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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.

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.

Search for Employees Like Your Would Find an NFL Coach

October 21, 2013 Leave a comment

hiring star employeesIt’s critical and cost-effective to have processes in place to attract, hire, train and retain employees – your organization’s most valuable resource. Applicant tracking systems (ATS) streamline the recruiting and hiring process by replacing the do-it-yourself spreadsheets and logbooks with a comprehensive and easy to use platform. Want to hire a superstar employee? Believe it or not, if you follow the same rules laid out by NFL draft lead writer Matt Miller in his article “Rules to Follow When Hiring an NFL Head Coach” and an applicant tracking system, you can’t go wrong. Rule #1: “Never hire a college coach who didn’t dominate at that level.” A potential employee who has not excelled in their current position cannot be expected to perform well in a different or more advanced position if their skill set does not match the skill set required. ATS assists you in determining if a potential employee can do the job required using metrics you specify. Rule #2: “Never hire a Bill Belichick coordinator.” Effective hiring processes provides a clearer picture of an employee’s potential based on their skills and their performance. This prevents hiring someone for a position beyond their abilities, skill set or training. Rule #3: “Do hire former Pac-12 coaches.” You know what has proven to work in the past. Using this knowledge, you can identify and specifically focus on the best venues to find talent that has proven to effectively serve the needs of your company. Rule #4: “Always hire a defensive coordinator over an offensive coordinator.” Rather than attacking the hiring process with spreadsheets and logbooks, create a professional career site targeted to your specific recruiting needs giving you the competitive edge in every hiring situation. Rule #5: “Never hire a former NFL player.” Applicant tracking systems makes it easy to see which applicant has taken the time to educate and train themselves to comprehend the full extent of the job because all the information about them is immediately available to you. You can easily track their successes and their skills to determine if they are capable of performing at the level your company requires. Rule #6: “Do hire former NFL quarterbacks.” When looking for star employees, technologies such as applicant tracking systems will enable you to identify team players who have successfully served in leadership roles where much was accomplished both by the team and the individual. Rule #7: “Never hire an SEC head coach.” ATS systems allow you to define your specific criteria enabling you to rely on your experience of what has not worked in the past preventing you from repeating the same mistake twice. Rule #8: “Always be open to new ideas.” An applicant tracking system and other technolgies can benefit your company by enabling you to focus your time and resources on strategic and effective recruiting solutions to attract superstar employees. It’s a win for everyone!

How To Extend Your Company’s Hiring Reach

October 4, 2013 Leave a comment

social recruitingOne of the hardest things to do within your job is to fill open jobs. Whether your company has an actual location or is based online, you will find that it’s important to find qualified individuals as well as individuals who want to work for your company. If you aren’t one of the biggest names, you may need to convince people that they want to come work for you – and this is why you will need to extend the hiring reach of your company.

Whether you are recruiting on your own or using a recruiter, you need to make sure you have enough candidates to make good hiring moves for your company. Once you get all of the candidates loaded into an applicant tracking system, you can then find individuals who meet all of your needs.

The first thing you have to come to terms with is that posting a job does not guarantee traffic. Just as your marketing department will tell you that they have to drive traffic to the company website, you have to drive traffic to the job postings.

Accounting Today offers a variety of suggestions, including promoting the job posting on social media. There are a lot of business professionals on the social media sites today. Despite this, there are a lot of firms who are not using social media sites to reach out to professionals. LinkedIn profiles are a big one, though it can also be done with a business page on Facebook and a handle on Twitter.

Once you get started on the social media sites, you will want to keep up the communication with the goal of social media recruiting efforts . Talk not only of the job opening but of your company and why people would want to work there. If you have cutting edge technology, let people know. Your social media discussions can work twofold – helping you promote your company and the open job positions.

Social advertising is another thing to look into. You can target people better with LinkedIn and Facebook and it is much less expensive than traditional print advertising. This means you get a better ROI as long as you are using the right geographic area and paying attention to the keywords.

If you take the time to optimize your career landing page and the job descriptions with keywords, you can get more hits. Think about what people would use in a search engine to look for jobs – and then include those within your website.

You have a network of friends and business associates. These should not be forgotten when you are extending the reach of your hiring methods. Post some job positions and then ask people to share the link and retweet and do whatever else it is that they do.

Your HR efforts are only as good as your reach. Extend your reach and watch how much easier it is to recruit.

 

Making a Match: Companies and Developers

May 3, 2013 Leave a comment

Many high tech companies are finding it hard to find good talent. If you fall into this category, you may struggle with giving developers and other tech applicants a reason to apply to your job when companies like Facebook and Google have so many perks. You don’t have to install a slide in your office, but you do have to start using more technology in your hiring process.

For years now, when people want to find love, they go to sites like eHarmony because of the tech-savvy algorithms used to pair people that mesh well together. It has cut down on the dating scene and helped many people to form successful marriages.

When you think about it, pairing a company with a developer is a lot like a marriage. If you’re still on the dating scene, trying to find the right partner, it might be time for you to think like eHarmony and all of the other sites and create an algorithm.

If you live in New York City or San Francisco, you can use the GroupTalent algorithm that allows developers and companies to be paired based upon talent. The platform has proven to be very effective and can solve a lot of the hiring problems you have faced in the past.

The technology is also great for developers who want to “try before they buy.” Basically, it allows developers to try out a company for a short-term project. This would be beneficial to you, as well, to see how well the person does within your business model. If neither of you are happy, you part ways and go on with the next match.

The medical industry has been doing this for years with the locum tenens. Short-term roles are filled by people in the interim while a doctor or nurse is away for some reason. Most locum tenens are proving themselves while at the facility and often are given a job offer at the end of their term because of how well they have proven themselves. The same concept applies with you.

Technology is a useful tool and many companies are learning how to use it in order to obtain the perfect match. By using an Applicant Tracking System, you can do the same thing. This software would allow you to search for various features and characteristics of those who are applying to your positions. This will allow you to pick and choose from those who are applying to you so you can ensure you get a better match for your business.

When it comes down to it, you have to make sure your business has an attractive offer for applicants. While you can use technology to narrow down your options, you still have to get the best of the best sending their resume and information to you.

Baby Boomers, Gen X, Gen Y or Millennials – How to Hire Them All

April 19, 2013 Leave a comment

Cliff Oxford caused quite a stir recently when he suggested in a New York Times article that entrepreneurs running fast-growth companies should shy away from hiring baby boomers. In a nutshell, Oxford believes that boomers, who he refers to as the parents of Gen X and Gen Y employees, expect too much money, are distracted by outside commitments, are unwilling to take risks, are clueless about social media, and want to be pampered with perks such as corner offices.

Instead, Oxford recommends that fast-growth companies concentrate on hiring what he calls “Great Recession Graduates” who had to forgo out-of-state schools and wait on tables during college after their parents (those baby boomers) drained their savings and retirement accounts to survive.

Although Oxford admits that some boomers can still thrive in fast-growth companies, he seems to have forgotten that boomers are the ones who brought the personal computers, the World Wide Web, the cell phones, and GPS required by social media into the world. Those creative people were once like the current crop of graduates – young, eager, and unafraid of risks. In addition, most of them attended state colleges and waited on tables to help pay the bills.

On the other hand, Oxford does make some good points. It’s important that recruiters and HR managers hire people who will fit well with the culture of their company. Most companies find the best hiring strategies balance the experience and stability of older workers with the fresh ideas of recent graduates and less-experienced employees.

Fast-growth companies operating on a shoestring will place more value on employees that can and will work for lower salaries in return for a potentially larger reward later. Thus, recruiters and HR personnel at fast-growth companies may want to focus resources on recent college graduates who are happy to have a first job and are willing to work hard because they don’t yet have families that produce the “outside commitments” that Oxford denigrates.

Regardless of a company’s hiring strategy, HR specialists need to be aware of new technologies available to help find and hire the best people for the job. HR departments are increasingly replacing expensive recruiting fairs, newspaper ad campaigns, and clunky paper-based hiring systems with web-based tools that create an Applicant Tracking System. In addition to automating and streamlining hiring processes, these tools use integrated social media strategies to announce openings and attract applicants, a technique that will appeal to upcoming and recent college graduates who communicate primarily through social media.

How to Use Social Media for the Best Hiring Results

April 4, 2013 Leave a comment

social media hiring & recruitingHiring practices for human resources departments and hiring managers are evolving. It is important that you stay on top of these developments to find and attract the top talent for your company. There are many tools emerging that help people connect and inform each other about their professional experience. How do you know which ones to use and how much value to place on the information that is available from them?

Evaluating these mechanisms can seem to take as long as the evaluating the job applicants you want to bring onto the team. However, we have to go where the people are in order to keep current and get the most out of the field of potential employees. If you aren’t moving at the speed of the best applicants when they check in on your and your company would they evaluate it as their best potential place of employment? Methods for hiring that are antiquated send signals that your company might still be operating like it is the stone age, in which case candidates might look to companies that reflect more modern technological savvy.

As always, it can be hard to know what social interaction are legitimately valuable from a distance and which are just chatter on the airwaves. Does your company currently take advantage of social media to except applications or seek out people that might be a good fit? There are many ways you can use social media to find employees but some a designed to connect professionals. Others can provide a lot of usual information for those in human resources. Hiring is a complex process, making sure that no one is wasting their time is important on both sides of the meeting table.

Services such as Klout and Kred are excellent ways for people to centralize and measure their connections plus social interactions into a standardized form that others can participate in as well. The upside to these services is that they offer a metric that is attempting to be a reflection of the aggregate value of how influential or reputable an individual may be in comparison to other candidates in the field applicants. One negative element is that applicants that do not engage with a professional online community will have lower scores than those that are taking the time to reach out. Hiring staffers could interpret this person as being less valuable than someone with a higher community score but this does not truly mean they would are less qualified. Of course, in this age there are many places looking for employees that openly evangelize.

Many companies are using applicant tracking software, especially systems that have social media hiring features. This technology allows companies to track an applicant across the web and to corroborate information for themselves. In this way it is possible to customize a solution that works for a particular set of needs which are not those of a social network outside of the company.