Recruiting is all about building human connections!
A few years back, the recruiting process was very different; it involved far more touch points. On a regular basis, a mega event would be hosted called “Job Fair” where companies would set up their booths to attract talent. Recruiters, hiring managers, and team members would stand in the booths to answer questions from the job seekers. The job seekers attend these events to learn about the job role, company, and culture by talking to the hiring manager and team. Often, interviews would be conducted then and there, and job offers would be made. Those were the good times when companies would fill open positions quickly and candidates would find jobs in just a few hours. Hiring was not as daunting as it is today!
Fast forward to present, recruiting has become more an online, automated, and impersonal process. Companies advertise the job in a myriad of ways making it extremely easy for candidates to apply, so much so that anyone, qualified or not can easily apply for the job. As a result, there are too many resumes coming from too many places. Companies are overwhelmed by the sheer volume of the resume and the hiring manager ends up viewing only a few resumes that are automatically selected by the system. As a result, many a time, the very best candidates get lost in a pile of resume while the companies find it difficult to find the right talent to fill the open position. Hiring has become a complex and arduous process.
What is lost from the past to present is the human connection! Job seekers interact more with online sites while employers rely on software systems that parse the resume based on few keywords. John Hollan, the editor of RecruitingDaily accurately pointed out in his article that technology should be utilized to facilitate the recruitment process, not replace it. The video recruiting is one such technology that brings the human interaction, back to the hiring process. Looking at a person and talking face to face over a video helps in forming the human connection. It improves the candidate experience, whether it is a screening interview or following rounds of interview. The recent Indeed blog on video recruiting sums it up very well – “Purpose and human connection play important roles in every single stage of the hiring process — from researching and exploring options to applying and interviewing for a job”
We recently rolled out EasyHire Job Board! You can publish your jobs for free in EasyHire Job board and we will promote it for you in our social media.
We have further simplified the interview screening process by providing you a job link that you can share with your network.
Here are some ways that you can leverage our job link and job board.
Tap in your referral network – Publish the job and enable the option that allows candidates to take on-demand interview. Share this job link via email within your company to attract referral candidates.
Leverage free job boards – Did you know that there are numerous free job boards where you can post your job? You can direct the candidates from these job boards to your EasyHire.me Job Link page to take the on-demand interview right away without waiting for you to schedule one.
Link EasyHire to your LinkedIn jobs – You can enrich your LinkedIn job posting with EasyHire job link. When candidates apply for the job at LinkedIn portal, they are directed to EasyHire Job Link page where they can record their video interview and increase their chances of success.
Automate candidate prospecting and pre-screening by linking the EasyHire Job Link to LinkedIn Job. When you create a job in LinkedIn, select the option “Direct applicants to an external site to apply“. Add your EasyHire Job Link here. A candidate applying for this job would be re-directed to the EasyHire.me Job Page where they have the option to take the On-Demand interview!
Cut down time and effort spent on prospecting candidates for your next job and streamline your interview process with EasyHire Job Links!
The best candidates are aligned with your mission but how can you ensure the candidate is on board with your goals if they don’t know what they are. The term elevator pitch is often used indicating you have 30 seconds to tell someone what you do and why it’s important and what’s in it for them. Too often you have job descriptions that are written by the legal department. In that case, the candidate is going to judge you not a great place to work and move on. Your brief statement of who you are and what you are trying to do and how the candidate will play a role should be the first paragraph vs. can lift 50lbs, can work weekends etc.
A link that takes the candidate to your home page of your website or at best /careers is a surefire way to ensure some of the best candidates to abandon. The candidate ideally should be able to go directly the application process right from the source for the job advertised. You should be tracking how many views you are getting vs. applicants. This will give you an idea if you are hitting your conversion benchmark or if something is off the will give you a heads up that something may need to be tweaked.
No credit needed!
An expression of interest in a job is not a mortgage application. You need to ensure you convert the best candidates as soon as possible. The best candidates don’t have an afternoon to fill out their full employment history (which should never be required if the candidate has a resume), the reason for leaving and their home address for the last 7 years. Ideally, you should capture their Linkedin profile and a few questions to qualify. With a combination of smart precise screening and on-demand video interviewing you can have high-quality candidates for the manager to review in no time.
Recruiting high-quality candidates who perform well has many challenges. Too many times hiring managers complain of candidates who were brought in for an interview to be greatly lacking the skills and knowledge to do the jobs correctly. 76% of the time to fill is taken up by the managers with recruiters feeling disappointed and frustrated thinking they had passed along excellent candidates.
While there may be many reasons for this result. One interesting theory may be that the candidates simply don’t know what they don’t know. A study published in The Journal of Personality and Social Psychology found that unskilled and incompetent individuals actually have an overestimation of their skills and knowledge. It seems that people give themselves too much credit and overestimate their grasp on subjects they know nothing about. The study also found that the more knowledge people have on a subject, the more they are willing to admit that they are not the expert and have a great deal more to learn.
How does this relate to hiring?
Blissful Ignorance from a Candidate — Candidates who are unaware of their skills and knowledge required to be a top candidate will not be second guessing themselves and may be perceived as confident and enthusiastic during the initial phone screen. The candidates who are more knowledgeable and more experienced may come across as uninterested and unenthusiastic when really they are well aware of all the challenges that may arise and address the questions with a healthy bit of caution.
An overconfident recruiter — Taking this same theory regarding the candidates, recruiters may be overconfident in their knowledge of the position and what questions to ask. They may be unaware of the proper responses they should be looking for and when to ask for help or clarification from managers.
How can video interviewing help?
Enabling recruiters to collaborate with managers in designing effective questions and suggested answers will enable clear expectations between the hiring team. Recruiters may also be able to work with more than one manager to speed up the screening process as well.
Allowing managers to collaborate on the screening process will empower managers to be involved sooner in the hiring process resulting in a clear partnership between the two parties.
Asking managers to create questions themselves as well as suggested answers to look for in the case that they are too busy to review the pool of interviews.
5 recruiting stats that will influence your hiring in 2017
The recruiting statistics on hiring, employer branding, diversity, and culture will influence and impact your ability to hire top talent. As a smart talent professional, you should watch the recruiting trends to plan and prepare the strategy for the year.
We studied the trends in HR & recruiting and picked a few that matter the most to recruiters and hiring managers to stay ahead in the competitive talent market.
69% of recruiters reported that their company’s hiring has increased in the past year [Source: Jobvite]
As per this stats, hiring is strong and is expected to grow in the year 2017. 95% of recruiters say hiring will be as or more competitive and 35% of recruiters anticipate filling 100 job openings this year, compared to last years 26%.
If you want to win the talent over your competitors, adopt new ways to find passive and active job seekers – scout for talent in social media, Quora, Reddit and quickly move the candidates through the interview workflow. Leverage recorded video interviews for pre-screening applicants and live videos to interview remote candidates. Start gathering analytics on every stage of the interview process and constantly improve the process.
67% of active and passive job seekers say that when they’re evaluating companies and job offers, it is important that the company has a diverse workforce [Source: Glassdoor]
Diversity is an important factor that influences the job seeker’s decision. Job applicants spend a lot of time reading reviews on Glassdoor about the company culture and team composition before even going to the interview.Incorporating diversity into your recruiting strategy is essential to building a diverse workforce. Your talent pool should include applicants from various background and your interview process should not eliminate candidates based on unconscious biases.
This is where the talent management platform like EasyHire.me helps – it provides a framework to conduct a structured interview, defines key criteria based on the job, asks the same set of questions across candidates. It brings visibility and accountability to the whole hiring process and enables you to make evidence-based hiring.
69% would not take a job with a company with a bad reputation, even, if they are unemployed [Source: Glassdoor]
Company brand matters a lot. People often identify themselves with the work they do and the company they work in. A company with a good reputation that is focusing on providing value to humanity in some form and is associated with a social cause is seen as an attractive place to work.
Build an employer brand that identifies your team and company. Promote your company’s brand and promote it in your recruiting process. Educate your interviewers about your company brand and train them to showcase the employer brand talk about it in their interviews. Job seekers evaluate the company based on how the interviewers talk about their job, role, company, and culture. Train your interviewers to showcase the employer brand.
61% of employees say new job realities differ from expectations set during the interview process [Source: Glassdoor]
A job interview is a two-way process. Applicants want to see an attractive job preview with a detailed job description that actually reflects their expected day to day work. During the interview process, the job seekers try to find insight about the work, culture, and team. A transparent recruiting process would help the applicants evaluate if they fit in the job role.
Train your interviewers to be open and transparent with the candidates and share details on expectations and realities about the job. Being open and transparent about the job, company, and the culture sets up everyone for long-term success.
56% of recruiters attribute lengthy hiring practices is holding managers back from filling positions [Source: MRINetwork]
Recruiters attributing lengthy hiring practices is holding managers back from filling positions. A job seeker is typically interviewing at multiple places at the same time. The lengthy interview process may result in losing the applicant’s interest and often times lose out the talent to competitors.
48% of recruiters say they typically conduct 3 interviews per candidate, Conducting 3 interviews per candidate works fine if you are hiring in a small volume. If you are hiring in scale, then this stat is definitely going to make hiring a long and painful process. Instead, leverage video interviews for pre-screening and cut down the number of interviews per candidate.
We hope that these recruiting stats and our analysis on these trends will help you in building the right recruiting strategy.
The biggest challenge in recruiting is keeping pace with growth while maintaining a high quality of hire. Many companies are adopting Video Interviews and Artificial Intelligence to supercharge the recruiting process.
Three main reasons why video interviews are trending:
Reduce time to hire
You will loose out talent if you don’t hire fast. Job seekers typically apply and interview at multiple places at the same time. Taking undue time in scheduling interviews, and making decisions, often times result in losing out the talent to competition. A quick screening process and an efficient end-to-end candidate selection process is absolutely essential to maintain your hiring edge. Video interviews can be introduced into the hiring process in multiple ways. Pre-screening candidates using one-way video interviews allows hiring teams to scale the screening process, and 1-1 video interviews to reach out to more candidates across geographic boundaries. Further sharing video interview excerpts provide transparency and speed up the decision-making process.
Video Streaming technology advancement
Web-based video conferencing technology has improved leaps and bounds in the last couple of years. A few years back, the videos were blocky, audio choppy and the overall experience was terrible. With the advancement of browser-based peer-to-peer WebRTC technology, we see a lot more video integrations with enterprise products. It is now easy to stream video in real time with high fidelity, anytime and from anywhere. A video interviewing platform like EasyHire.me offers HD quality video with recording and tagging making it a viable option to interview candidates remotely without sacrificing user experience. It is only a matter of time that video interviews will become the de-facto way of conducting interviews.
On demand behavior
Most people want and expect work items spanning short durations and tasks that can be executed at their own convenience. People are adopting technologies that help them to do byte sized work items. On-demand video interviews perfectly fit this behavior pattern. The hiring manager can go over pre-recorded video interviews of job applicants at their own convenience without having to schedule every single interview.
Technology, behavior and the rising demands in hiring are the influencing factors for the adoption of video interviews.
1. The trend of increasing job openings in Leisure and Hospitality will level out.
There are several factors to consider. I don’t believe we will see a decrease in the number of establishments that would be caused by poor economic conditions. I do however anticipate the repeal of Obamacare that may cause the part-time opening to turn into full-time employees, thus 2-3 openings become a job. Also, it is likely that the Fair Labor Standards Act will be overturned as well allowing for more hours to be put in by Salaried employees and less need to hire part-timers to avoid paying more overtime wages.
2. The number of contract (gig) workers will decrease.
A couple of factors may affect this trend. The first may be an increase in the level of complexity of hiring foreign workers under the Trump administration even in contract positions. New legislation that will include tax advantages to hire full-time workers will make it more attractive to bring these workers on full time.
3. The stagnation in the number of open positions in healthcare will end.
Increasing numbers of baby boomers needing care will allow more positions available in all areas of Healthcare as well as anticipation in the repeal of Obamacare that has disrupted budgets nationwide.
4. The downturn in energy positions will end.
I don’t anticipate this being caused by increasing oil prices. I don’t see the price of oil to rise over $60 a barrel for some time. I see a leveling off of oil between $50-$55 over the next three months enabling confidence that we have some sustainability at those price levels. This as well as the easing of environmental laws, will enable more exploration and drilling to take place in the coming year.
On-demand interviews provide significant benefits to the hiring team. By creating a concise list of job-specific questions and inviting a number of promising applicants to record responses on their own time, the hiring team could get valuable pre-screening data to visually compare…. read more
Recruiters and hiring managers can now call candidates on their conventional phones from within the EasyHire.meInterview Room. Similar to video interviews, the phone interviews can be recorded and shared with the hiring team… read more
EasyHire.me platform enables Greenhouse users to take advantage of integrated video interviews from directly within Greenhouse to easily engage with the candidate and assess their knowledge, personalities, and skills… read more
You can now create a public link to your EasyHire.me job posting and use it in all your job board postings, social media campaigns, and even email messages. Candidates will be able to click to take an On Demand interview immediately … read more
“By partnering with EasyHire.me, SmartRecruiters will offer an integrated solution that makes it easier for talent acquisition teams to fill roles that are required to meet company goals and fill project requirements. As companies grow and scale, the video interviewing solution offers an efficient way to scout and hire talent,” said Jerome Ternynck, Founder & CEO of SmartRecruiters … read more
Most businesses today use a variety of tools and services to manage different aspects of recruiting. Multiple apps are used for posting jobs, prospecting, and interviewing candidates. Zapier is a platform that enables you to connect various apps together in a simple way.
The integration with Zapier allows you to connect multiple apps with EasyHire.me, making it easy for data to flow across them. You can now setup an interview in EasyHire.me from any of your recruiting apps, effortlessly. Choose the desired Zapier App as “Trigger” and the EasyHire.me app as the “Action” — an interview is created whenever the app is triggered.
For example, if you are prospecting a candidate through email, then after a few email exchanges, you decide to pre-screen the candidate. Now, you can setup an event in Zapier such that whenever you apply a particular label to the email, an EasyHire.me On-demand interview is sent out to the candidate.
Furthermore, consolidate the EasyHire.me interview recordings into your recruiting platform (e.g., ATS) using Zapier. Choose EasyHire.me as the “Trigger” and your recruiting platform as the “Action” — the interview report is sent automatically to the recruiting platform.
How do you get started?
Create your own Zap to chain events from your recruiting app with EasyHire.me:
Create a Zapier account or login to your existing account
Link your Zapier account with EasyHire.me by configuring the API key in EasyHire ->Teams->Settings
Login to Zapier and choose the application you want to integrate with EasyHire.me
Create a new Zap that connects your desired app with EasyHire.me or vice versa
Negative feedback is defined as any input or comments provided as a result of and adverse outcome in job performance. This form of feedback is most often used to improve performance but can very easily backfire on a manager. Often negative feedback is given with a position of authority and superiority which is a large blind spot and one of the largest contributors to managers being rated poorly and having low productivity and poor retention.
According to a study by Joseph Rosse and Howard Millerthe best approach to negative feedback is to approach employees from their level with an attitude of problem-solving. Too often the result of negative feedback is counterproductive behavior such as retaliation, exits, or general neglect going forward.
Another hurdle to face with negative feedback is the associated with the impact of the negative feedback bias. This theory states that even though people might receive several doses of positive feedback they will always place more emphasis and more importance on negative feedback given even if a performance review is overwhelmingly positive. Psychologists say that negative thoughts take more neurons to process and thus naturally consume a larger part of our thoughts.
Alton Simmons is a good example of providing negative feedback in the form of a traffic ticket. Alton has 0 complaints from citizens reported to the department. Over the last 20 years after more than 25,000 traffic stops this officer has received 0 complaints.
Alton says he never looks at himself as a position of authority. He simply sees their behavior as a temporary problem and tries to help them solve it with a good attitude. As one driver stated “I’ve never been so happy to get a speeding ticket in all my life. This was the best part of my day so far!”.