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!

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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!

In-house vs Agency Recruiting

What is the difference between in-house and agency recruiting? Which recruiting model is better?

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What is the difference between in-house and agency recruiting?

When a company needs to find and hire candidates, ti basically has two options: Handling recruitment in-house or outsourcing it to a recruitment agency.

Recruitment agencies are companies who will help you find and shortlist top candidates for a certain fee.

If you handle recruitment in-house, it would be best to hire a dedicated recruiter or even develop a recruiting team. If you can’t afford that, then one of your existing employees should take on the recruitment tasks.

Advantages and disadvantages of in-house and agency recruiting

If you use a recruitment agency, you should be able to find more qualified candidates in a shorter amount of time. However, it will cost you more.

On the other hand, in-house recruiting will probably cost you less, but you will have to invest more time and effort into finding the right candidate.

There are many pros and cons of using recruitment agencies, as well as of using an in-house recruitment model.

In-house vs agency recruiting: Which is better?

Both recruiting models have certain advantages and disadvantages. Which one will suit your better depends on your current and future hiring needs and available resources.

If you need to fill a few hard to fill positions in a really short amount of time, using a specialized recruitment agency might be a better choice. Recruitment agencies are also a good choice when you need to hire a lot of temporary employees (for example, seasonal hiring).

If you’re interested in using a recruitment agency, check out the Ultimate guide for choosing a recruitment agency.

On the other hand, if you’re company will grow an keep hiring, you might be better off by investing into building your own, in-house recruiting team. That way, you will have a greater control over your employer brand. You will also be able to build your own talent pool of qualified candidates, which can significantly improve your time, cost and quality of hire.

If you’re interested in in-house recruiting in-house, check out the Ultimate guide for finding qualified candidates.

Of course, it doesn’t have to be an either-or choice. Some of the best companies I know successfully combine both recruiting models. Their in-house recruiting teams occasionally collaborate with a dedicated recruitment agency. That way, they are able to make the most out of both worlds.

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!

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!

 

4 Ways to Promote Your Open Job Positions on Facebook

How do you promote your open job positions on Facebook? You’re probably missing out on a few effective, free ways to reach more of your perfect candidates!

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Do you promote your open job positions on Facebook?

These days, if you want to find and hire the right job candidates, you simply have to post your jobs on Facebook – the world’s largest social media network in 2018.

More and more job seekers are turning to social media to find jobs. LinkedIn’s research, nearly half of all professionals (49%) are following companies on social media with the intent to stay aware of their open job positions.

Younger generation live, breathe and find jobs on Facebook. As Aberdeen Group has found out, an overwhelming majority (73%) of millennials found their last position through social media!

These findings offer clear proof that social media recruiting is absolutely necessary if you want to hire the best people. This is especially so because your best job candidates are passive job seekers. These people won’t visit job boards or your career site, so Facebook is your chance to reach them. If you put in some effort into promoting your employer brand on social media, you may be able to convince them to leave their current job and join your company!

How do you promote your open job positions on Facebook?

So how do you promote your open job positions on Facebook?

Do you publish a post on your company’s Facebook profile? Eventually, promote that post if your budget allows it?

That’s what most companies do. And they’re missing out!

Facebook offers many more opportunities to reach more of your perfect job candidates – for free! Keep reading to learn how to get the most out of promoting your open job positions on Facebook!

4 ways to promote your open job positions on Facebook

There are 4 main ways to promote your open job positions on Facebook:

1. Ask your current employees to share your job post

Ask your current employees to share your job posts via their personal Facebook profiles. That way your job posts will be seen by a much larger audience – for free!

According to Social Media Today:

  • Content shared by employees receives 8X more engagement than content shared by brand channels.
  • Messages shared by employees went 561% further than the same message shared on a brand owned channel.

Besides, your potential candidates place much greater trust in your employees.

According to Edelman Trust Barometer:

  • Employee voice is 3x more credible than the CEO’s when it comes to talking about working condition in that company.

Your employees are your best employer brand ambassadors!

2. Promote your open job positions in Facebook groups

You can also post your job posts in different Facebook groups. There are many Facebook groups dedicated to different professional interest and areas. In these groups you can find a large number of professionals. Posting your job in Facebook groups is a unique way to reach your target population fast, easy and completely for free!

Here are a few examples of Facebook groups that can help you recruit the right people for your company:

3. Promote your open job positions using Facebook ads

If you’re willing to invest some money in promoting your Facebook job posts, you can do that using the paid Facebook ads.

Using paid Facebook ads to promote your job posts on Facebook has 2 main advantages:

  1. Greater reach (more people will see your job posts)
    Facebook is a great recruiting channel because you can use it to reach passive job seekers. These are the people who already have a job. That’s why they don’t visit a job board or your career site. However, you will find them on Facebook. If your Facebook job ad catches their attention, they might reconsider applying for your open job positions.
  2. Advanced targeting (your job posts will be shown only to your perfect job candidates)
    You can choose who will see your Facebook job ads. You can select people from the certain geographical area, based on their education level and type, current and past employers, interests, etc. Consequently, you won’t waste your money on candidates that are not a good fit for your company and your needs!

4. Promote your open job positions with the Facebook job tab

If you want to make your open job positions more visible, you can add a Facebook job tab to your Facebook profile. With recruitment software such as TalentLyft, you can easily create and set up your Facebook job tab in just a few clicks! Once you add it to your Facebook profile, your open job positions will be automatically updated.

Why Should You Make Your Recruiting Process More Collaborative?

How can making your recruiting process more collaborative benefit your company?

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Why Should You Make Your Recruiting Process More Collaborative?

Although it may seem more complicated at first, a collaborative model of hiring can improve your whole recruitment process and have a positive effect on your company culture and overall business results.

If you want to keep up with the best recruitment practices, you should follow the world’s best and most famous companies such as Apple, Google, Netflix and make your recruiting process more collaborative.

4 reasons to make your recruiting process more collaborative

Here are the 4 key reasons why you should make your recruiting process more collaborative:

Collaborative recruiting process helps you achieve better hiring results

By involving more people into your hiring process, you will get more diversified perspectives on the candidate. This will enable you to choose candidates with the best skills who will also be the best cultural fit for your team and your company culture.

Collaborative recruiting process improves candidate experience

Introducing candidates with their potential future employees can significantly improve candidate experience and showcase your great, collaborative company culture. Candidates appreciate being introduced to their potential future team members with whom they will possibly spending most of their awaken hours every day. They will also feel important by having so many people show interest in them.

Collaborative recruiting process improves is good for your employees

Giving your employees a voice in choosing their future colleagues will empower them and make them feel valued and important. As a result, they will be more engaged, motivated and productive. They will also provide your new employee with a warm welcome and all the needed resources and assistance. Consequently, your company will have less turnover and better retention rate.

Collaborative recruiting process enhances your company culture

Finally, making your recruiting process more collaborative will help you establish a more open, transparent and collaborative company culture. In such a culture, teamwork won’t be just a sign on your wall – it will be a value brought to life through real-life practices of collaborative recruiting.

How to make your recruiting process more collaborative?

If you want to make your recruiting process more collaborative, our detailed, step-by-step Guide for collaborative recruiting and hiring will come in handy!