you use Google to search for profiles across various platforms including LinkedIn.
Recruit'em

Simppler

Sourcing
Calling themselves a “data driven employee referral platform”, Simppler helps employees of a company find candidates for open positions within their own networks.
Simppler

Talemetry

Sourcing | CRM
Talemetry integrates with your ATS and allows you to post job ads, source candidates, build talent pipelines and manage candidate relationships in a single platform.
Talemetry

TextRecruit

Sourcing | CRM
TextRecruit lets you manage communications with your candidates over text, increasing interaction rates significantly.
TextRecruit

OTHER

Boomerang

Other
Boomerang allows you to schedule emails to be sent later and reminds you about old emails that you have archived, ensuring that you never forget to respond to a candidate or client.
Boomerang

Data Miner

Other | Sourcing
A data scraping tool like Data Miner can be used in many powerful ways by a recruiter. For example, if you need Javascript developers, you can find a list of conference attendees for a Javascript conference, scrape the data and upload it to your CRM or ATS.
Data Miner

IFTTT

Other
Although not specifically geared towards the recruiting market, IFTTT lets you create “applets” that combine different services together. For example, you can get an e-mail notification when a LinkedIn contact changes jobs.
IFTTT

Populate

Other
Populate keeps headcount data in one place so that managers and stakeholders can review and approve headcount or budget changes and you can review your analytics to help with your comprehensive HR strategy.
Populate

Zapier

Other
Calling themselves “automation for busy people”, Zapier lets you move data between web apps automatically (perhaps a recruitment marketing platform and ATS), saving you time and ensuring data integrity.
Zapier
Bonus: Don’t have time to check out all the tools? No worries. Download a free PDF version of this guide right here.

Source: Tools for Recruiters: The Complete List | Talent Hero Media