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Archive for January, 2014

Interviewing Candidates in 2014?

January 25, 2014 Leave a comment

Recruiting new personnel is essential to business growth and expansion. Personal interviews play an important part in the recruitment process. Managers who are knowledgeable in conducting interviews will be more successful in hiring the right personnel to meet their company’s needs. The following offers some valuable tips on conducting interviews to obtain optimum results.

Tips for Preparing your Interview

Interviews are more effect in person, when possible, as they enable you to establish a rapport with your job candidate. If the interview is to be done by phone, make it a video conference that gives you visual contact as you talk.

Structure your interview in advance by creating an agenda for your candidate’s visit. Your agenda should include an interview time frame, job description, company overview, question and answer time and possibly personal interviews with other managers in the department. Tour of the company and lunch are optional. Make sure your candidate receives a copy of the agenda in advance so he can prepare.

Come prepared to take notes in the interview as it makes it easier to follow up on information that was shared. You should also take time to observe your candidate’s non-verbal responses in addition to listening to what is being said.

Tips for Preparing Questions

Interview questions generally fall into four categories: factual, problem solving, creative thinking and behavioral. Through factual questions, you can learn more about a candidate’s experience, abilities and skills. This information should also be available through his resume.

Problem solving questions give you an idea of your candidate’s ability to resolve potential problems that may arise. You can create a hypothetical situation and ask the candidate how he would respond or request that he share a personal experience in resolving a problem in his former job that he may encounter in the new position. Such questions will help you to evaluate your candidate’s critical thinking, creativity and adaptability skills.

Creative thinking questions test a candidates’ ability to grasp the bigger picture in business development or trends. Questions such as “Why are you here” or “What is your passion?” compel applicants to look deeper into their career commitments and assess future aspects of their profession.

Behavioral questions reveal how people react to different situations that arise. The questions can be hypothetical, delving into real life situations of past employment or role play in which candidates respond to impromptu situations or needs. Behavioral questions reveal a lot about a person’s character and personality and indicate whether he would fit in within the company’s business environment.

Recruiting methods differ from company to company in today’s complex business environment. Through the use of modern technology such as an applicant tracking system (ATS), companies are better able to handle and manage the hundreds of job applications and resumes they receive. An ATS system can be a tremendous asset in helping your business find and cultivate the talented employees you need.

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Recruiting For the Healthcare Industry

January 10, 2014 Leave a comment

As a healthcare company recruiter, it is your job to only hire the best professional who will get the job done. You’ve used most of the hiring methods out on the market. Yet, for some reason, you are not getting the talented candidates to fill the open role of healthcare IT staff.

What’s going on? Is it a lack of qualified talent? Are there fewer people seeking a profession in IT?

On the contrary. IT professionals are out there, eagerly waiting to take part in the growing job market as they search for the company who will offer them job security and the pay they desire. Companies everywhere are scooping them up at an astounding rate as technology advances.

The problem may in fact be your hiring practices. Many recruiters are relying on outdated hiring software and methods. Streamlining hiring technology by using an Applicant Tracking System to screen and manage online resumes can allow you to find the right applicants quickly

Another major problem is that recruiters are using a very narrow hiring window. They are specifically looking for professional candidates with a certain number of years of experience as an IT worker and education in the healthcare field. Using such narrow criteria significantly cuts the candidate pool in half as two groups of people are left out in the cold.

 

  • IT professionals who recently graduated from college do not have the experience for the position.
  • Expert IT professionals with 20 or more years of experience do not have the healthcare knowledge wanted for the position.

Operating your hiring practices under such a narrow criteria will affect the number of candidates looking for a job. There are perfect employees out in the IT world who would eagerly work with your company with the compassion and dedication you want for the position. The only thing stopping them is the years of experience and having healthcare knowledge.

If you want to increase your IT staff, you may want to consider expanding your criteria. Having a “green” employee just out of college gives you the opportunity to mold them into the company, as they are more receptive to following company policies. In addition, this candidate wants to show you that they can handle anything that is dished out at them. They can be an asset because they haven’t developed any bad habits from previous employment that you have to break.

As for seasoned IT professionals who have the experience you are looking for but not the healthcare experience, all you have to do is supply the industry knowledge. These employees will bring all the skills they know to the job while having a more open perspective about what you require. While they may be set in their ways for certain circumstances, they want the job opportunity and career change that will revitalize their work ethic.