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Interview day
Interviews need to be more than a series of scored, one-way, closed questions. Employers also need to stop quietly assuming every candidate just can’t wait to work for them. Hiring managers who take long-term hiring seriously make a concerted effort in creating an open and reciprocal interview environment for their candidates. As discussed in the previous post, they also value the presentation of an attractive image of the company, their culture and their values. Part 3 of long term hiring focuses on the most tangible portion of hiring – interview day.
Interview Method
As COVID-19 restrictions are enforcing social distance, video interviews have become the norm over the past year. The majority of businesses still use phone interviews as a screen of course but hiring managers should actively embrace video call software for effective and long-term focused hiring. For managers who move through a high numbers of candidates, time management becomes a key role in the hiring process. Compared to in-person interviews, video interviews can save a significant amount of time for both the employer and the job seeker. Video interviews tend to reduce small talk and introduction time in waiting rooms, board rooms, etc. Second, video interviews allow managers to subtly observe the candidate’s technological abilities. Depending on the role, managers would inevitably want to hire someone with basic knowledge of computer usage and video interviews can provide a clue into the candidate’s basic technological capabilities.
Conducting the “Two-Way Interview”
One of the main concepts that have been overarching throughout this series is the idea of the “two-way interview”. After proper preparation, hiring managers should understand the skill set, experience, and culture-fit of an ideal candidate. The next step for managers is to reflect these aspects into interview questions. Implementing behavioral / situational questions is important to assist in determining the culture fit of a candidate. Additionally, to make the candidates be at their most authentic “self”, managers should make an effort in creating a welcoming environment for the candidates, keeping the majority of questions open and conversational.
3 examples of culture questions to consider
Proper Follow-Up
While the candidate is typically the party that should follow up first to express their interest and thank you the interview, the employer needs to be mindful of their prompt follow up as well. If the candidate is one you are interested in, setting expectations for timelines is very important. This is a reflection of working with your organization and you want to demonstrate respect and transparency right away. What are the next steps, when should they expect to hear back, providing any feedback from the interview, as well as any potential further requests for references, demonstrations of work, etc.
There are many elements that feed into a strong hiring process that facilitates long-term hires. Presenting a strong company pitch, focusing on culture-fit, and carefully considering that candidate experience are three ways to ensure you’re on the right track to landing long-term talent.
For questions on how you can make improvements to your long-term hiring, reach out to us here, or send an e-mail to [email protected]
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The Two-Way Interview
One of the most important concepts in hiring that managers tend to forget is that the interview is a two-way process. Interviews are often reduced to a set of one-way questions from the managers to confirm resume info and judge personal or technical abilities. But there remains a great opportunity for the managers and candidate to meaningfully engage and understand one other before moving forward in the hiring process. While candidates need to prepare themselves to impress the managers, managers also need to be prepared to present their business and values as impressive to the candidates. This requires strategical preparation on the manager’s end and is not an easy task to do.
While often unspoken, or even unconscious, there is an underlying tendency to think every candidate is dying to work for your organization. It would come as a surprise to no one to learn this is not always the case. In todays work climate candidates have become more selective on where they choose to work. Job seekers take the overall employee experience, job satisfaction, and their employers’ social responsibility into heavy consideration. In preparation for the interview, it is helpful to consider the items outlined below.
Deconstruct your business. Pitch your values.
Before jumping into an interview, managers need to deconstruct their company structure and values in detail. It may seem obvious that managers would know their company structure and values, however, it comes to question if managers are accurately delivering this information to the candidate.
Repeated survey analysis indicate that the number one reason people quit their job is due to a poor relationship with their boss/manager. It stands to reason that if most people leave a job because of poor relationship with management, they will place high value on finding a job that promises the opposite. This stresses the importance of the hiring manager taking time to demonstrate what the candidate can expect from management and coworkers, as well as the emphasis they place on their values and work culture. These items are significant factors that play into the right hire wanting to work for your organization in the first place. When you start there, longevity and long-term hiring will follow.
Here are some questions on company culture and values that managers should ask themselves prior to holding the interview:
Taking the extra time to consider these questions prior to the interview will help provide an opportunity to address them head-on with the candidate. Answering questions on culture and values before they are asked helps ensure the exceptional candidate accepts your offer and not your competitor’s.
Part 3 of the “Long-term Hiring” series, will discuss the interview itself and how it related to long term hiring.
For questions on how you can make improvements to your long-term hiring, reach out to us here, or send an e-mail to [email protected]
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Introduction
As the Canadian economy continues to deal with the COVID-19 crisis, many businesses are still struggling to survive the financial impacts of the pandemic. In 2020 the BC Chamber of Commerce reported that 54% of the businesses surveyed has experienced a revenue decrease of more than 75%. Canada wide, 66% of businesses had experienced a revenue decrease over 50%. Hiring managers, among many other positions, have hit the bottom of their budgets, with many organizations forced to lay off workers to sustain their business. In 2020, CPABC stated that the unemployment rate jumped from 4.3% to 11.5%, putting the Canadian labour market in a severely unbalanced state. Encouragingly we’ve already seen this number come back down to 7.2%. For businesses not just looking to survive COVID, but to thrive – investing in talent remains as important as ever. This 3-part series on long term hiring will present strategies on how to hire top talent for your organization and how to keep them for the long-run.
Why is long term hiring so important now?
Cost Minimization
For companies trying to sustain their business, cost optimization has become more essential than ever, especially labour costs. For service sectors, labour costs tend to be the majority of operating costs, ranging up to 50% of total operation costs. And the cost of losing an employee and having to re-hire is significant. In fact, replacing a mid-level role costs approximately 20% of the annual salary. For higher-level roles, it could cost up 200% of the annual salary. Cutting cost in the hiring process, and therefore overall expenses, and will free up financial capacity for managers, lending to sustainable growth in the long run.
Employee Retention
Employee retention is a crucial component of long-term hiring. It starts with a flow of talented candidates joining the business, but this is meaningless without strong retention. With a focus on long-term employee health, satisfaction, and growth, employees will be satisfied and motivated working in their positions, naturally lowering the turnover rate. Low turnover rates directly correlate to minimizing labor costs, which shows the importance of long term hiring.
Business Growth
Employees that have stayed with your company long-term have hopefully become veterans and mentors to help newer employees grow and become successful. Having a greater ratio of long-term staff will give your team more expertise and help improve the company culture and morale. The team dynamic will be strengthened, and employees will be around long enough to see long-term goals realised. Achieving big-picture goals leads to increased motivation, work fulfilment, and completes the cycle by improving retention.
Part 2 of the series will discuss how the time before hosting any interviews is the crucial time to consider and improve upon long-term hiring practices.
For questions on how you can make improvements to your long-term hiring, reach out to us here, or send an e-mail to [email protected]
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]]>The post Hiring from Home: Remote Onboarding appeared first on Platinum Recruiting.
]]>The COVID-19 pandemic has forced many organizations to transition to remote and work-from-home options. While some organizations are putting a hold on new hires, many are still moving forward with recruitment and adding new members to their teams. In the temporary absence of face-to-face interviews, what are the best alternatives? How can you roll them out quickly? Is it feasible to complete the hiring and onboarding process remotely? This 3-part series on hiring from home will provide answers to these questions and cover the following topics: perfecting the phone interview, video interviews done right, and remote onboarding.
Last week, In part two, we discussed how to make the most of your video interview process. For steps on how to make your video interviews efficient and professional, read that article here. This week we discuss how to onboard a new hire from home.
A strong onboarding process can drastically shorten the window for a new hire to become a productive and efficient member of the team. At its best, it also provides a welcoming feeling, encouragement, and improves collaboration from day one. This process is important regardless of when you’re hiring, but requires extra care and consideration when working in a fully remote environment.
As soon as the contract is signed, the onboarding phase has begun. There is no need to wait until the first official day to engage your newest employee! Most new hires are expecting some form of communication or engagement right away, especially if there is a gap between the accepted date of the offer and the start date. While they may be finishing a 2-week, or more, notice period at another company (which should be respected) it doesn’t mean that your onboarding communication can’t begin. This is also a useful time to digitize any necessary onboarding documents that aren’t already online.
Setting the expectations for remote work is a crucial step in the preparation phase. This becomes all the more important if the hire has never worked remotely before or if the job will be inherently different from how the job would be performed in a non-remote setting. One of the most helpful pieces of information you can send in advance is a simple “What to expect on day 1” e-mail. If possible, this email should be followed up with a phone call to discuss any questions or concerns before the start date.
There are several resources you will want to provide in advance of day 1. Here are 4 key things to have sent out before the first shift has begun:
“What to expect on day 1” e-mail: As mentioned above, the what to expect e-mail can be very helpful for employees who may have never worked remotely before, or for individuals that have been hired for a non-remote position but due to COVID-19 will be temporary working from home.
IT contact information: This is helpful information for initial setup purposes, but also saves time out of your day by allowing direct communication between the new hire and your IT staff to work out any glitches that may occur.
Their team: Depending on the size of your company and the size of their team, you may want to provide their team members names and e-mails to help build a sense of community right away.
Software: Provide a list of the applications and software that your organization uses to help the new hire prepare before logging in on day 1. If they are using their own laptop they may want to download certain applications or software in advance.
Clearly defining IT’s role will help make the onboarding process smooth and efficient for everyone. Clarify with leadership (and finance) what may be necessary to facilitate this and ensure everyone is on the same page. Aside from the usual work required to prepare for a new hire, remote work demands more of the burden to be taken on by IT. If your organization hasn’t worked remotely before, IT will ensure safe and secure transmission of documents and information that may have previously stayed on an internal server. They will ensure employees are setup properly without their computer being present and likely relying on a remote computer access software. There’s always the chance for technology to go wrong when getting started, so letting IT know in advance what is required will allow them to plan and have the necessary tools and back-up plans in place.
It is important to consider how you can facilitate mentorship for each new hire. Mentorship is a very important piece for any staff member, providing a go-to individual for questions and advice. If you are able to provide a mentor internally, assign a mentor that is not their direct manager. This typically facilitates more open discussion and prevents the new employee from avoiding questions in the early stages to prove themselves.
The onboarding process can be long and involved, and when done remotely carries an even higher likelihood of feeling monotonous. Instead of slogging through manuals and text for hours or days on end, break up your training with different platforms and mediums. Discuss a topic through Zoom, walk them through a software with screen sharing, have different members of the team engage with a phone call, and learn the product or service by actively doing more than listening. The variety and change can go a long way in keeping new hires engaged, learning more quickly, and understanding more thoroughly.
Receiving feedback is a crucial component in learning any new task and this aspect of onboarding is only further emphasized in a remote environment. Feedback should be provided frequently and from multiple parties. This loops back to the idea of differentiating between a manager and a mentor. Feedback should come from both, and at different times. Remote work provides fewer natural opportunities for leadership to provide feedback, so remember to be intentional about when and how it’s delivered. Build blocks right into their schedule if needed. Peers in the workplace should also be providing feedback and encouragement to new hires and can do so easily with your remote communication software of choice, whether that’s Slack, Microsoft Teams, or Google Hangouts.
Note: If your organization has anyone working remotely and you aren’t using a tool comparable to Slack, Microsoft Teams, or Google Hangouts – start using one immediately.
Building off the idea of team communication, building a culture of teamwork and collaboration remotely does not have to a daunting task. We’re in the golden age of remote collaboration. Some will catch on faster than others, but most new hires are going to have a base level of familiarity with online teamwork. The software tools mentioned above (Slack, Teams, and Hangouts) make this very easy. Exploring the company mission and values are a common starting point in the onboarding process, often acting as defining principles for how to interact with customers or coworkers. Implement this in the same way with remote teams and be intentional about bringing them up and including them in communication. Being remote for work, especially when home alone, can be isolating or lonely. Not only do we need to provide new hires with encouragement and feedback, we want them to feel like a part of our community. Take time to engage in team building exercises as this will help break down that feeling of isolation and have the team feeling more comfortable to collaborate on difficult projects or ask for help with challenging customers.
Keep hiring Remote!
After COVID-19 is over here are 3 compelling reasons to keep hiring remote!
Conclusion
The remote onboarding process requires well-prepared IT staff, preparing and providing resources to employees in advance, and putting an extra emphasis on mentorship and teamwork. Following the steps outlined in this article will make the onboarding process more efficient and help facilitate the best possible start for your new hire. It may also help you see that a remote hire is not something exclusive to times of pandemic, but something your team can implement indefinitely to gain talent, reduce costs, and increase retention.
For more information on our client services and how we can help you hire, visit https://platinumrecruiting.ca/client-services/
For any questions please e-mail [email protected]
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]]>The post Hiring From Home: Video Interviews Done Right appeared first on Platinum Recruiting.
]]>The COVID-19 pandemic has forced many organizations to transition to remote and work-from-home options. While some organizations are putting a hold on new hires, many are still moving forward with recruitment and adding new members to their teams. In the temporary absence of face-to-face interviews, what are the best alternatives? How can you roll them out quickly? Is it feasible to complete the hiring and onboarding process remotely? This 3-part series on hiring from home will provide answers to these questions and cover the following topics: perfecting the phone interview, video interviews done right, and remote onboarding.
Last week, In part one, we discussed the value and significance of the phone interview. For steps on how to perfect your phone interview, read that article here. This week we discuss the video interview.
It will come as no surprise that video interviewing has been on the rise long before the COVID-19 pandemic. According to a survey back in 2012, 60% of HR managers reported using video to conduct an interview. Their prevalence has only continued to rise and while the number of organizations using them in 2020 is still unknown, I suspect it will be a record year. In the past, the majority of video interviews took place in scenarios where an in-person interview wasn’t available but there is a growing list of reasons why video interviews are becoming more frequent.
The first and most obvious reason (at the time of writing this) is the shutdown of many physical office locations. Since the spread of the recent coronavirus many North American companies are now fully remote. As a result, many companies were forced to move exclusively to remote interviews, if they hadn’t been doing so already. Google and LinkedIn moved exclusively to remote interviewing almost a month ago, on March 4th and 5th respectively.
Beyond the pandemic, reasons to consider utilizing video interviews include time savings, money savings, and flexibility for both staff and candidates. Time savings refers to two things: tightening up your daily schedule by not requiring candidates to come in person, and using video interviews to shorten the duration of the entire hiring process. On average the hiring process takes 45 days to complete. The flexibility of having the interview online helps to shorten that timeframe by moving interviews up, often into smaller time-slots, increasing availability and making for quicker decisions. There is also the option of one-way video interviews, which can be completed immediately and are not dependent on the availability of the recruiter or HR staff.
The normal online interview is a 2-way conversation via a live video stream. In a one-way interview the candidate is provided pre-determined interview questions to go through on their own time and record their answers on video, through a software such as Spark Hire (discussed below). Those recorded answers are reviewed later by a recruiter or HR staff member. The process the candidates go through can be customized which makes this style very flexible. Time limits for answers, number and type of questions, and testing are a few of many elements that can be altered. This style means employers can view many more applicants than previously possible due to time or resource constraints. A recruiter can watch several minutes of video and rule in or rule out candidates in that time, versus spending 30-60 minutes meeting candidates in person and conducting interviews (not to mention time spent changing or rescheduling interviews). While this can be a great option in some scenarios, this blog is primarily focused on the virtual one-on-one interview style.
In 2020 there are more video interviewing options available than anyone would care to read about. The software available ranges from free, straightforward video chat applications to Enterprise level software with built-in ATS (Applicant Tracking systems). To keep it simple I will present 4 of the best options out there. Spoiler alert, Skype is dead.
It is important to keep the candidate experience in mind during the video interview process. While some candidates may have no problem navigating this process, it will undoubtedly be new for some. We want to make sure we’re minimizing any potential roadblocks or frustrations along the way. The video interview process reflects on your organization as much as an in-person interview, so a professional and progressive experience should be top of mind.
Provide instructions for the interview well in advance in order to provide time for the candidate to test their remote setup. Send an e-mail that Includes links to useful pages such as FAQ’s, help sections, or tutorial videos. Make no assumptions on a candidate’s proficiency on the software of your choice. This is why choosing a user-friendly software is a very important factor to consider before making a purchase. Go through the process with a colleague in a trial run where you fulfill the role of the candidate to understand how the software works on the receiving end. Lastly, as an added precaution, provide a backup phone number they can call if there are any glitches and ask for one from them as well.
Make sure to test your setup in advance so you can be confident that both audio and video will work reliably. At the beginning of the interview confirm with the candidate that the audio is transmitting well. If either one of you do run into problems don’t worry, you certainly won’t be the last person to do so. Remember to be understanding if their set-up takes a little extra effort. Enjoy the brief game of charades that ensues while you try to explain you can’t hear their voice. There are several features, depending on the software you are using, that go a long way in making your call more professional. Blurring your background can be helpful in eliminating distractions and providing a professional feel, especially if there might be movement behind you. Adding your company logo or branding to the screens can be done on a number of the software applications, VidCruiter being one of them. Remember to square your face/upper body in the center of the frame and ensure the lighting is adequate in advance. Maintain eye contact as much as possible and remember to speak clearly and loudly. All these little things add up to make a big difference in the look and feel of your interview.
One of the great things about video interviews is the ability to read body language and facial expressions. Just like a normal interview take time early on to greet one another and feel comfortable. When you meet in-person there is some time to shake hands (remember those days?) and introduce yourselves as you meet in the lobby, for example, or walk to the interview room. Take some time at the beginning to build that rapport and comfort-level before diving in.
As with the phone interview, you want to have a mix of targeted questions and more open-ended and conversational questions. Everything should be standardized and measurable, but you also want to provide opportunity for them to really take time to demonstrate who they are and how they interact. Video interviews are a great opportunity to dig into questions on culture fit. A question such as “tell me about a workplace (or work culture) that you really enjoyed and what made it so great?” You can also ask the opposite and learn about a culture they did not enjoy. These question can reveal a lot about what work cultures suit them best and provide insight into how well that might align with your culture.
Having a clear future is an important part of wrapping up any interview. Outline the next steps to the candidate: when should they expect to hear back? From whom? If next steps are already known, determine the date and time together right then. Discuss any follow up documents that might be sent. Ask them if they feel clear and if they have any final questions themselves.
Throughout the hiring process it’s important to make the most of every interaction with applicants. Having a professional and efficient video interview process saves time, money, and offers valuable insight. Following the steps outlined in this article will make the most of your video interviews, save money, and speed up the hiring process to help find the right fit for your organization.
Part 3 of the Hiring from Home series will be released next week. The topic: Remote Onboarding.
For more information on our client services and how we can help you hire, visit https://platinumrecruiting.ca/client-services/
For any questions please e-mail [email protected]
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]]>The post Hiring from Home: Perfecting the Phone Interview appeared first on Platinum Recruiting.
]]>The COVID-19 pandemic has forced many organizations to transition to remote and work-from-home options. While some organizations are putting a hold on new hires, many are still moving forward with recruitment and adding new members to their teams. In the temporary absence of face-to-face interviews, what are the best alternatives? How can you roll them out quickly? Is it feasible to complete the hiring and onboarding process remotely? This 3-part series on hiring from home will provide answers to these questions and cover the following topics: perfecting the phone interview, video interviews done right, and remote onboarding.
Phone interviews may be considered second-rate in the eyes of those involved in the hiring process, but there are some great advantages to the phone interview as well. Best-selling author and journalist Malcolm Gladwell wrote about this in his most recent book: Talking to Strangers. Drawing from both research and experience he explains that his preferred method of interviewing is over the phone. Even when face to face is available, Gladwell recommends the phone interview as the best method to judge certain aspects of a potential hire. The reason? Minimizing bias. When we see someone in person and read into subtle facial expressions and body language (both consciously and subconsciously) we are prone to making errors in judgement, Gladwell explains. To be clear, we would not suggest that face-to-face interviews be put aside for the telephone, but what we can say with confidence is that phone interviews hold great value, regardless of the situation you find yourself in. Let’s explore how to maximize this tool.
Phone interviews work beautifully as the first stage of an interview process. It takes less time out of your schedule, can be a great screening tool, and most importantly for the purposes of this discussion – it can be done from anywhere! Also, as discussed above it can help minimize bias in the early stages. The first crucial step to perfecting the phone interview is the setup.
If you are conducting your phone interview as a conference call or on speakerphone, it is strongly recommended to mute yourself when not speaking. Limiting the background noise is very helpful for both you and the candidate to have a clear and distraction-free conversation, especially considering the call may be taken at home or anywhere else remotely. Also, make sure to test your headphones or earbuds before the interview, as they tend to pick up extra background noise or make your voice sound more distant.
Knowing you can’t be seen can make distractions easier to come by. Find a place that is quiet where you won’t be interrupted and have your desk space as clear as possible. Minimize what’s around you. Have all the necessary tools in front of you: laptop or paper and pen, glass of water perhaps, but nothing else.
Outline your call ahead of time and discuss that timeline again at the start of the call. Having a clear, mutually understood plan for the call is helpful to maximize the efficiency and can help avoid awkward transitions. Without facial expressions or body language to read, a plan set out ahead of time is extra valuable to keep the flow of conversation between both parties.
Without body language it can be more difficult for both sides to understand how the other is responding or feeling through the conversation, so remember to practice some active listening when possible. If you are muted while the candidate is talking you can either let them know this in advance, or unmute for feedback throughout the conversation.
If the role they are interviewing for involves regular phone communication, consider a scenario-based question where you act as the client or customer that they may be speaking to in their role. This is an area where phone-based interview can really shine. While their knowledge of your organization or product might not be perfect, it’s important to understand how their tone will be with customers. According to Albert Mehrabain’s famous research, when determining whether we like or trust the person we’re speaking with over the phone, 87% is weighted on tone and only 13% on the words themselves.
In addition to asking all your standardized questions it is important to build rapport over the phone as well. Not being face-to-face doesn’t mean the interview has to be robotic or cold. Take some time to ask open-ended and conversational questions that get them talking. An example of this could be “tell me about a workplace that you really enjoyed and what made it so great?” This question allows them to open up into a topic that is positive in nature, and it’s likely that speaking about this will come easily.
Outline the next steps to the candidate: when should they expect to hear back? From whom? If next steps are already known, determine the date and time right there while you have them on the phone. Discuss any follow up documents that might be sent. Ask them if they feel clear and if they have any final questions themselves.
Throughout the hiring process it’s important to make the most of every interaction with applicants. Having a robust phone interview process saves time, money, and offers valuable insights. Following the steps outlined in this article will help maximize the efficiency of your phone interviews and help rule-in or rule-out candidates early in the process.
Part 2 of the Hiring from Home series will be released next week. The topic: Video Interviews Done Right.
For more information on our client services and how we can help you hire, visit https://platinumrecruiting.ca/client-services/
For any questions please e-mail [email protected]
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]]>Are you screening your potential employees with computer testing?
Whether that means basic computer literacy, software specific testing, or typing speed, you should be screening all relevant employees and here’s why:
Keys to remember:
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]]>You’ve been scheduled for an interview with a potential employer… now what?!
Do Your Research
It is wise to find out as much as you can about the company you will be interviewing with. Review their website, social media channels, employee bios on LinkedIn, news articles or press releases they may be featured in, etc. Demonstrating that you taken the time to learn about the company and to establish why you would be interested in joining their team can go a long way. Write down any questions that may arise through your research.
Craft Your Responses
While you certainly don’t want to sound like a robot giving a speech, it is important to consider in advance how you will answer key questions. You want to be aware of talking too much and alternately too little. Find a balance between “rambling and oversharing” and being too conservative or simplistic in your responses. Paint a clear picture of your past roles, responsibilities, and achievements without getting lost in unnecessary details. Try to be positive when outlining experiences with past managers and colleagues as well as when referencing the reasons you are seeking new employment. Be careful about the personal details you share about yourself or those you have worked with.
Arrive Prepared
When the day of your interview arrives, being prepared will help calm your nerves. Try to get a good rest the night before and have a meal or snack before you leave for your appointment. Don’t bring coffee into an interview. Print off extra copies of your resume and references. Find out in advance what your options for parking are and ensure you leave adequate time to find a parking spot. Bring a list of questions to ask during the interview along with a notebook and pen.
Follow Up
At the end of the interview, ask for a business card from the individuals you interviewed with. Within a day of your interview, send a note to each of them thanking them for the opportunity to interview. If you still feel interested in the position, outline a few key reasons you are interested in joining the company and highlight how you could contribute to it given the opportunity.
If you’re looking for temporary or permanent career opportunities, contact the team at Platinum Recruiting to access our FREE services for job seekers!
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]]>If you’re new to having an external recruitment agency work on your behalf to find great employees for your company, here’s what you can expect when you work with Platinum Recruiting. We focus on opportunities in Kelowna and surrounding areas such as West Kelowna, Lake Country, Vernon and Penticton
Temporary Placements
Permanent Placements
Start the Process
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