A regional convenience store chain with a not-so-stellar reputation recently renovated the store located a couple miles from my house. It’s actually quite beautiful as c-stores go — bright and open with new fixtures, colorful signage, and a classy stone façade.
But what happened in front of the refurbished building is what really caught my attention during my visit there last week. keep reading…
Today’s Roundup (you do remember Roundup, don’t you?) is about recruiting karma.
Not yet another reprise of those stories about great people who were rejected by some frenzied recruiter working 39 reqs. No siree, this Roundup is all about that “what goes around comes around” thing.
First up is a lawsuit against Apple, accusing it of poaching the cream of battery maker A123 Systems’ engineers. keep reading…
Odds are that it happens way too frequently at your firm. You finally get a highly qualified applicant for one of your critical jobs, and in what seems like an instant, the prized candidate you are counting on is gone.
The reason that you can’t land any of these top “in-demand” candidates is simply because they have already accepted another offer before you have even completed your standard interviewing process. Fortunately, there is a way to stop this loss of top candidates, and it is called a one-day hiring program.
One-day hiring is a condensed corporate hiring process where you complete all interviewing and reference checking and you make an offer before the candidate leaves the building. The effectiveness of one-day hiring has been demonstrated many times in the hiring of nurses, call-center staff, and for retail jobs (including Wal-Mart and Urban Outfitters). It is also routinely used when hiring interns and many college hires. In last week’s Part 1, I highlighted the many benefits of a one-day hiring process. This Part 2 covers the recommended action steps for implementing an effective one-day hiring process. keep reading…
The average time to fill an average job in the United States is 25 days; unfortunately, in many cases top candidates are no longer available after 10 days.
You may think that making quick hiring decisions would lower the quality of your hire, but the reality is that in most cases, the reverse is true. The very best candidates are in high demand. They are likely to receive multiple offers. And because they are decisive individuals, they are likely to accept another offer before most corporate processes are only one third completed. If you’re skeptical, simply have an intern call your top candidates each day and ask them if they’re still available. You’ll be surprised to learn how quickly they are gone.
I am not advocating one-day or same day hiring for every job. However, you need to have this option available when either a top candidate applies or for jobs where your data shows that available candidates are quickly out of the market (like nursing and software engineer vacancies). You can maintain high-quality hiring standards using same-day hiring if you take the air out of your normal hiring process and if you learn how to assess candidates quickly. More on the “how-to” later, but first let’s go over the many benefits of one-day hiring.
The Many Benefits of One-day Hiring keep reading…
Areas where recruiting must change during 2015
If you are frustrated because your recruiting approaches are no longer producing great results, you will be happy to know that there is a logical reason behind it. I estimate that 90 percent of recruiting leaders and hiring managers have yet to realize that the power in the recruiting relationship, which for years has favored employers, has shifted over to the jobseekers.
The technical term for this change is a shift from an employer-driven market to a candidate-driven market. And The Recruiter Sentiment Survey by the MRINetwork has revealed that 83 percent of the surveyed recruiters have realized that the power has now shifted to the candidate.
Knowing the reasons for shift is less important for recruiting leaders and hiring managers than recognizing that when jobseekers hold the power in the relationship, your current array of recruiting tools and approaches will literally stop working.
Another interesting phenomenon happens after the power shifts.
After watching over a hundred video interviews, I’ve come to believe they can replace the traditional phone screen, especially for positions with a high volume of applicants.
Recently, I reluctantly tried video interviewing for campus recruiting and found it to be a fabulous success that exceeded expectations. However, when the concept was initially presented there was a healthy dose of skepticism. It was one of those rare occasions when you communicate to your team that the trial is not really optional. Since then we’ve also been using it outside campus recruiting, primarily when the demographic is millennials or Gen Y and the applicant volume is high. Like most people, I initially stuck my nose up at the idea of losing the personal touch of a two-way conversation, but these brief interviews reveal so much about candidates.
Our skeptics have quickly become converts. This fall alone, we’ve screened three times as many people in about 80 percent of the previous time commitment. I would never have believed it if I had not tried it. The technology still has its faults, but I certainly think it’s headed in the right direction (I’m pushing our vendor to develop more functionality).
Typically the format for one-way (asynchronous) video interviews goes something like this: after screening a resume, you send out an email invitation to a candidate to participate in a video interview. The email contains a hyperlink which takes them to a website where they view pre-recorded short video clips of people asking interview questions. After each clip, candidates have a pre-determined (and brief) amount of time to think about the question, after which their webcam automatically begins recording their answers which are then saved for your viewing. Typically there are no re-takes.
Here are 10 positives: keep reading…
Even an average teacher knows the answers to a test before:
- scoring the test
- administering the test
- teaching the lesson
- developing the lesson plan
- and creating the course syllabus
Compare that to state of readiness of many interviewers. keep reading…
A contest for people to submit their favorite interview questions yielded the interesting, the odd, the useful, the insightful, and the obscene. They included such questions as: “What is your favorite palindrome?” and “Why did America stop selling War Bonds?”
And some I can’t publish without washing my own mouth out with soap.
The contest, put on by VoiceGlance, ran in a 10-week period in May, June, and July. Most of the answers came in via LinkedIn groups, and were sent in by HR managers, recruiters, and some job seekers in the U.S., India, China, Nepal, Malta, the UK, and Canada.
Here are the questions turned in, and at the end of this post, some of the questions the judge — me — selected as winners.
(I generally tried to pick questions that were related to actual success on the job. Suffice it say, I didn’t pick any questions about your favorite barnyard animal, and I didn’t pick the one about “what does family mean to you?”)
Yesterday I listed seven operational habits that characterize unsuccessful recruiters. In this second part, I examine not only the actions that distinguish the successful recruiters, but also the talent mindset that must be adopted. It is the capacity to embrace a “paradigm shift” in your recruiting philosophy that really determines how successful you will be in your talent acquisition efforts.
First, let’s stop fooling ourselves. keep reading…
Being so awesomely culturally plugged in, I can not believe me and my little Roundup column missed the Google Glass recruiting interview video from TMP Labs.
Cool as it is, and not so much a concept thing as entirely possible pretty much now, the TMP video gets beat hands down (and by 2.698 million views to 13,158) by a Google Glass interview video from Gonzaguetv. keep reading…
This July is the kind of month Roundup lives for. It’s the silly season times three.
So far this month we’ve heard about:
Recruiters and hiring managers’ shared goal is to fill positions with top talent. So why do they often end up frustrated with each other? Most often, it’s because hiring managers and recruiters have different perspectives and approaches when it comes to hiring.
The only person you can change is you. Take on the responsibility to be a guide, to provide value by serving to help the hiring manager succeed, and in doing so, create a spirit of partnership. Here is some guidance to help you forge a successful working relationship with hiring managers. keep reading…
“What is your greatest weakness?” is the worst interview question, ever.
Here’s why you should be asking candidates about their greatest strength. keep reading…
A career site for developers has a new interviewing guide out for evaluating a candidate’s Rails knowledge.
It’s not meant as a list of questions a candidate must know the answer to, but as more of a sample interview question page.
Here’s the link.
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Need a hint? It’s a Twitter recruiting message.
Another? It’s a simple (they tell me) substitution cipher.
Give up? Don’t care? Clearly you are not NSA material. (That would be the National Security Agency.) The agency may have its problems keeping its secrets secret, but the clever recruiters there sure know how to use Twitter. keep reading…
In a one-way video interview, candidates answer employer’s questions with short video answers. These answers can be viewed at any time and for any duration. If you know immediately someone is all wrong for the job, you can move on to a better fitting candidate.
The key to making one-way video interviews work for you is to come up with a list of questions to give insight into the candidate’s cultural fit. For instance, here are some questions you might want to ask in the one-way video interview: keep reading…
So much information is thrown at job seekers on how to interview: here is how to dress; here is what to say; this is the answer to the million-dollar salary question; be sure to send a thank-you letter, etc. Then there are the horrid interview stories that everyone consistently shares with one another and laughs at: the girl who brought her cat into an interview, the recent college graduate who mid-way through the interview takes a call on his cell phone, the gentleman who shows up dressed in shorts — just to name a few recruiting water cooler stories.
Yet, hardly if ever does anyone, especially recruiters, HR professionals or hiring managers stop to look at themselves and analyze their own behavior. keep reading…
This continuation of the two-part article covers specific actions that corporate recruiters can implement to speed up their hiring during each individual step of the recruiting process. Part 1 covered the cost of slow hiring and some advanced steps on how to improve the speed of the overall hiring process.
Speed Improvements for Each Major Step of Recruiting keep reading…
You would be hard pressed to find a candidate today who isn’t familiar with and prepared for a behavioral interview. A behavioral interview is based on the premise that past performance predicts future behavior. It’s designed to elicit information about how candidates handled a past challenge and the behaviors and decision-making process that went into it. A classic example of a behavioral question is: “Tell me about a time when you had to deal with a difficult customer.” If you’ve been hired in the last 20 years, you’ve probably been asked that.
A Google search for “behavioral interviewing” yields 6.4 million results. Candidates research and rehearse for the most common questions and may even be able to drill down to the specific questions your hiring managers ask via “reviews” from recent candidates on social sites.
Time for Behavioral Interviewing 2.0 keep reading…
Norm Abrams of PBS’s long-running series This Old House spent a lot of time educating viewers on the value of using the appropriate tools. He used to say that the wrong tool in the right hands would always produce disappointing results. As builders of teams — not houses — HR leaders might consider this statement in reverse. After all, when it comes to staffing, the right tool in the wrong hands can be detrimental, too.
Case in point: The peer interview. keep reading…