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Video Recruiting – What is it and why aren’t you doing it?

Video Recruiting – What is it and why aren’t you doing it?

by | Mar 21, 2016 | Talent Managment

Video recruiting is the 21st-century method during the hiring process at organizations.  Video interviewing take two forms—live conversations between the recruiter or hiring manager and the candidate.  Live interviews give hiring managers an opportunity to see and talk to candidates directly and real-time which resembles the traditional face-to-face interview.   The other option is a computer controlled timing program with a specific set of interview questions, timing, answers recorded and sent to the hiring manager.  (i.e. https://www.hirevue.com/).  In video interviews, hiring managers can create recorded questions for the candidate to answer or provide written responses.  This allows the candidate to answers the interview questions at their convenience.

The A recent Aberdeen Report states that 61% of organizations are more likely to use video recruiting during their hiring process. Video recruiting makes sense for business because it reduces time to hire, saves money on the recruiting process, travel costs and can be easily achieved. 

Here are three best practices to consider in implementing a video recruiting strategy:

  1. Ask relevant questions. Ask candidates relevant questions is essential for determining whether they are the right fit for an organization. Questions that draw out the candidates’ experience and accomplishments will provide the best insight. Asking candidates to describe how they might handle a potential challenge within their new role will be more informative than asking about their most recent job title.
  2. Establish recording parameters. Video interviewing systems can provide some options for recording a candidate’s responses. Employers can allow candidates to record as many takes as they want, can designate a set number of takes, or can require the candidate to submit his or her first response. Organizations might find that getting an answer on the first take gives them the most accurate impression.   
  3. Assess content, not video quality. The key is to focus on the content of the interview answers, not whether the candidate is a great video interviewer.  Many candidates may not have had to use equipment that was given to them for the interview and may be apprehensive. Consequently, recruiters should pay attention to body language, eye contact, and the content of responses.
Do you ask the right questions during a reference check?

Do you ask the right questions during a reference check?

by | Mar 7, 2016 | Talent Managment

Reference checking is an important step in the hiring process.  Organizations that conduct reference checks should tailor questions to the job being filled for and ask open-ended questions.  Supervisors of the applicant are the best sources for information on the candidate because of their past daily interaction.  Human Resources will only give you information on the date of hire, date of termination and if the applicant is rehireable.

Common questions asked of references include:

  • What were the individual’s job responsibilities and salary?
  • Was the individual successful in his or her role at your organization? Why or why not?
  • What was it like to supervise the person?
  • Was the person a valuable member of the team? Why or why not?
  • What unique skills did the individual bring to your organization?
  • What were his or her strengths?
  • What were his or her weaknesses or areas that needed improvement?
  • Was the person ever disciplined, and what were the circumstances?
  • Do you think the individual is suitable for the job being applied for?
  • Why did the person leave your organization?
  • Would you rehire the person? Why or why not?
References: Mauer, R (12/16/2015) Reference Check Checkup, SHRM.org
21st Century Future Work Predictions!

21st Century Future Work Predictions!

by | Feb 22, 2016 | Hispanic/Latino Millennial, Talent Managment

Experts in Business (Future of Work Symposium) have several predictions for the next few years that may change the face of the workplace.  Here they are:

  1. Technology – will be positive for business because it facilitates communication and collaboration on a daily basis. This can result in a more engaged and productive workplace.
  2. Freelancers – the rise of the contingent workforce will change the old employer-employee relationships. Freelancers will work the “gig economy” to build skills and experience while determining whether they are interested in a company employment situation.  People are looking to supplement their incomes, consider themselves entrepreneurs and are searching for flexible work arrangements. In fact, according to a study by Elance-oDesk, Freelancing in America: A National Survey of the New Workforce, 53 million Americans are now freelancing. And 69 percent say technology is aiding their ability to do so.
  3. Business intelligence – currently 39% of organizations are doing some form of business intelligence analytics. Data-driven insights are imperative for organizations to remain competitive.
  4. Emerging economies – Asian and Middle Eastern markets continue to increase, and global talent will be a shortage due to the aging workforce. Companies will be looking to upskill workers to maintain competitive advantage, and those skilled employees can expect to see wages rise as talent shortages in certain regions drives salaries up.
  5. Millennials – the Gen Y factor is a live and well. It is anticipated by 2020, 50% of the Global Workforce will be Millennials.  This will change the face of the workforce and well as the markets.  The Gen Y’ers are already changing the workplace but will do so by the sheer momentum of their numbers.
  6. Leadership – leaders have traditionally been selected based on experience, company knowledge, and loyalty. This will not be the 21st criteria for organizations.  Organizations are looking for more inspirational and collaborative leaders.  Leaders will be expected to communicate (both in person and through technology) more with employees and have less hierarchal management style.
Love in the Workplace 2016 – Happy Valentine’s Day!

Love in the Workplace 2016 – Happy Valentine’s Day!

by | Feb 12, 2016 | Millennials, Talent Managment

The Results Are In! Just in Time for Valentine’s Day. 

Vault conducted an office romance survey every year, and the results are surprising. Office romances are becoming more acceptable in U.S. organizations. This year’s survey had 2,274 participants. Only 5% of respondents believed that NO office romances were appropriate. This is down from 2011 which was 9%. Furthermore, 29% of respondents believed that all romances in the workplace were appropriate, even those with their manager.

Get this! Human Resources professionals are among the most likely to have had some kind of romantic relations with a colleague!

Office spouses are another important factor in the workplace and found to be very important to employees because they can confide in someone to discuss workplace issues.