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Revamp Your Hiring in 4 Steps

How to Improve Your Hiring Process in 4 Steps

This year is expected to be a strong one for hiring, which is great news for employers and job seekers alike. This also means there’s going to be stiff competition for top talent, however, and every company needs to be prepared by having the best hiring strategy possible. If you’re looking for a quick and easy way to bring your recruitment activities to the next level, read on. We’ll go through some emerging trends in talent acquisition and gather the actionable insights that can help you improve your hiring process.

1. Improve Your Interviews

Many hiring mistakes – most of which are preventable – happen in the first 30 minutes of a job interview, according to Business Insider. Meeting a candidate who is personable and apparently qualified is all it takes to push a hiring manage into deciding to bring him or her on board as soon as possible. Therefore, according to the article, it’s best to wait out the first 30 minutes of an interview in a state of suspended judgment. Training all of your HR staff in this technique might help remove snap emotional reactions from the hiring process, which can help everyone involved make clear decisions from a place of reason.

The article also recommends taking a team approach to interviews by having several people meet and question a candidate and – crucially – each of them getting an equal say in whether to hire or not. Another technique that can help interviewers make less emotional decisions is the phone interview – with fewer physical cues, it’s harder to develop an attachment right away.

2. Balance Your Expectations

When you post a job, it’s easy to draw hard lines – a set number of years of experience in a certain field may be required to apply to your job opening, for example. While this is standard practice for a reason, some great hires may come your way if you’re willing to bend the mold a little. According to Information Week, some of the best hires are those who have the right soft skills, like a passion for good work and customer service, but may need a little training to get all of the technical requirements of their positions down pat. This is much harder to screen for in aresume database or similar tool like social media, so pay serious attention to cover letters and any candidates you come to know through a glowing recommendation from someone you trust. A potential employee’s total personality is what you want to consider, not just his or her proficiency in a certain program.

3. Hire for the Long Term

Job postings that only describe the current responsibilities of an open position may be something you want to do away with. If you treat every candidate like he or she is going to spend a whole career with you, your decisions might move to the next level.

“We hire for the future, not the past,” Havas Worldwide president Andrew Benett told Business Insider. “Agility and relentless adaptation are vital, and so we’re typically not looking for someone to slot into a position shaped by the person who just vacated it. We give hires the freedom to meld each position to their own individual strengths and interests. And we help them keep adding on new skills and experiences so they – and their position – can grow along with the business.”

In practical terms, this means seriously thinking about what a certain role might look like in five or 10 years. Can any of the candidates you have for the job fill those needs now? How many of them seem like quick learners and innovators who can help you shape that position for the good of the business? While it may seem a lot to ask of someone you’ve only just met, these are considerations you should keep at the front of your mind throughout the hiring process. If a candidate really impresses you, try asking him or her the same questions. The answers may surprise you, and will almost certainly help you make the best choice.

4. Build a Strong Employer Brand and Get it Out There

Social media continues to be an important part of recruitment, according to Information Week. Whether or not you’re reaching out to prospects via networking sites, you can bet they maintain profiles. So should your business. Good employer branding involves playing the long game – you might not find the perfect candidate right now, but when that person comes across your desk, he or she will know enough about your company to be intrigued and excited. This is of particular importance for working with passive candidates who you might find via recommendations or a networking site. You don’t want your contact with them to be the first they have ever heard of your company. If you’re a meaningful presence in your field, candidates will know about you, whether or not they’re actively seeking a job.

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2 Critical Interview Tips for Hiring Managers

2 Critical Interview Tips for Hiring

There are plenty of interview tips online for job seekers, but fewer places to find interview tips for hiring managers. Founders who aren’t trained in human resources may wonder how best to interview candidates. If you’re interested in improving your interview technique, or you’ll be conducting one for the first time soon, read on for some important tips:

1. Consider Preparing Your Candidates

While some interviewers like to let candidates sweat and think on the fly, others will give their top applicants a chance to prepare more extensively than that. Some prefer to give the candidates they’ll interview a brief sense of what the process will be like – will shadowing be involved? The completion of a task? If an interview will involve specific questions about esoteric skills, some people like to let the candidates know. This means they’ll get an idea of how good the candidate is when well-studied and prepared. It’s true a lot of situations may come up where extensive preparation isn’t possible, but there’s usually time to brush up quickly, unless it’s an emergency. Since that’s the case, giving notice might give you a more realistic picture of what the applicant can really do at work.

There are other practical reasons to let your candidates know what an interview will include. For example, if you’re asking for a test or a period of shadowing, that could take a while – some candidates will have commitments related to their job searches or families that they’ll need to work with or reschedule for the interview. Having a candidate who’s prepared to stay as long as you need him or her to be there will create a calmer, more informative interview process.

2. Decide What is Non-Negotiable

It’s important for you to decide what you’ll pay most attention to in an interview. Some people are invested in physical appearance and grooming, for example. A lot of advice on the Internet for job seekers, if you look around to find it, centers on business etiquette and other similar things. For example, whole articles are devoted to what to wear to an interview, how to do one’s hair and so on. Your candidates may be worrying about the strength of their handshakes – whether it’s too much or too little or an unconventional grip.

While you might not put much stock in these markers of politeness and finesse, candidates are almost certain to have put thought into it – and you may even have an unconscious bias toward those that have. When you’re looking through a resume database, it is a different experience from interviewing the people those documents represent. A clean presentation can make all the difference. However, if you want to make decisions that consciously ignore these traits and concentrate instead on professional and interpersonal effectiveness, you might find candidates you wouldn’t normally hire doing a great job. This requires advanced preparation, and an understanding that you will possibly have to make some trade-offs. Someone with scuffed shoes and a weird handshake can be the perfect fit for an open role, but you have to make the effort to look at what is genuinely important to you.

On the other hand, if appearance and etiquette are very important to you, you should own that. As long as you know your own priorities for an employee, you’re ahead of what can be a confusing process. If you know in advance how you’ll make decisions, interviews themselves can feel more purposeful. Simply make sure to ask the questions – and notice the details – that will give you the information you’ve already determined you need.

There are plenty of ways to conduct an interview, and lists of questions are pretty easy to come up with. Going into the process with the right priorities and disposition can be very helpful for first-time interviewers.

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Job Interviews Are Like Dates. Are You a Good Suitor?

Which makes you more nervous, a job interview or a first date?

Regardless of your answer, the two have a lot in common. One such commonality is the importance of telling good stories — an ability that can make or break your interview (or date). Below, author and talent acquisition specialist Dominic Bokich, explains how dating experience ties into job search success.

Job interviews are like first dates

You say that experience in the dating world is relevant to success in the job search. Does this mean if I am terrible at dating that I’ll be terrible in the job search?

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Improve Job Interviews By Using Flattery?

Flattery in the Job Interview

What if I told you that a simple change in phrasing could make a huge difference in your job interview performance? In today’s career expert Q&A, Marc DeBoer, founder of abetterinterview.com, teaches us why and how to use flattery in job interviews. Welcome to “Flattery 101.”

Flattery in the Job Interview

When you talk about flattery in job interviews, you don’t mean complimenting the hiring manager’s shoes. What do you mean?

That’s funny! That’s the first time I’ve heard that question, but a great one to ask. If you did go that route, it would definitely start the interview with a laugh, but has more potential for negative than positive.

The problem with interviews and our perception of them is that we believe they are all about us as the candidate ( « Tweet this ). The interviewer asks us questions and we do all the talking and maybe, if we are lucky, at the end we can ask a few questions. We need to change the way we think about interviews; they’re not about us, they’re about the interviewer. At the end of the day, the interviewer has a problem and that problem is represented through an open job and because of that, we are just a potential solution to that problem.

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Two Actions That Can Make or Break Your Job Interview

The tail end of job interviews is an afterthought for many candidates. They ask a couple of generic questions, thank the hiring manager for the opportunity to interview, offer a handshake, and leave. Little do they know, they may have just made a big mistake. During this week’s expert Q&A Steve Mintz tells us how candidates can end job interviews on the strongest note possible.

Job Interview Uncertainty

Q: You say there are two actions that can make or break a candidate at the end of a job interview. What are they?

As a candidate you just spent the better part of an hour talking to me. You have answered my questions and hopefully asked some good, insightful ones yourself. Now comes the moment of truth where your next two actions can be the difference between setting yourself apart and getting the job, or walking away without an offer.

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