5 Reasons to Use Video Interviews to Find Top Talent

Today, the hiring and recruiting process are changing. Technology is a valuable part of our society. The job market is evolving. Are you implementing the latest technology to recruit candidates?

How you interview is an important part of the hiring process. It leaves an impression with candidates – good or bad. Are you ready to learn 5 reasons to use video interviews to find top talent? Let’s dive in.

Recruiter Tips
Job Seeker
  1. Saves Time

 As a recruiter or hiring manager, you have to interview a lot of people. Meeting in-person can quickly take a big chunk out of your day. On average, most recruiters will know within 90 seconds if a candidate isn’t a good fit.

Video interviewing, like a service offered by Spark Hire, is a quick way to interview potential candidates, and cut down on interviewing time. That way, you can spend more time with promising candidates, and move them further in the interviewing and hiring processes.

Plus, the videos are archived so you can review them again later, or share them with colleagues.

Recruiter Tips
Chicago Jobs
  1. Expands Your Reach

 Not every ideal candidate can meet in person. For job candidates relocating in the future, airfare can be an expensive investment, especially for one interview.

With video interviews, you can meet with candidates anywhere in the world, at any time you need. No traveling necessary. You’re able to broaden your search without the extra hiring costs.

Related: 4 Questions to Ask Before Hiring a Job Candidate

  1. Decreases the Candidate Pool

For every job ad, you’ll receive, on average, 200 applications. That’s a lot of candidates to sift through. Video interviews simplify the interviewing process and allow you to decide quickly which candidates are promising or not.

Use the first interview to ask questions that will allow you to see if a candidate fit with the company’s culture. You can spend less time with applicants that don’t match. One-way interviewing allows candidates to answer questions, which you can view later.

Hiring Tips
Hiring Manager
  1. Shows You’re Innovative and Cutting Edge

 Today, candidates look for companies that stay up-to-date and current with the latest trends. Showing candidates and your clients that you offer video interviews is one way of doing this.

Millennials currently make up one-third of the current workforce. They seek out companies that are flexible and are as tech-savvy as they are. Draw in applicants and stay ahead of your competition by implementing the latest technology.

Recruiter Tips
Talent Acquisition Manager
  1. Increases Positive Feedback

 News travels in the job world. If a candidate has a bad experience with your firm, they’ll most likely tell others. Some may even go so far as to recommend others not to apply to your company.

Plus, by providing this type of interview, your company comes across as flexible and considering the needs of your applicants. Video interviews are convenient for everyone.

Ensure you provide a great experience, so even applicants who didn’t get the job have positive feedback to tell others. No company wants a tainted image. Otherwise, no one will want to apply for future openings.

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Do you use video interviewing? What are its biggest benefits?

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6 Job Candidate Red Flags

Every job candidate wants to impress a hiring manager or recruiter. After all, hiring decisions are in your hands.

You’ve had your fair share of interviews. Have you ever  interviewed someone who was unprofessional, or who just didn’t understand interviewing etiquette?

Recruiting and hiring is a long process. You’ll interview many candidates, and some signs can help you identify good and bad candidates. Let’s explore 6 job candidate red flags you need to watch out for.

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Internship Candidate
  1. Lack of Interest

 Are they only interested in the paycheck? They may be more than qualified for the position, but will they provide value to the company? Steer clear of types who will run out the door as soon as the clock strikes 5 pm.

Candidates who lack interest in the job role or company won’t add to a positive company culture. And do you want to hire an employee who isn’t interested in the position? They may not care about the effort they put into their tasks.

You want enthusiastic and excited candidates who see the role and company as parts of their future career. Plus, passionate employees will go above and beyond your expectations without needing gratification.

  1. Tardiness

 No one appreciates tardiness. It doesn’t matter how qualified a candidate may be, if they’re late, that’s a red flag. For something as important as a job interview, they should take the interview seriously.

Tardiness could be a warning sign they could be a problem employee in the future. Perhaps they’ll often be late, or have some excuses for other incidents. Save yourself future stress and skip over this candidate.

Recruiter Tips
Director of Talent Acquisition
  1. Not Enough Self-Talk

 Interviews provide a way for recruiters and hiring managers to get to know job candidates outside the context of the resume and application materials. You can only learn so much from a resume.

If candidates hesitate to discuss themselves, how they can provide value and their accomplishments, it may be because they don’t have any, or it could be a confidence issue.

Companies need candidates who are confident in their skills and their work, who push themselves to achieve their goals, and can do their daily job tasks.

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Hiring Manager

Related: 3 Habits of Highly Effective Job Recruiters

  1. Too Much Self-Talk

 While the interview is a way for candidates to talk about themselves, it shouldn’t be the entire interview. Candidates who aren’t interested in learning more about the company, the job role, or about what you like most about the company and your position may not be interested in the role.

They could also be self-centered, which can cause issues down the line if there requires a lot of teamwork. It’s important to hear team stories as well.

  1. Phone Use

 It doesn’t matter if they’re silencing their phone as soon as they enter the room, or their phone vibrates during the interview, any phone interruption is a red flag. It shows a job candidate is unprepared. A recent survery revealed more than 77% of interviewers would remove a candidate from consideration for any phone use.

Plus, it’s a courtesy to turn off a phone before the interview. In an atmosphere where they’re supposed to be on their best behavior, any step outside of what’s expected is questionable.

Recruiter Tips
Atlanta Georgia Jobs Opportunities
  1. Poor References

 When candidates provide poor references that don’t call back, or simply skip on providing references, that’s a bad sign. References allow recruiters to know a job seeker can build positive work relationships and perform their job duties well.

Without reliable references, this leaves recruiters unsure and untrustworthy of job candidates. It could mean they’re hiding information

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Have any additions? What red flags do you keep an eye out for?

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A Simple Way to Win More Job Applicants

How are you winning job applicants? What draws them to your job ad over your competitors? Does your application and hiring process consider the wants and needs of job candidates?

If you’re having trouble attracting and winning over job seekers, there are some things you can do. Let’s explore a simple way to win more job applicants.

Evaluate Your Job Ad

Is your job ad chalk full of mandatory requirements and qualifications? This may scare off potentially great candidates. Instead, consider what is mandatory, or think of an alternative.

For example, instead of saying a “B.A. in English is mandatory”, consider listing “B.A. in English, or related field; or 4 years of professional writing experience.”

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National Recruiter

Also, is the application process hard or complicated? The application and hiring process should be simple and straightforward; otherwise, you may be scaring potential candidates.

Related: 3 Ways to Hire More Millennials Without a Big Budget

Give Applicants Interview Options

Are you controlling the entire application and hiring process? Or are you allowing job seekers to make the best choices based on their schedule? Instead of providing a set day and time for an interview, ask them what works best for them.

When you do this, you meet them in the middle of the decision-making process. It also makes it easier to discuss whether a suggested time slot does or does not work for both of you.

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Job Candidate

If you only offer one time, you could come off as an inflexible employer. Or they may not show up because they aren’t available at the time you chose.

Be Strategic

Recruiters know when and where to posts job ads. Choose your places wisely. Online applications are incredibly popular, so post your ad on relevant job boards.

You want to reach as large a range as possible to ensure you get the best candidates. If few applicants apply, the lower your chance of finding a job seeker that fits your company’s desired skills and qualifications.

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How do you win over job candidates?

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3 Ways to Hire More Millennials Without a Big Budget

Today, millennials make up 1/3 of the current workforce. They’re ideal job candidates. They have extensive experience with technology, and they’re ambitious.

Many companies want to hire more millennials, but their budget stands in the way. Plus, how do you attract millennials?

Millennials like opportunities and positive work environments. They aren’t looking solely at shiny salaries. You need to understand what they value – things you can easily implement without emptying your wallet.

Let’s explore 3 ways to hire more millennials without a big budget.

Recruiter Tips
Talent Acquisition Manager

Volunteering

Millennials enjoy giving back to their communities. They love volunteering and donating to causes and organizations they care about. These job seekers love making a positive difference in the world.

Some ways you can implement this is donating business products and services. Let your employees choose where they lend a hand to those in need.

Another way is encouraging your staff to volunteer on behalf of the company, or mandate an hour or two of volunteer work in the community. It could be as simple as having an employee pass out water at a local bike race.

Recruiter Tips
Job Seeker

Related: 3 Best Tips to Communicate with Millennial Job Candidates as a Recruiter

Work-Life Balance and Flex Schedules

Most job seekers look for companies that offer flex schedules and enable them to balance work and life. The more flexible your business is, the more appealing you will become.

You can offer remote work days, appointment days (without using vacations days or paid time off), or designate a bring your child (or even pet) to work day.

Career Advancement

Millennials are looking for companies who have opportunities for growth and advancement. They’re ambitious and seek leadership and executive roles later in their careers.

Your company can offer lunch and learns, mentorship programs, cross-training programs, or occasionally assign projects above their pay grade for the experience. They’ll appreciate working at your company, and feel valued.

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What are some ways you attract millennials without a large budget?

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3 Habits of Highly Effective Job Recruiters

Novice and seasoned recruiters understand your habits can make recruiting effective or ineffective. As a job recruiter, you have a full plate and list of daily duties.

But are you spending your time wisely? What’s your process for finding and interviewing candidates?

Want to learn 3 habits of highly effective job recruiters? Let’s get started.

Recruiter Tips
Interview Questions

Interview Frequently

Do you interview infrequently? If yes, consider doing it more often. You don’t want your interviewing skills to get rusty.

Your interviewing skills are one of the key components that makes you a good recruiter. You need to be able to read candidates, and access how well they measure against the job role’s qualifications and specifications.

Also, it’s essential to be prepared, have an employee interview checklist, and have a set of questions to ask to assess every aspect of a candidate’s qualifications.

Related: How to Use a Hiring Employee Checklist the Right Way

Don’t Just Screen Candidates Based on Resumes

According to Hire Right, 80% of resumes submitted are misleading. Did you know that? Plus, some candidates may undersell or undervalue their skills and experiences on their resumes.

Interviews are a way to dig deeper into a candidate’s resume and what they have to offer. Plus, perform background checks, and don’t skip over checking their references.  Screen them thoroughly to weed out unqualified or dishonest applicants.

Recruiter Tips
Job Interview

Act, Don’t Be Passive

It can be easy to sit back when a position opens and wait for candidates to apply; however, this isn’t the most efficient way to find ideal candidates.

Be proactive. Look for qualified job seekers on job boards where you’re posting job ads, use your network, ask for referrals, and use professional social media sites like LinkedIn to discover prospects.

Invite job seekers to apply for your open position. That freelancer, contractor, or intern position isn’t going to fill itself. Meet job seekers in the middle.

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Have any additions? What are some more habits of highly effective recruiters?

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4 Questions to Ask Before Hiring a Job Candidate

Are you struggling to find employees that fit your company culture and ideals? You don’t want underqualified contractors, freelancers, or interns on your team.

Before you consider handing someone a job offer, make sure you have all the information you need about them.

The hiring process is long, and sometimes it can be easier to settle on a candidate that seems decent; however, settling is the worst thing you can do.

You need to know your job candidates as best as you can, and interviews are the way to do this. But you need to ask the right questions.

Here are 4 questions to ask before hiring a job candidate.

Hiring Tips
Hiring Manager
  1. Why do you want to work here, and what are your job expectations?

This questions sets up the interview and gives you insight into how much the candidate knows about the company and the position they applied for.

Plus, you can usually sniff out disingenuous answers and tell who is genuinely excited for the opportunity, and who sees the job as a paycheck.

You don’t want to choose a candidate who is interested in working with your company for the wrong reasons.

  1. What frustrates you?

Letting the candidate discuss what frustrates them reveals their personality, diplomacy, and problem-solving skills.

Choose a candidate who goes past describing what merely irritate them, and explains how they dealt with the frustration, and how the problem was solved.

Related: 3 Job Recruiting Mistakes to Avoid

  1. Where do you see yourself 5 years from now?

This is one of those questions where you’re more interested in the reaction than the actual response.

Keep an eye out for candidates who answer enthusiastically and are excited to respond to the question. These are ambitious individuals who will work hard to achieve their goals.

Hiring Tips
Job Seeker
  1. What will your last supervisor say is your biggest weakness when I contact them?

The wording of this question pushes candidates for honesty. Instead of fluffing the answer, or giving you a forced response, you get an honest peek into what candidates believe is their biggest weakness.

It also shows their level of self-awareness – an essential soft skill. Are they taking any measures to transform their weakness into a strength?

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What are your top questions to ask candidates during job interviews?

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3 Job Recruiting Mistakes to Avoid

Are you unhappy with your current staff? Does your firm have a history of hiring employees that seem great at first, but then everything goes downhill?

Let’s face it. You may be making recruiting and hiring mistakes. Want to learn about 3 job recruiting mistakes to avoid? Let’s get to it.

Focus on Salary Too Much – Or Not Enough

Many companies forget the salary you offer candidates and current employees sends a message. It shows how you value employees. But it can also send messages on whether you value more employees over others. So be cautious.

Recruiter Tips
Job Seeker

Some think to lure and retain more candidates you need to offer more than your competitors; however, this isn’t always the case. Employee motivation is a major factor that also needs to be considered.

You don’t want another employee who couldn’t care less about their work.

Related: How to Avoid Hiring an Energy Vampire

Rush the Hiring Process

Hiring is an investment. It will take time. Remember, quality over quantity. Rushing the process will only leave you a candidate pool you will be less than happy with.

You need a realistic timeline. This needs to be discussed between recruiters and hiring managers. Everyone needs realistic expectations and specific details about the job role, desired qualifications, salary, hiring process, and timeline.

If you want a quick and cheap hiring process, you’ll more than likely end up with underqualified and cheap candidates. Is that what you want? Probably not.

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Executive Recruiter

Being Close-Minded

Some companies will not consider job applicants outside their preferred universities or career tracks.

This makes the hiring process much harder and neglects the value and talent job seekers outside your narrow applicant pool can contribute to your company.

After all, ideal candidates provide value to your business and are passionate about their job role. Why not try it?

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Have any additions? What are the biggest recruiting mistakes a company can make?

 

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Recruiter Tips – Finding and Hiring Purple Squirrels

Having a hard time finding purple squirrels? Purples squirrels is a recruiting and hiring term associated with ideal and perfect job candidates. It applies to interns, contractors, temps, and every other type of employee.

The hiring process can be long and challenging. Often, the applicant pool doesn’t always give you the best candidates.

Purple squirrels seem like a mythical concept. However, they aren’t. Ready to learn some recruiter tips for finding and hiring purple squirrels? Let’s dive in.

Recruiter Tips
Job Candidate

Reach Out to Passive Candidates

Job applicants don’t have to be the only active participants to fill your open job positions. Seek out candidates that have applied in the past to your company. Their skills and experience may be a better match now.

Plus, you know they have an interest in your company.

Related: How to Use a Hiring Employee Checklist the Right Way

Look to Social Media

When candidates apply for a position, scope out their social media presence. Most ambitious candidates will have a social media account or two dedicated to their job position or industry.

Recruiter Tips
Recruiter

Cover letters and resumes do not tell the whole story. LinkedIn and Twitter are especially popular for career-oriented individuals, so search there.

Search Internal Candidates

There’s a chance there are highly qualified employees in your company right now. Train your current employees to be purple squirrels. Hire internally first, if possible.

This method ensures retention and happy employees. Finding the perfect candidate doesn’t have to be an external only hiring process.

Who knows? A purple squirrel could be right under your nose. You just have to look.

***

What are your tips for finding and hiring purple squirrels?

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Top 3 Hiring Problems You’ll Face in 2016

There are many challenges and obstacles to overcome when hiring. Hiring managers have their hands full. On top of doing their daily duties, they must also interview candidates every day.

Things are changing in 2016, and there are some unique challenges the year brings that you need to be prepared to face. Spark Hire recently released an infographic highlighting problems recruiters are facing.

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Hiring Manager

What are the top 3 hiring problems you’ll face in 2016?

  1. When salary offers are too low, you’ll have a hard time luring in candidates. Today, most job seekers have researched what they’re worth. Plus, if you fail to impress, job seekers will take their business elsewhere.
  1. Do you allow candidates to meet company staff? Only 12% of companies do, and many job seekers consider this an important part of the hiring process.
  1. Do you have communication issues with your firm’s recruiter? Over 2/3 of hiring managers disagreed with the screening process used by recruiters and felt it was ‘inadequate.’

Related: How to Use a Hiring Employee Checklist the Right Way

These are only 3 of the potential hiring problems you’ll face as a recruitment manager — Spark Hire shared 16 total.

Hiring Tips
Recruiter

Identify areas where your hiring process can improve to not only ensure a smoother and more efficient hiring process but happy job applicants and potential employees.

Your current strategies may not be useful or fulfilling job candidates’ expectations. Pinpoint these issues and resolve them.

What hiring problems have you faced so far this year?

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3 Best Tips to Communicate with Millennial Job Candidates as a Recruiter

As more millennials enter the job market, recruitment efforts will shift and change to appeal to a younger generation. Millennials are perfect for entry-level positions, but communicating with them can prove to be difficult if you don’t know how to do it right.

Are your efforts falling flat when it comes to millennials? Here are the 3 best tips to communicate with millennial job candidates as a recruiter.

Hiring Tips
Job Seeker
  1. Be brief. You want to be short, simple, and straight to the point. Want to grab their attention? Consider sending a short video instead of attaching a long job description.
  1. Sending a long job description won’t do you any favors. Instead, highlight the best and most important aspects of the job. Why is it a great opportunity? Why would a millennial want to work for your company? Focus on those, and keep it short.
  1. Don’t just email or call. Send text messages as well. Many millennials dislike phone calls. By texting, you’re more likely to catch their attention and receive a quick response.

    Hiring Tips
    Hiring Manager

Millennials like to be quick and efficient. They have a lot on their plates, so skip long phone calls and emails. As a recruiter, you need to evolve and adapt to best reach your candidates.

Related: How to Write an Effective Job Post

This is probably an entirely different method than what you’re used to. But to grab their attention, you need to appeal to their preferences.

Give these tips a try. They’re easy to implement and can save your valuable time as a recruiter.

What are your most successful methods for contacting millennials?

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