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5 Top Interview Question for Employers

June 27, 2013 Leave a comment

The interviewing process can become burdensome. However, it is a necessary evil in order to find that diamond in the rough. To find the ideal fit for your company, you may have to interview more individuals than you would like, but the end result of hiring the right person for the job is worth the effort. The following are some ideal questions to ask during the interview process:

What is your greatest strength and weakness?

It is imperative you find out the strengths each applicant will bring to your company while making sure their weaknesses will not become problematic.

Ideal answers to these questions could include strengths such as being able to manage their time well or understanding your business thoroughly.

Although it would be great to hire an employee without a weakness, everyone has some weaknesses. However, if the applicant is willing to improve upon their weaknesses and these issues will not prevent them from doing their job, a weakness does not have to mean they are ineligible for the job.

How do you handle stress or pressure?

It is important to find out how a person will handle the pressure and stress that will inevitably be part of any job. It is even more important to ask this question if your work environment is laden with stress and pressure.

The ideal answer to this question would involve the applicant sharing his or her experience dealing with high-pressure situations. The applicants response to the question will reveal their ability to properly manage stress.

Why are you leaving your job?

It is important to find out why the applicant is leaving or has left their previous job. There are many positive reasons for an individual to seek a new job. However, it is important to make sure they were not fired from their previous place of employment as this is a red flag.

Ideal answers to this question involve needing a new job due to relocation, being laid-off, not feeling challenged enough in their previous position or feeling as if they have hit the ceiling in regards to their achievements at their present job and are looking to expand their horizons.

Why should we hire you?

This question gives the applicant a chance to share their positive attributes. They can share their background or previous experience highlighting why they are the best person for the job.

Ideal answers to this question involve the applicant sharing how their skill set will fit nicely into your company.

What are your goals and how do you define success?

This allows you to find out what is truly important to the applicant. If making money is their only priority, they will likely move on to another opportunity eventually. However, a true team player is more loyal.

Ideal answers to this question will have the applicant define success as accomplishing their job while working as a team alongside other employees. They could even express their desire to move up the ranks within the company by saying they will gladly learn and accomplish tasks above and beyond their job description.

The above questions are great ways to find your ideal employee.

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Best Hiring Strategies in Information Technology

June 14, 2013 Leave a comment

Hiring for IT has become more difficult in recent years, as more and more of the workforce is entering the ranks of the technology industry. Or maybe many other industries are now needing IT help to do business. Whatever the reason, finding the right IT person for a job opening at your company requires a number of different techniques. While it’s never easy to find the right employee for a specific job, doing a few of the things that are listed below will help you find the cream of the crop, as opposed to a lot of people who say they can do the job but aren’t exactly right for it.

Make Sure the Job Description is Accurate

When writing up the IT job description, make sure all the skills are prioritized from most important to least important. Really emphasize what the job will entail, as opposed to giving a broad overview of everything that the IT person may need to know or engage in. Repeat this in the job interview with the person you are hiring, really driving home that you will need them to be proficient and an expert in certain specific areas. If you want proof of this, a quick test or quiz in the room may be helpful as well.

Create a “pool” of Talent

Every application or resume you like and think might be right for the company should be organized and put into a pool of talent that can be drawn from in the future. While some IT people who submit their information may not be right for a specific job at that moment, they may be perfect for something in the future or may be someone who can work for the company on a freelance or consultancy basis. This will save both time and money for the company when jobs come up that need specific skills in the IT world for a contract period of time. It will be an incredibly important resource for getting the job done and may even make what a company can do more dynamic.

Take Time to Recruit

Recruiting the right IT people for a job is a job in and of itself, so time and care needs to be taken when finding these people and hiring them. If no time is given to find the right people, then you will most likely end up with mediocre or less than qualified talent, which will hurt the company in the long run. While there may be pressure to hire someone as quickly as possible, try to take your time and find the right person for the job. It will pay off in the long run.

One way to make your recruiting time most efficient is by utilizing a modern day applicant tracking software package, which can streamline your hiring process and land you the best talent available.