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Posts Tagged ‘interview tips’

Don’t Scare Away Great Hires In Your Industry

June 30, 2014 Leave a comment

When it comes to hiring there are a few different things that every potential employer should think about. The first is of course how to avoid scaring away talent in your industry. It is not all that uncommon for employers to scare away talent with unrealistic expectations, too much of a workload, or large requirements. These factors can make a world of difference when it comes to the hiring process as a whole. There are a few different ways to prevent scaring away top talent and knowing how to keep these candidates coming is the best way to prepare.

  1. Create Realistic Expectations- the first thing any employer needs to do is create realistic expectations. This means set standards and goals that are attainable. Do not require that every candidate have a doctorate in microbiology unless it is crucial to their ability to complete the job. Make sure that the qualifications that you need are essential to the job. Though making outlandish requirements can help weed out excess applications, it can also scare away good potential candidates.
  2. Make Sure You Are Clear- another way to scare off potential candidates is by not stating clearly what the requirements of the job are. One great way to get the proper candidates is to tell these individuals just what will be required of them and what will not. Being very clear about expectations and what is required is the best way to insure that you are getting the right candidates for the job at hand. It is important that you clearly state what is required so that if a candidate does not feel they can complete what is require by the job, they can go without applying.
  3. Give Ample Time For Interviews- the last way you can scare off potential candidates is by not giving them enough time to show you their talent. If a talented individual believes that they will be rail-roaded and not given enough time to show their talent, they are less likely to apply. It is important that you give ample time for interviews, take the time to listen to what a candidate has to say, and that you give them an adequate platform from which to show their talent and abilities.

Keeping these issues in mind when embarking on the hiring process is the best way to insure you only get the applicants you want and that you do not end up losing tons of applicants in the process. Taking the time to understand what a potential employee may see in your hiring process and knowing how to go about hiring is the best way to insure you do not scare off great employees

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.