What Job Seekers Need in a Recruiter
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Interview
The yearning to “return to normal” will not look the same everywhere. This fact is accurate with recruiting and procurement proceedings. The height of the pandemic was a season when people had to adapt and be flexible. Organizations are assessing what worked and what didn’t. When pandemic era practices became more efficient, organizations should be open-minded enough to change how they implement processes. Here are some hiring trends that we expect will be more long term:
Video conferencing is the norm...
In-person interviewing will change at least with an initial screening process and second-round interviews. Remote interviewing saves time and money with traveling for candidates as well as employees. If you have ever been to an online conference, you can watch sessions back-to-back instead of running around a convention hall. For employers, accessing more information by re-playing the interview helps to consider positive and negative moments. Doing so highlights the personality over the resume.
But, be mindful of how to use it
Avoid leaning too heavily on video, a tool that could be misused. Automation may be convenient for you, but being inauthentic comes at a human cost. Video is ideal for recording dialogue, but don’t make a candidate record their answers for you. It makes candidates anxious, and many don’t want to hear the voice which increases insecurity. You need candidates to remain confident during their job search as well. This is wooden and inauthentic and tells the candidate they won’t be treated like a human if it starts this way. More meaningful connections with candidates are something we will maintain.
Focus on Candidate Needs
Employers have their goals and vision, but organizations must cater to the talent especially now more than ever. Companies need people and must meet them where they are. It is a candidate market right now and not ideal for employers. Keep this in mind with building your teams and implementing company culture. Consider the flexibility of a work/life balance, competitive wages, unique benefits, special social events, and other ways to show that you care.
Embracing Diversity and Inclusion
Diversity, Equity, and Inclusion (DEI) is a topic that is not going away. More than a trendy concept, DEI provides confidence to all employees to show up each day without hesitation of being themselves. These policies promote increased commitment, productivity, and collaboration that indirectly helps increase revenue and improve retention. Being accessible to all employees despite age, sex, sexual orientation, gender identity, religion, or marital status is vital.
Hiring Per Project
Project-based work is an accelerating trend. Demand can ebb and flow, and it will likely be the norm moving forward. Hiring on a temporary or project basis is an increasing trend. This depends on the boom or bust needs of various industries. Healthcare is more stable than most industries, but pandemic-related emergencies have increased demand as well.
Since WSi has recruited talent starting in 1988, WSi has had the experience to place top talent at recognizable institutions. We consider these upcoming trends with our thorough hiring process. If you are looking for your next position reach out for your staffing needs.
In this digital age, learning the appropriate ways to follow up after a job interview is important. In the past, you were encouraged to send a hand-written note. While that is still acceptable, things can move pretty fast. You want to stay on the radar of the hiring manager, and that means sending the right email, which depends on the type of interview. Here are five guidelines for sending that all-important follow-up email after a job interview.
If it’s conducted well, an exit interview can be just as important as interviewing potential job candidates. The feedback you gain can help you retain current top performers and attract new ones.
If you want to find candidates who match your business goals, work ethic and retention needs, behavioral interview questions work. What are the benefits? And how can you get the most out of this technique?
Reliability in the workplace is important for every business. How can you interview job candidates for reliability and learn about their work ethic before you make an offer? Below are five questions to ask every candidate.
Questions to Determine Reliability
The examples below provide a basis for interview questions that help determine a candidate’s reliability. You can adapt the questions or create new ones to match your business needs. Beneath each question is types of responses that can reveal a positive, or a problematic, work ethic.
What convinced you to leave your last job or look for a new one?
Positive Responses
Provide examples of successes and accomplishments
Include expressions of satisfaction from completing projects and readiness for a new challenge
Provide details about what the candidate liked about the position
Problematic Responses
Include complaints of low pay
Express boredom at work
Complain about management
Give an example of a time when you went out of your way to resolve an issue at work. What were the results, and who benefited from them?
Positive Responses
Provide details
Clearly state results
Relate tangible benefits
Problematic Responses
Avoid giving an example
Are generic
Include complaints about management
Describe a time when you missed a deadline or failed to follow through. Who was affected? How did you correct the situation? What did you do to help prevent it from happening in the future?
Positive Responses
Provide details of a missed deadline
Acknowledge how the candidate was at fault
Give a clear indication of what the candidate learned and how they worked toward improvement
Problematic Responses
“I always leave on time. I can only do so much in a day.”
Place the blame on someone else
Before you say your work is finished, what do you do to ensure you’ve done your best?
Positive Responses
Reveal the candidate has a system to review work and catch errors
Express willingness to spend extra time to ensure work is correct
Indicate willingness to ask for assistance when needed
Problematic Responses
Include complaints about processes and the inability, or lack of time, to check work
Express over-confidence
Reveal a “nobody else cares, so I don’t care” attitude
Tell me about a time you had to follow directions or guidelines that you didn’t agree with.
Positive Responses
Show directions were followed
Indicate suggestions for improvement were offered later
Reveal a positive attitude was maintained
Problematic Responses
Imply directions were ignored or bypassed
Give evidence of anger or frustration
Include negative comments about guidelines or the management team
Experts at Finding Reliable Staff
Screening and interviewing job candidates—and asking the right questions to reveal a person’s reliability—take a lot of effort. At WSi, we understand the details that matter in finding top talent to meet your business requirements and respect your work culture. Contact us today for expert assistance in finding the right staff.
No matter what, you always want to be perceived as the right one for the job. But even if your resume is great and you have 10 references, you need to know, you can mess up the interview with your appearance. Image really is everything. Here are a few tips >>