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interviewing RSS feed Tag: interviewing

Informational Interviews for People Who Don’t Need Them

by
Josh Fox
Feb 26, 2014, 12:55 am ET

Sourcing has always been the hardest part of recruiting experienced, employed professionals (my experience has been with software developers). It’s much easier for me after I get into a serious conversation with candidates. I can establish rapport and find out what it takes to make them happy. But getting them to talk to me in the first place? Now that’s tough.  keep reading…

10 Fastballs and 1 Curveball to Ask Top Candidates

by
Henry Albrecht
Feb 13, 2014, 12:02 am ET

Usually I see someone’s resume a few minutes before the interview starts. In the time (and adrenaline) rush of an interview, it’s easy to make small talk and rehash a resume — but much harder to make a thorough assessment of fit.

One way we’ve found to avoid costly hiring mistakes is to spread thoughtful and provocative questions across the interview team. You owe it your company to analyze how the candidate thinks on her feet. Here are 10 questions we may ask to identify rockstars: keep reading…

Video Interview Best Practices for Employers

by
Andrew Gelina
Feb 12, 2014, 12:54 am ET

If you Google “video interview best practices” you will see a lot of ”how to look your best on-camera” articles for job seekers. This article is instead aimed at HR professionals who are wondering how their colleagues are using it, and what some best practices might be. I will detail how the technology is being used (and misused), and how to get the most out of it using a Q + A format. keep reading…

How to Build Powerful Behavioral-Based Questions

by
Jay Forte
Feb 11, 2014, 12:05 am ET

We are getting better at realizing that our recruiting process must assess for behaviors and abilities in addition to skills and experience. After all, in an intellectual workplace, we must be able to assess candidate thinking, considering we are paying our employees to think their way through the day.

The best way to assess candidate behaviors/talent is to craft and deliver effective behavioral-based questions. These questions, unlike conventional interview questions, follow a formula I share with my clients. This formula makes the questions easy to build, deliver, and effective at gathering meaningful information. keep reading…

Judging the Voice: The Reality of Phone Interview Bias

by
Gail Miller
Jan 24, 2014, 6:44 am ET

Screen Shot 2014-01-20 at 8.42.21 PMWhat do you have in common with Cee Lo Green, Christina Aguilera, Blake Sheldon, and Adam Levine? If you spend time searching for top talent, quite a lot! After all, with the rise of HR phone screening and first-round phone interviews, recruiting is beginning to resemble the blind auditions on the blockbuster TV show, The Voice.

On The Voice, blind auditions ensure that talent is judged fairly, with no bias based on their appearance. On the recruiting front, the voice of a job candidate could unwittingly cause bias or at least weigh heavily on the decision-making process of an interviewer.

Now, some would say that candidates actually benefit from phone screenings because initial decisions are not influenced by a candidate’s appearance or body language. However, research suggests that many candidates’ voices could sway first impressions and damage their chances for a second interview. After all, it’s human nature to make silent judgments about people based on how they speak.   keep reading…

How Much Pizza Must You Eat Before You Use the ‘Quit Your Job’ App?

by
John Zappe
Jan 24, 2014, 1:54 am ET

Glassdoor logoGlassdoor has its annual list out of the oddest of the oddball interview questions candidates get. Compared to previous years, this year’s list is tamer, less weird. Some of the questions even make a kind of good sense.

For example, Mckinsey & Company, the big, global consulting company, made the list with this: “If you were 80 years old, what would you tell your children?” Reasonable enough for a candidate who might be working on advice for a Fortune 500 company at some point.

Now last year, Clark Construction made the list, asking, ““A penguin walks through that door right now wearing a sombrero. What does he say and why is he here?” Google was also there with one of its famous (infamous?) brain teasers: “How many cows in Canada?” keep reading…

Coming Up: Take Your Parents to Work and Get Them to Do It For You Day

by
John Zappe
Jan 17, 2014, 12:03 am ET

First we had Bring Your Daughter to Work Day. Then the boys wanted equal time so now we have the tongue-stumbling Take Our Daughters and Sons to Work Day.  As the childless Millennials crept into the workforce, they began bringing their dogs to work, which led to Take Your Dog to Work Day.

In the last couple of years, as childless and dog-less Millennials infiltrated America’s workplaces and tried to explain to mom and dad (with whom they were still living) just what they did as a UI architect, someone decided how cool it would be to have a Take Your Parents to Work Day.

But now (and I took the long way ’round the mountain to get here), now we’re hearing reports of the kids bringing mom or dad, or sometimes mom and dad to the job interview. keep reading…

Who Are the Despicable Mes in Recruiting?

by
Dr. John Sullivan
Dec 23, 2013, 5:56 am ET

Bits of carbon on a white background (carbon totem)The combination of the popular “Despicable Me” movies and the Christmas season made me think about who in the recruiting process should get “a lump of coal” in their stockings for their naughty behavior. Obviously any list like this that identifies problem-causers involves some generalizations, because there are always some individual exceptions. However, in any field there are individuals who hold certain job titles that all-too-often remind me of the lead character Gru in the Despicable Me movies.

Those who qualify for the Despicable Me label on my list include recruiters, other individuals who impact recruiting, and even a few recruiting tools. I’d like to open what I hope is a continuing discussion with my personal “Despicable Me top 10+ list”. The list is broken into two categories: recruiters and those who contribute to the recruiting effort.

You May Be a Despicable Me Recruiter If You Are … keep reading…

Stay Interviews: an Essential Tool for Winning ‘the War to Keep Your Employees’

by
Dr. John Sullivan
Dec 2, 2013, 6:09 am ET

The complete guide on how to use stay interviews to improve retention

Many firms use exit interviews to find out why employees are leaving their jobs. Unfortunately, asking an employee on their last day “why are you leaving?” doesn’t provide useful information in time to prevent the turnover. A superior approach that I’ve been recommending for over 20 years is a “stay interview.” I alternatively call it a “pre-exit interview,” because it occurs before there is any hint that an employee is about to exit the firm. A stay interview helps you understand why employees stay, so that those important factors can be reinforced.

Definition: A “stay interview” is a periodic one-on-one structured retention interview between a manager and a highly valued “at-risk-of-leaving employee” that identifies and then reinforces the factors that drive an employee to stay. It also identifies and minimizes any “triggers” that might cause them to consider quitting.

The Many Benefits of Why-do-You-Stay? Interviews keep reading…

Never Look a Candidate in the Eye

by
Kevin Wheeler
Nov 12, 2013, 6:25 am ET

How much recruiting can be done virtually rather than face-to-face? Video interviewing, online simulations, talent communities, and the use of tools such as Twitter or Snapchat are heatedly debated for their value versus a face-to-face encounter. Is one way better than another?

What’s the real story? Can a recruiter effectively recruit top-quality people from entry level to mid and senior levels without any in-person interaction? keep reading…

HireVue Gets $25 Million to Help It Push the Boundaries of Video Recruiting

by
John Zappe
Oct 2, 2013, 7:30 am ET

HireVue Logo (no tagline) webHireVue’s $25 million investment announced this morning comes from the legendary VC firm, Sequoia Capital, and earlier investors in the video interview firm. But in a larger sense, the credit goes to broadband Internet, without which, candidates would still be traveling to in-person interviews and companies would be spending tens of thousands and more on recruiting travel.

It wasn’t that long ago that a company with a strong, but remote prospect, had two choices: Fly the candidate in; or, arrange for a video interview at a business center. Today, thanks to the ready availability of high-speed Internet service in most urban, and many rural areas, employers are saving real money and time.

Perhaps even more importantly, video interviewing expanded the field of potential candidates beyond the geographical limits imposed by budgets or candidate unavailability. Candidates who might have once had to forgo an opportunity because of work or family situations can now interview from their living room. keep reading…

Learn to Identify the Qualities You Really Want in Your Next Hire

by
Fletcher Wimbush
Oct 2, 2013, 6:22 am ET

Many business leaders take a gut instinct approach to selecting talent. This means they know in their gut what they want their candidates to look like, but don’t take the time to fully develop a profile of the ideal person into a measurable description. Even if the ideal candidate is described in a job posting or a job description, it is often vague and lacks clear direction. In a recent exercise with a group of business owners and executives, we explored some of the qualities they looked for in candidates. I made two distinct observations and came to one conclusion. keep reading…

The World’s Toughest Interviews and How It All Started

by
John Zappe
Sep 27, 2013, 3:09 am ET

Glassdoor logoYou know what they say: The resume may get you the interview, but it’s the interview that will get you the job.

And nowhere is that interview tougher than at McKinsey & Company. The big-time consulting company ranked first on Glassdoor’s annual list of the companies with the toughest interviews. It’s the third consecutive time for the company, which is one of those “distinctions” you aren’t going to see mentioned on the company careers site.

But no reason not to crow a little about that. Even the many who flunked the interview rated it a positive experience, which is a lot more (like more than two times the percentage) of those who thought the Paycom interview not only tough, but a real downer. More than half the candidates — many who didn’t get an offer, but some who did — rated the interview experience at HR tech firm as a negative. keep reading…

This Silicon Valley CEO Can Handle a Little Argument in an Interview … and a Little Gray Hair

by
Todd Raphael
Sep 26, 2013, 6:14 am ET

Adi_HeadshotRather than make sure all interviewees are on the same page with the company, Adi Bittan, a startup co-founder & CEO, actually wants to see how they disagree.

Yes, Bittan, CEO of a company called Owner Listens, deliberately puts candidates in a position where they’re at odds with someone, just to see how they handle it.

Bittan and I talk about this in the video below. We also tackle why Silicon Valley seems to hire the young, and why she is more open to older workers.

Lastly, we talk about something she feels is a misperception about working parents. It’s about 11 minutes long, below. keep reading…

Like it or Not, You Are Testing Applicants (Part 2 of 2)

by
Dr. Wendell Williams
Sep 20, 2013, 6:44 am ET

In Part 1, I explained that job skills walk around on two feet; past achievements are less important than the skills used to accomplish them; employers rent two-legged skills to do specific jobs; and headhunters produce about the same hiring quality as internal recruiters. I suggested readers Google “Principles for the validation and use of personnel selection procedures”and follow the SIOP.org link; and, read how applicants feel about organizations that follow best-practices.

In Part 2, I’ll continue the discussion.

Proficiency Test

If you want to learn whether HR is doing a good job screening candidates for critical job skills, ask the hiring manager. keep reading…

Like it or Not, You Use Tests (Part 1 of 2)

by
Dr. Wendell Williams
Sep 18, 2013, 6:38 am ET

Two comedians are talking…

“Do you test applicants?”

“We don’t use tests.”

“Oh. You hire everyone who applies?”

“No … just the ones who pass interviews.”

“You know, interviews are tests.”

“We don’t use tests.”

You see, it’s a crazy conversation you hear in the corporate attorney’s office as often as the HR department. Everyone seems to forget that testing and assessment are just different terms for evaluating whether someone is job-qualified … like interviews. And, if an organization has more than one candidate lined up for a job, by definition they will use some kind test to separate those they think can do the job from those who cannot. FYI … research shows everyone’s favorite tool, the interview (aka test), tends to discriminate against minorities.

Remember: If you have more candidates than jobs, you use tests. keep reading…

How Recruiters Can Tame Frustrating Hiring Managers

by
Todd Raphael
Sep 17, 2013, 3:47 pm ET

ere-falllogo-facebookAsk a roomful of recruiters if hiring managers can occasionally drive them a bit batty, and hands rise faster than you say black hole.

You know the drill: managers who are unresponsive, unprepared, waste time, and don’t get back to candidates. Or, those who ask illegal questions, or just cringe-worthy ones. Tell me about yourself!

Or they say this: “I need to see 137 more resumes!”

Recruiting Toolbox’s Carmen Hudson, speaking at the ERE conference here in Chicago, gave recruiting leaders some advice on improving the manager/recruiter relationship.

Her suggestions: keep reading…

An Idea You Won’t Want to Steal (and One You Will)

by
John Zappe
Sep 6, 2013, 3:19 am ET

Ikea for roundupFor today’s roundup we tackle two important subjects: The behavioral interview, and thinking inside the box.

Indeed you read that correctly. We go inside the box with Ikea to assemble a team of sales associates, warehouse workers, cashiers, oh, shoot, the entire collection of workers it takes to make one of those gigantic blue and yellow warehouse cum showrooms operate.

But as that is actually instructional, we’ll start off with interviews. keep reading…

Are Your Emotions Preventing You From Making Great Hiring Decisions?

by
Fletcher Wimbush
Aug 28, 2013, 5:52 am ET

Emotional hiringHiring is like meeting a new guy or girl you like for the first time. This wonderful person walks into your office and the two of you make a perfect connection right off the bat. You like the other person’s vibe, how the person looks, and he or she seems to fit all your necessary requirements. You know how many business owners and hiring managers say, “I just really like the candidate, I think he (or she) will do great!” (I am pretty sure you have all either said or heard someone say something exactly like this before.)

In relationships, it’s called the infatuation stage; in hiring, I call it the hiring by gut stage. keep reading…

A Simple Guide to Interviewing for Attitude

by
Fletcher Wimbush
Aug 20, 2013, 5:51 am ET

Bad attitude signMark Murphy wrote a terrific book on interviewing for attitude, which I highly recommend (also see this interview). His company, Leadership IQ, conducted an impressive survey discovering that 46 percent of new hires failed within 18 months, and that 89 percent of the time it was for attitude, not a lack of technical skills.

Interviewing for attitude presents a dilemma: Most people are on their best behavior when interviewing and even during their first 6-12 months of employment.

You may not realize you have a problem on your hands until the new hire has been trained and is a fully functioning part of your team. Knowing you’ll have to begin the selection process all over again — a long and costly procedure — makes it harder to part with the employee. Meanwhile, the good-natured people on the team have to pick up the slack, putting strain on your best people and leading to harmful side effects. Burnout, discontent with management, and customer service deficiencies are likely to develop.

Since this is a major problem in many organizations, guerrilla tactics are needed. keep reading…