effective hiring Archives - TAB Corporate

Tech Tools for Interviewing & Qualifying Employee Candidates

Recruitment Qualification Mission Application Employment Hiring

We asked TAB members and business coaches to submit business tips for using tools and techniques to interview and qualify employee candidates in this edition of business tips from the top.

Interviewing

Today’s high-tech, global society has made digital communications part of everyday life. Many companies are using tools such as video conferencing to connect with off-site colleagues, clients, and/or prospective clients. Tools such as Go-To-Meeting can be of great use for larger meetings with attendees calling in from many different locations. Skype, on the other hand, is a free video conferencing service that is used in many businesses. That is why many of these businesses now make a Skype (or video) interview an initial part of the interview process. A Skype call generally takes less time, for both parties, than a personal interview, and can certainly be less costly than flying people in from out of town. Most importantly, it gives the interviewer the opportunity to see how a candidate conducts a video call.

Does the candidate keep their eyes glued to their own image at the bottom of the screen, or do they understand that they need to keep their eyes on the video camera? Are they able to properly focus on the conversation, or do they seem to get distracted by things that are happening on their end of the call? These insights will tell you how this person will conduct him or herself with a client or prospect.

Pro Business Tip: Non-verbal cues become incredibly important in a video interview. Watch your candidate’s facial expressions and eye movement when you are talking, as well as when they are. Do their eyes wonder as you are talking? Do their eyebrows raise in excitement or lower in disappointment or skepticism?

This Inc. article provides great tips for conducting Skype interviews.

Qualifying

Human Resources has met social media, and many companies now make it part of their process to check candidate’s social media accounts and online presence. You do not necessarily need to go as far as requiring them to provide their login information (though some companies do). A simple Google search will often bring up the person’s social media profiles, pictures and other sites that might mention their name. You will be amazed by how much you can often learn about a person’s character and experience with a simple search.

Now you have a short list of candidates that you would like to pursue further. The next step in a successful hiring process is to get to know the candidates a little better. Beyond the standard interviewing process, many businesses use a Meyers-Briggs Type Indicator® or TTI TriMetrix® employee behavioral assessment. These assessments are used to understand how an employee will react to different environments and situations. There are also assessments that help indicate what motivates an employee.

Is your candidate highly motivated by financial gain, or do their interests lie in professional development or continued education? Do they care more about receiving greater compensation, or maybe a couple extra paid days off a year as they advance. Understanding an employee’s behaviors and motivators will help you determine if they are the right fit for the position, the organizational structure, and the culture of the company. It will also help you communicate with and reward (or discipline) this employee effectively if they are brought on board; laying the foundation for a mutually beneficial, long-term relationship.

Pro Business Tip: If you have not done this type of assessment on your current employees and/or leadership team, consider doing so. The results may surprise you. We have seen substantial improvement in team community and overall company culture after doing behavior & motivator assessments and communications sessions with hundreds of businesses.

Now you’re ready to make the offer! Here are some great business tips for getting your employee off to a great start.

This really just scratches the surface of how companies are using technology to interview and qualify employee candidates, but TAB’s Tips from the Top series is all about sharing advice. So share your interviewing tech advice with us! What tools and techniques do you use that help you with the interviewing and qualifying process?

 

Recruiting Employees in the Digital Age

Curriculum Vitae Recruitment Candidate Job Position

As in so many areas of our lives, recruiting employees has largely gone digital. Although finding the perfect fit is key to your company’s success, the recruiting process can be expensive, time consuming and—let’s face it—downright frustrating! That is why we asked our TAB members and business coaches for business tips to help create this edition of business tips from the top. Today, we are focusing on how businesses have evolved their recruiting practices to take advantage of the tools and services available to us.

It should come as no surprise that LinkedIn (as well as other social media channels) has become a great recruiting resource. The best way to get started is to post an update letting your network know that you are looking to fill a position. You may not directly know someone who would be a perfect fit in your network, but friends-of-friends are great resources to get started with. Also post to the jobs section of the LinkedIn groups your are a member of, allowing you to reach a larger audience.

The Advanced Search function on LinkedIn can be used to search for people within your network that come up using relevant keywords. For example, if you need to hire an accounts receivable specialist, type “accounts receivable” into the search field to find connections in your network that have “accounts receivable” in their profile. This takes a little bit of time and effort, but does not cost a dime and can be very effective.

The next level in recruiting activities includes posting a paid job post on sites such as LinkedIn, Careerbuilder, Monster.com, or Indeed.com. Most of these sites provide different posting package levels for you to choose from. When choosing a job post site, consider:

  • Job post reach: Some services, such as Monster.com, have partnered with other websites and local online publications to provide their client job posts greater online reach. Research whether your job post will just be visible on the specific site, or if they have partnered with other websites to promote job posts.
  • Pricing structure vs. your budget: Job posts can become pricey, so taking your recruiting budget into consideration is a must. Pricing structures vary greatly. Indeed.com, for example, uses a pay-per-click pricing model, while others will charge a flat fee per job post.
  • Pricing structure vs. your recruiting needs: Consider the number of positions you are looking to fill. Most job board websites will provide a discount for purchasing multiple job posts at once to be used within a pre-determined period of time, usually 12 months.

Pro Business Tip: Branding your business for employee recruitment can be every bit as important as branding for awareness and client acquisition. Think about how your company’s social media pages and website communicate company culture and work environment to potential recruits.

Stay tuned, because next we’ll talk about qualifying and interviewing candidates. But for now, TAB’s Tips from the Top series is all about sharing advice. It’s your turn to share your advice with us! What recruiting techniques and tools are you using to find and attract the right talent?