Tag Archives: hiring

5 Common Interviewing Mistakes Recruiters Should Avoid

This entry was posted in Advice for recruiters and tagged , , on by Andres Herrera.

Recruiting a team is one of the most important processes inside the company for many reasons. The major one is that the professional skill qualities of your employees will become the quality of your business. And yes, the HR managers are the ones who choose the right people for the right positions, which means failure isn’t an option here. Yet, there are some common interviewing mistakes that headhunting team members make still. Let’s see why they are important to avoid and how to do it.

Hiring interview

Photo by CoWomen on Unsplash.

1. Making too many assumptions

You may have five+ years of experience in recruiting everybody: from C-level managers to seasonal workers. You may visit (or conduct your own) masterclass on the peculiarities of the hiring process and how to make the perfect professional match to happen at the workplace. All that can give you a feel like you can scan a candidates’ resumes video or written format, analyze the in-person presentation at the interview, and see if this candidate will fit the position. This is exactly where you need to turn your Mr/Mrs/Ms-Know-It-All off and get involved in the process here and now as this neglectful approach can cost a valuable employee.

How to avoid it: Always get back to the position description when you start sourcing. This will keep you on track with who you are looking for now. The good idea is to map out the qualities/skill set for a particular position, so you know for sure what is crucial and what is complementary. Another advice is to ask an interviewee the questions before coming up with your answers.

2. Seeking for an ideal candidate

Another one from the common HR mistakes list is to pour all the effort, time, and resources for hunting for the 100% exact match. However tempting and real this idea might seem, it rarely works in real life as there are many factors that one should consider at the same time. Looking for the resume that corresponds to every single specified must-have is a time-consuming work in vain.

How to avoid it: Divide the needed skillset into Must-Haves, Good-to-Haves, and Personal-Haves (the individual qualities that may be beneficial to the particular job). The candidate who scores most of those three might be the one who can match the job but, again: those are just a few factors of many.

3. Not checking references

It’s hard to check all the facts mentioned by a candidate in a resume – after all, you aren’t an FBI or MI5 agent. However, you do want to know whether the person has worked at the mentioned position (especially if we are talking about the top-management level) or not, what their supervisors have to say about the professionalism of the candidate, and how has the person recommended him/herself while working in the particular environment.

How to avoid it: Always check the reference background, if given. You can arrange a phone conversation or write an email to the person. And remember: that is just one point of view of many so keep the collected information in mind but don’t just jump into conclusion unless heard the other side as well. This is one of some common HR interviewing mistakes as well.

4. Using too much/too little social channels

Professional and personal social media channels have become a valuable source of information about the candidate’s professional and individual traits that the resume or cover letter doesn’t include. Abusing scrolling profiles may set a trap as you may stop perceiving him or her as a candidate but will look at the profile from the other user perspective. Not deploying it at all will leave out the precious touch on their personality and communicational style. So what do recruiters make as a compromise?

How to avoid it: Because social media isn’t and shouldn’t be the main tool for recruiting, your usage of it should be situational and additional. If you gathered enough information about a candidate’s fitness into your corporate culture, you don’t need to see memes reposting.

5. Asking confusing questions (or not asking at all)

Even after a thorough study of their resume, social media profiles, and other information, you still may have a lot of questions you’d like the candidate to answer. This is a great path to follow. What can happen though is that the candidate misunderstands questions, and that’s why the person fails at answering them. What if one doesn’t know how to list languages on a resume, left that space blank, and you put the resume aside right after the interview without asking whether one has proficiency in any? That’s right, another oversight of possibly great employees due to these common HR mistakes.

How to avoid it: Make a list of questions to clarify the information (for instance, asking whether one has learned a foreign language) and those that you haven’t found the answers yet.

Hiring people and creating an efficient team is indeed a subtle art, but realizing the common HR interviewing mistakes one can make on this journey helps the recruiters stay alert and adjust their approach when needed. Just make sure you don’t forget that recruitment and hiring are, first of all, about real people and not our ideas or assumptions about them.

Author: Laura Garbers
Laura is a lead recruiting specialist and an editor at Craft Resumes. She considers hiring as architecture for business and explores how going digital and remote recruiting influences both online and offline based companies.

Technology Tools for Recruitment: Why Businesses Need Them

This entry was posted in Advice for recruiters, Articles, Job interviews, Uncategorized and tagged , , , , , , on by Andres Herrera.

Businesses looking to hire new talent or fill in gaps in their processes should integrate technology in their daily activities. Technology alleviates some of the burdens on recruitment teams. They also help to report on the hiring process for possible areas of improvement. Here are different technology solutions that recruiters and businesses can use when hiring new employees.

recruitment technologies

Applicant-tracking software

Recruiters who are looking to increase their hiring efficiency can implement cloud-based applicant-tracking software. This software aids recruiting teams with tracking candidates throughout the recruitment process.

Recruiters can use this software to store candidate data and information, track where individuals are in the process, and pull reports on a candidate’s hiring experience. Cloud-based human capital management systems allow stakeholders to access information from anywhere with an internet connection. At the end of the hiring process, these tools can also help recruiters improve future hiring processes by understanding the path taken by successful candidates.

Artificial Intelligence (AI) in Recruitment

The leading benefits of using AI in the recruitment process are faster responses and management of simpler tasks. AI-powered software can automate the candidate search process by locating people who match a certain set of criteria or assessing candidates’ fit based on their resume and application responses. LinkedIn Recruiter is a popular AI-enabled tool currently being used by hiring teams.

Chatbots are another example of AI technology. They automatically respond to people’s questions and reduce the recruiters’ workload. Quick responses provide candidates with a positive experience while saving precious time for businesses.

Video Interviewing

Video interviewing can connect people seamlessly, regardless of location. Additionally, businesses with remote workers can use the technology to include them in candidate discussions. Video interviewing also helps companies pull from the global talent pool. For example, a business located in New York City can use video conferencing to interview candidates that are continents away. Tools like HireVue allow businesses to schedule and execute remote interviews.

Looking to the Future

As technological advancements and abilities increase, companies and their hiring teams will shift away from mundane tasks to higher-level assignments. AI and other technological advances will reshape how recruiters go through their daily tasks.

Targeted advertising for positions are already showing up in job seeker’s web and social media feeds. But further automation allows advertisers to deliver the right messages at exactly the right times. Natural language processing (NLP) could be implemented into interviews for analysis on fluency, pronunciation, vocabulary usage, and the progression of ideas.

Closing Thoughts

Recruiters have a new teammate in technology tools. Technology will amplify and augment current recruitment practices: AI assists hiring departments with mundane tasks, and applicant tracking software helps recruiters understand where a candidate is in the hiring cycle. Video interviewing assists in bringing in people from across the world together in one central, digital location.

In the future, continued developments and advancements will bring in additional solutions for recruiting teams. Operations will include opportunities for reaching job seekers in new ways, like through social media. Additionally, AI solutions will aid candidate verification and interview. Overall, technology will help recruitment teams with speeding up processes or handling easier tasks.

Author: Henry Garrett

Ho Ho Ho | The Christmas Job Search

This entry was posted in Articles, Careers advice and tagged , on by Jeannine.

We’re not trying to scare the last bits of summer away, and we hope you’re still enjoying those rare sunny afternoons, but we’ve got to face it, the warm days are fleeting and the cold is knocking at our doors. Before we know it, there’ll be Christmas carollers, biscuit making and the sweet man in red crawling down the chimney.

christmas jobs 2014

Though we’re only in the midst of October, you should know that most Christmas temp jobs begin toward the end of October and the beginning of November. This means that companies are hiring now! As we get closer to the winter, searches for Christmas jobs are rising and the competition is getting fierce. Don’t wait another second, grab your mobile device, go sit in front of your laptop and start your search!

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Labour market trends in London (white paper) – August 2013

This entry was posted in Employment trends, White papers and tagged , , , , on by plabram.

Our regional labour market report is a bit different this time. We’d always known London was an exception to the rule, but it was only really when we got down to analysing the London hiring market in significant detail that we realised just how unquantifiable the British capital is. For that reason, this week’s white paper (which you can download here) is somewhat shorter than other regions. Same rules apply, however – don’t hesitate to ask any questions, or make any comments or suggestions you may have.

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Employment trends in the West Midlands – July 2013

This entry was posted in Employment trends, JobisJob Data and tagged , , , , , , on by plabram.

birmingham retail industry - the bullringHaving already covered employment trends in the North East and Cumbria, we decided it was time to move down and to the west. This week, we’ll be comparing and contrasting where job opportunities fall in the West Midlands and Brum.

Hiring trends in the West Midlands

Top counties:

Of all the West Midlands (region), the West Midlands (county) comes out top in terms of how many new job adverts are churned out each week per resident. A relatively high quantity of jobseekers in the area, however, means that residents are likely to face stiffer competition than in neighbouring counties.

In terms of competition for jobs, our top pick for the region is actually Warwickshire, which has around half the amount of jobseekers going for each job as anywhere else in the West Midlands. Shropshire comes bottom, with not only fewer jobs published than in many other counties, but a total of nine jobseekers for each job advert.

Jobs per 1000 residents Jobseekers going after each job
West Midlands (4.5)
Warwickshire (4.0)
Worcestershire (2.4)
Staffordshire (2.4)
Shropshire (2.1)
Herefordshire (2.0)
Warwickshire (3.4)
Worcestershire (6.1)
Herefordshire (6.8)
Staffordshire (8.2)
West Midlands (8.7)
Shropshire (9.2)

 Top cities:

In terms of total jobs advertised per resident, it’s perhaps somewhat surprising that Coventry (which, for technical reasons, we’ve included as a part of Warwickshire in this study) comes out higher than the region’s largest city, Birmingham, making it our top city in the West Midlands to look for work. Of the four largest cities in the county, Stoke-on-Trent (which has been included as a part of Staffordshire) has the fewest amount of advertised jobs per resident.

City ranking (in terms of jobs per resident)

  1. Coventry
  2. Birmingham
  3. Wolverhampton
  4. Stoke-on-Trent

Hiring trends in Birmingham

For some time, Britain’s second-largest city has maintained a reputation for a strong service sector, which is echoed by our study – the most advertised job category over the last year has been IT and telecommunications. This is closely followed by Sales (unsurprising, given that one of the largest shopping centres in the country can be found here) and then Engineering. Widely-advertised job titles are of a similarly professional nature, with Birmingham businesses over the last year hungrily looking for development managers and recruitment consultants.

City of Bigmingham trade

The results in this survey have been taken from the JobisJob databases (with a little help from the UK National Census and Claimant Count). For more in-depth information regarding labour market trends in the West Midlands and how this study was conducted, please download our free white paper on the topic. If you’d like any other information or would like to see your region featured in JobisBlog hiring trends, don’t hesitate to contact us.

Sources: JobisJob database, UK National Census (2011), Claimant Count (April 2013)

Images: Pedro Kwezi, Brian Clift

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