How to Interview Candidates Effectively: 3 Simple Ways

How to make your job interviews more effective at predicting job performance? Here are 3 simple ways!

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Do we need a more effective way to interview candidates?

Here are 2 interesting statistics:

  • Recent research has found that nearly three in four employers (74 percent) say they’ve hired the wrong person for a position.
  • According to Career Builder, a single bad hire can cost a company upwards of $50,000.

I rest my case.

How to make your job interview more effective?

Here are 3 easy ways to make your job interview more effective at predicting job performance:

1. Conduct a structured interview

Structured job interviews are more efficient than semi-structured or structured interviews when it comes to predicting job performance. Meta-analysis research shows that structured interviews are up to twice as effective at predicting job performance than unstructured ones!

Take action now:  Prepare interview questions before the interview and ask each of your candidates the same questions in the same order.

2. Conduct a behavioral interview

Research shows that behavioral interviews are more valid and accurate for making hiring decisions. Behavioral interviews are based on the evaluation of candidates’ past behaviors. In other words, in a behavioral interview, an interviewer asks candidates about their past work experience and performance.

Take action now: Check out the best examples of behavioral interview questions!

3. Do a job simulation

According to LinkedIn’s report, only 32% of respondents use this technique, even though 84% say it is effective. In a job simulation, you ask your candidates to complete the type of tasks they would work on if hired.

Take action now:  Think of a great job simulation exercise for your currently open job position. Depending on the role you are looking to fill, it could be a task to write a short copy, outline a presentation, solve a certain problem, brainstorm a few ideas, solve a certain problem, etc.

Conclusion

Stop relying on your gut feeling when hiring and start using data backed techniques. Implementing any of these 3 tips are guaranteed to make your job interview more predictive of your candidates’ job performance.

 

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Evaluating Work Ethic: Top 5 Interview Questions to Ask Candidates

Discover the most effective job interview questions for evaluating candidates’ work ethic.

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Why should you look for a strong work ethic in candidates?

A strong work ethic is the most desired characteristic in a new employee, according to many employers. Why is that?

It is because candidates with extensive relevant experience and the right skills won’t be an asset for a company unless they exhibit a strong work ethic.

In other words, qualification and skills aren’t enough to guarantee that a candidate will be successful in a job. Besides great qualifications, work experience and skills, a top candidate will also exhibit a will to work hard and dedicated.

What is the best way to evaluate work ethic in candidates?

You can’t really assess a candidate’s work ethic by resume alone. When you’re trying to recognize a strong work ethic, it is important to look beyond your candidates’ qualification and skills.

In order to find if your candidate is a hard-working, reliable, dedicated, punctual and responsible employee, you should use behavioral interview questions.

Interview questions for evaluating work ethic

Here are top 5 job interview questions designed specifically to evaluate candidate’s work ethic:

  1. Can you describe a time when you went the extra mile at work?

  2. When things are slow at work or you’ve finished your tasks, what do you do?

  3. How do you define work ethic? What does it mean to you?

  4. When have you worked the hardest? Describe the situation and explain your motivation.

  5. Give an example of when you completed a difficult task that made you work harder than normal.

By asking these job interview questions, you can easily uncover candidates with a strong work ethic. The best candidates will be able to provide detailed, real-life examples of their previously demonstrated inclination to work hard and go the extra mile.

Additional resources

➡️ If you’re looking for more great interviewing questions, you’ll find more examples in our blog post: Questions to ask candidates in a job interview.

➡️ If you would like to improve your overall interviewing skills, check out our Guide: How to be a good interviewer.

Choose Your Perfect Recruitment Software in 4 Easy Steps

Find a recruitment software that perfectly fits your hiring needs and your budget!

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Looking for a (better) recruitment software?

Whether you are looking to buy your first recruitment tool, or you are an experienced recruitment software user looking for a better tool with more features, you’ve come to the right place.

This guide will help you choose the best recruitment software that perfectly fits your need and budget!

➡️ Download the Checklist of Features Every Modern Recruiting Software Should Have!

4 step method for choosing a perfect recruitment software

There are 4 key steps in choosing your perfect recruitment software:

Step 1: Define your key recruitment challenges

The first step in choosing your perfect recruitment software is identifying your recruiting goals and challenges. Here are a few most common recruiting challenges:

  • Spending too much time managing applications
  • Not enough high-quality candidates
  • Not enough time to send personalized answers to all candidates
  • No hiring analytics and metrics tracking

Step 2: Identify the features you need

The second step in choosing your perfect recruitment software is identifying features offered by recruitment software which can help you resolve your biggest recruiting challenges. In order to help you with that, we created a Checklist of Features Every Modern Recruiting Software Should Have!

Step 3: Find recruitment software which offers features you need

Third, and final step in choosing your perfect recruitment software is finding a recruitment software which offers the right combination of all the features you need. If you find a few vendors who fit your needs, you need to compare and evaluate them in order to make the right pick.

Step #4: Compare and evaluate top 3 recruitment software

The best way to compare and evaluate your top three recruitment software vendors and their products is by gaining some first-hand experience in using them. Take advantage of a free trial! Try out your top 3 recruitment tools which offer all the features you need for a week or two in order to make an informed decision. That way, you’ll be able to compare and evaluate competing recruitment software from the first-hand experience.

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!

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 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 Create a Great Recruitment Video?

Check out the best practice tips for creating a great recruiting video!

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Do you really need a recruiting video?

Yes, you really do need it. If you aren’t already creating recruitment videos, you are way behind. Most companies are already doing it! Recruitment videos are one of the biggest recruiting trends you should consider implementing in 2019.

Using video in recruitment can help you differentiate your employer brand, answer to your candidates’ questions in a compelling way and attract more candidates to apply for your open job positions.

Did you know that CareerBuilder found that job postings with videos have a 34% greater application rate? Ask yourself – you need a 34% greater application rate? If so, you should start creating your recruiting video right now!

How to create a great recruiting video?

Here are 5 practical tips that will help you create a great recruiting video:

1. Feature your employees

Your potential candidates want to see the faces of the people they might end up spending most of their days with. Using a video helps put a human face to the organization. Include a short message from your CEO, but make sure you also have different level employees in your recruitment video, too.

2. Keep your video short

Your recruitment video should last no longer than 3 minutes. SkillScout analyzed 450+ job and company videos across YouTube and Vimeo channels and found out that the average amount of time candidates spend watching recruitment videos is 1 minute and 36 seconds. This is how long you have to capture your potential candidates’ attention!

3. Ask interesting questions

Instead of having your employees reciting answers they learned by heart in order to paint your company in the best possible light, let them tell their stories. And trust me, they will! You only need to help them get started by asking interesting, open-ended questions such as why did you join this company or what do you love the most about working at this company.

4. Show your office

Make an office tour a part of your recruitment video. Your potential candidates want to see inside of the place where they would work. Give them a glimpse into your office atmosphere and everyday life at your workplace. It will help them visualize themselves working at your company.

5. Include a call to action

Your recruitment video should include a strong call to action. If the candidates are watching your recruitment video, it means that you were able to get their attention. Grab that chance and capitalize on it! Call them to check your open job positions or join your talent network!

4 Good Reasons to Use a Recruitment Agency

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

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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!

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

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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.