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Category: Interview Process

Introducing Practice Video Interviews!

Introducing Practice Video Interviews!

Job Seekers, do you want to ace your next job interview?

Take a practice video interview now. Watch how you did, share with friends, get feedback or request coaching for interview experts at EasyHire.me.

We’ll help you make sure you’re ready for your next interview.

Make your video interview more friendly and special!

Make your video interview more friendly and special!

It is very important to make the video interview process easy and comfortable for the candidate. Easyhire.me took care of the usability of the platform and in order to make the interview more comfortable for the candidate, we give managers the opportunity to record a video introduction and “Thank you” message for on-demand and assessment interviews.

The video could explain to candidates in a simple and positive way how to take an interview. The survey showed that such videos relieve stress before the interview and help the candidate feel more comfortable while recording video.

 

In this article we will explain in more detail how to do it.

In your introduction video you can share with candidates information about your company, greet him/her or advise how to behave in an interview. You can create new question set or add a video introduction to old question set.  Open the menu and click on Configure button.

In order to thank the candidate for the completed interview and tell how feedback will be provided you should configure “Thank you” message. Record your own video or add a link from YouTube.

Easyhire.me recorded a special video for Practice Interview. We are confident that it will help candidates to quickly master the video interview and enjoy the process! Take Easyhire.me Practice interview, watch the video and record your unique Introduction and “Thank you” video for candidates.

4 Ways to Increase Candidate Engagement in Higher Ed

4 Ways to Increase Candidate Engagement in Higher Ed

Don’t miss out on a Nobel because of bad process

Higher education institutes have always grappled with long hiring processes. Of course we’d like it to be faster, but we also recognize the search process as inherently longer because of the nature of the position. Each search is conducted with careful consideration and the hope that taking time to make the right decisions is mutually beneficial for new hires and the institutions. That said, it’s difficult to maintain candidate engagement throughout lengthy decisions. Here’s a few ways to cut down on the “black hole” effect. Don’t lose your hires because of bad processes because you’ll be kicking yourself if you lose a candidate and see them winning a Nobel prize at another school a decade down the road.

 

1. Be thoughtful when building an application process.

Ensure your application process is flexible and includes only the information necessary to make a decision. Too much information required upfront can discourage some of the best candidates from applying. For example, references are often not required during the initial round of review. Requesting more information from candidates who are qualified later in the process will keep them engaged if they see your process as logically sequenced and relevant. Essentially, don’t push away smart candidates with dumb process setting.

 

2. Manage Expectations!

Be upfront with your candidates about the timeframe. You may have a period of when applications are accepted before anyone at all gets reviewed. You may have expected delays such as breaks or other known periods where the hiring team will be busy or unavailable. Look at your calendar, assess, and establish a realistic timeframe for your candidates by attaching dates (or date ranges) to each application step and review.

 

3. Communication is your friend!

According to a recent hiring survey conducted by Robert Half, “when faced with a lengthy hiring process, 39 percent of survey respondents lose interest and pursue other roles, while 18 percent decide to stay put in their current job.”

Use your institutions marketing software or the thousands of free or paid tools you can find on the internet to set up an email sequence. Letting candidates know you are still interested in them as well as providing more details about your Institution and community to keep them engaged. In the final rounds or if it comes down to the candidate choosing your institution rather than you choosing them, hosting events and tours can be another great way of keeping candidates engaged.

 

4. Have a personal touch

Sending updates via personal secured video messages are easy and cost effective – sometimes free! Vidyard Go Video for example is sleek and simple way to communicate with candidates or employees via a personalised video.

Simply record a quick video that personal and effective. This tool also tracks when candidates or employees actually watch the video and how many times viewed.

 

Check out EasyHire.me – by far the best platform for integrating video interviewing, live or recorded, into your hiring process for faster acquisition times and consistently higher quality candidates.

 

Jeremy Hoffman
Vice President, Sales
EasyHire

Human Resources Today


Scaling Fast? 3 Questions HR Can’t Afford to Forget

Scaling Fast? 3 Questions HR Can’t Afford to Forget

Don’t forget the essentials – especially in times of fast-and-furious growth

Job interviews can be a jarring, if not a downright anxiety-provoking event for many, especially when it’s not for a mere ‘job,’ but for the brave next step in a candidate’s career. Depending on the position, interviews can be high stakes for candidates and hiring managers alike. With recruiting agencies, advertisements, time spent on training, cost of low productivity, possible upfront moving costs and even hiring bonuses, the wrong decision on a hire can cost tens of thousands of dollars. Unstructured interviews with a lack of consistent questions can sometimes have HR and hiring managers forgetting the most basic questions:

 

-Can you do the work?

-Will you like the position and bring your best in every day?

-Will you fit in with the company?

 

These are, of course, the very basics. There are thousands of articles and blogs containing the words: “Top Interview Questions” and most questions do assess one of these things. However, companies of every size need to be cognizant that gaps can start growing if they lack quality HR processes. Make sure to having screening tools, consistent interview techniques, and collaboration processes. For example, an enthusiastic ‘thumbs up’ from the department head should not be the ultimate decider in the hiring of a candidate.

Finally, I’d be an irresponsible blogger if I didn’t mention EasyHire. Which, by total coincidence has sponsored this blog space (too weird!) This software is used by HR departments and staffing professionals to screen large pools of candidates with intuitive video interviewing technology. 

 

One last thing: for job seekers reading this, I think these questions are just as valuable. If you don’t know the answers to these questions with regards to companies you’ve applied for, maybe you should find out!

 

The EasyHire Team

Human Resources Today

How Well Do Your Candidates Interview?

How Well Do Your Candidates Interview?

Video Interview

 

Grill candidates with video interview prep to cool their nerves and increase confidence on game day 

 

Whether you’re working in a search firm setting or a corporate environment as a contract recruiter, think for a moment how much of your time you spend sourcing, screening, and recruiting candidates. A lot. Now think: how much time do you spend preparing your candidates for actual interviews?

Before in-person interviews are scheduled between the candidates you’ve recruited and the companies you represent, it goes without saying you’ve already done a whole lot of work developing the matches, the “good fits.” However, understanding the role and its context within the company and confirming a genuine candidate is great due diligence, but is it enough?

Question for you: “How well do your candidates interview?” If you don’t know, you need this article.

Preparing candidates for real-life interviewing is critical to your success. Using a video interview platform allows candidates to comfortably practice on their own time and gives you the opportunity to review and provide feedback where needed.

 

1: Record, Review, Refine…

 

In the few days, hours, and minutes leading up to the interview, everyone gets nervous. No matter how much coaching you provide, it’s simply how we’re wired. Video interviews can help simulate some of the same pressure felt in in-person interview. Additionally, get used to curveballs. Prepare candidates for questions they may not have thought of candidate can be asked questions they might not expect. Being able to practice this scenario over and over will create flexibility in candidates’ responses.

 

2: “Why do you want to work here?”

 

The well-prepared candidate should know the company he or she is interviewing for better than their own resume. If candidates don’t prepare for this question, it will  not only be obvious, it may be a dealbreaker for their candidacy. Asking this question and reviewing it in a recorded video interview will help your candidate avoid the longest most awkward silence ever.

 

3. Ready, Set…

 

Video interviewing platforms such as Easyhire can simulate the challenging interview environments by prompting candidates with similar questions in a live or pre-recorded scenario. Alongside timed assessment, multiple-choice, extended text, including coding / whiteboarding windows, written response, and others, you can be more confident in your rockstar candidates on their big day.

 

4. Go with confidence!

 

Even with years of experience and qualifications a candidate may have, don’t take chances and assume your candidates will do great until you’ve seen it with your own eyes. Some may be ready to go off the bat. However, many candidates may have been out of the market for a while or are entering a new industry. With new technology, preparing candidates with video interviews may be innovative to some, but it’s really just common sense.

 

-Jeremy Hoffman

VP Business Development

EasyHire

 

Human Resources Today

10 Questions You Should Never be Asked in a Video Interview

10 Questions You Should Never be Asked in a Video Interview

Having a set of question ready can be handy especially when it comes to video interviews. But it doesn’t mean that you can just ask any question that comes to mind. There are certain questions that should never be asked during an interview and we have here a list of questions that should ensure that you do not ask the wrong questions.

 

Do You Have Kids?

This is an innocent enough question and does come up during small talk. It may seem like a harmless enough question and some Hiring Managers may even use this question to connect to the candidate and put them at ease. But if you try to analyze it, asking candidates about their kids isn’t exactly related to the job. A candidate’s capabilities do not lie on whether or not they have kids. And if this question is connected with the jobs hours required, then you are better off asking the candidate about availability and stating that the company has rigid about hours.

Do You Speak Another Language at Home?

Again, this may seem like an innocent enough question but when it’s an interview, you need to take into consideration that this can be considered as discrimination. You typically learn their language skills as you conduct the interview and so asking about other languages that the candidate speaks at home becomes a bit redundant.

Do You Have Any Disabilities?

Certain disabilities are pretty obvious and it can be easily seen by the interviewer. But, there are certain disabilities that are not that apparent but it doesn’t mean that you can outright ask about it. Even though, this can be something that the company would, of course, want to know, asking someone about their disability can still be considered a discrimination. Asking the candidate about their capabilities is much more appropriate and if the candidate does have a disability that can affect his/her job, then it should be brought up after a job offer is made.

Funny Questions From the Internet.

Hiring managers sometimes want to make it fun for the candidates and ask questions that they get from the internet. While this kind of questions makes a good reliever of tension, it does not actually help in the process of evaluating the candidate. The questions should be relevant to the job every time. And if your reason the reason is wanting to be able to look into the personality of the candidate, then that should probably be the job of a trained psychologist.

What Did You Hate About Your Last Job?

A question like this may seem reasonable enough but this is also a question that outright opens an opportunity for you candidate to become negative, and that is not very professional. The candidate obviously had some problems with the last job that they have got and that is why they are applying for a new one. So instead of asking this question, you can ask them what their expectations may be in their new job. It is a much more positive approach to finding out what type of environment or job the candidate loves doing.

What is Your Religion?

Asking someone about their faith does not help you in analyzing their true capabilities, so never go there. It may seem like small talk for you, but during an interview, there is no reason for you to ask this. You should only ask about a candidates religion if there are certain events or even a task that will be assigned to them that may affect them or is not allowed in their religious customs.

How old are you?

This is something that can easily found out in the candidate’s resume or bio and it should not ask during the interview. It may be considered as age discrimination and again that is something that should be avoided. Just try to know the candidate’s age beforehand and do not include this in the interview questions.

Have you ever been arrested?

Everyone is innocent until proven guilty and yes, it is illegal to ask someone if they have ever been arrested. Finding out about this info is easy enough and the candidate should still have the right to prove himself or herself because their capabilities aren’t directly connected to their having been arrested in the past.

Have you ever filed for bankruptcy?

Asking someone about their financial status are off-limits. While this may seem like a question that can be asked harmlessly, it may be something of a sensitive topic to the candidate. And again, this is a question that wouldn’t actually allow hiring managers to measure a candidate’s capabilities so try to get more relevant questions instead.

How often did you take sick days in your last job?

If there is a time gap on a candidate’s resume, then it is okay to ask what happened during this period. But asking outright about how many sick days a candidate has taken is not okay because it is still related to their disability and is another question that should not be asked. Asking about pre-existing medical conditions if perfectly fine though once the job has been offered to the candidate to ensure that there are no obstacles in the candidate’s fulfillment of the role.

 

It can be a bit tricky to pick the right questions when it comes to video interviews but EasyHire.me actually comes with a library of good questions and any hiring manager can use this if in doubt. And you can even make it easier by conducting a recorded video interview and this way, managers can ensure that hiring managers are asking the right questions.

Mobile Video Interviews: New Feature Release

Mobile Video Interviews: New Feature Release

The EasyHire.me Team is thrilled to announce the general availability of its mobile interface for on-demand interviews. Job seekers can now use their iPhone or Android phones/tablets to take on-demand interviews anytime and anywhere. The Mobile Video Interviews are recorded and made available for grading and sharing among the hiring team upon completion.

Benefits of Mobile Video Interviews:

  • No webcam, no problem. Candidates without a computer or webcam are still able to complete video interview via their mobile device.
  • Interview anytime, anywhere. Need to interview while vacationing or during your lunch break? Sure! Simply pull out your smartphone and take your interview anytime, anywhere.
  • High Definition video recording. Modern smartphones have better cameras than most computers.  Candidates can reliably capture high definition video.

How it works:

EasyHire.me Mobile Video Interviews do not require candidates to download and install any custom mobile applications. This feature works right from the build-in Safari (iOS) or Chrome (Android) browsers, making it taking interviews easier than ever!

Mobile video interviews enable candidates to complete their assessments faster, so the hiring team can accelerate its hiring decision and ultimately the overall hiring process.

At EasyHire.me we strongly believe that mobile video interview technologies give hiring teams the much-needed edge in today’s competitive talent market.

Contact us at sales@easyhire.me to learn more or sign up now to accelerate your hiring!

Click the Product Update link to see all of our updates.

Top 5 Benefits of Video Interviews

Top 5 Benefits of Video Interviews

When searching for candidates, organizations look for employees who are a good match on the skills, and are the right cultural fit. And they want to find these people fast.

On the phone, a lot of candidates appear to meet the job requirements because the communication is limited. Recruiters can’t see the body language, and it’s hard to tell if a candidate has functional expertise.

So how can recruiters and organizations save time and money on pre-screening, and ensure that only the best candidates make it to on-site interviews? The answer is video technology.

Technology has become a great game changer when it comes to recruiting. Video interviews give recruiters and organizations more insight into candidates in the pipeline, ensuring that only the best ones move forward in the interview process.

Let’s consider the following scenario. An organization is looking for a candidate. Here’s what an average process looks like before an organization decides if a candidate is the right fit and it’s worth investing more time and money into this person:

  1. Screening time
  2. Phone interview time
  3. Scheduling time
  4. Candidate’s travel expenses (if applicable)
  5. Manager’s time to interview
  6. Team’s time to interview

With video interviews, you’d know after step 2 if a candidate is the right fit for the job. So why do you have to wait to see the candidate until you bring them on-site?

In the past, organizations didn’t have a choice. The only way to see a candidate face-to-face was to invite them on-site. With the help of video and technology, organizations can save time and money by using video to pre-screen candidates.

Paul J. Bailo, an author of “The Essential Digital Interview Handbook”, says that video interviews are about time and cost efficiency, and that “…digital job interviews are the closest thing we have to face-to-face interviews”.

Here’re top 5 benefits of video interviews:

  1. Screen multiple candidates simultaneously.
  2. Search and analyze responses—all interview information is recorded.
  3. Get insights quickly—for example, examine verbal cues and body language.
  4. Recruiters don’t lose candidates due to scheduling issues—candidates can record their answers at the time that works best for them.
  5. Bring team work and collaboration to your hiring decisions.

Video interviews are gaining more popularity. Companies like EasyHire.me make it easy for recruiters and organizations to get started with video interviews—there’s no need to install any software or apps. You can just sign-up for a free trial and start interviewing at EasyHire.me

Contact one of our experts today for a free consultation on video interviews, and to find out if your organization meets minimum technical requirements to sign up for the service.

3 Surefire ways to ensure candidate drop off

3 Surefire ways to ensure candidate drop off

Who are you? What do you do?

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.

Broken Connections

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.