Browsed by
Category: Talent Management

Streamline your hiring process with video interviews on Eassyhire.me

Streamline your hiring process with video interviews on Eassyhire.me

In today’s competitive job market, finding the right candidates for your customer support team can be a daunting task. However, with the help of video interviews on the Easyhire.me platform, you can successfully streamline your hiring process and attract top talent. This article will guide you through the stages of effectively selecting support staff using video interviews, highlighting the convenience and cost-effectiveness of this approach.

The first step in the process is to publish your job post on the Easyhire.me website and create a set of interview questions. Fortunately, the platform offers a user-friendly library of question sets that you can utilize free of charge. This feature saves time and ensures that you ask relevant questions tailored to the specific requirements of the customer support role.

After receiving applications, it’s time to review resumes and shortlist the most promising candidates. Easyhire.me allows you to seamlessly invite these candidates for video interviews, eliminating the need for scheduling conflicts or geographical limitations. This step enables you to assess candidates’ communication skills, problem-solving abilities, and overall suitability for the role.

Once the video interviews are completed, you can conveniently review them at your own pace. The platform allows you to share interview recordings with your colleagues, facilitating collective decision-making. By involving multiple perspectives, you enhance the chances of making an informed hiring choice based on a comprehensive evaluation of each candidate’s strengths and weaknesses.

After identifying the ideal candidate, the final step involves extending a job offer through the Easyhire.me platform. This streamlined process ensures that all communication regarding the employment offer remains centralized and easily accessible. Additionally, the platform offers secure document sharing features, allowing you to exchange employment contracts and other necessary paperwork efficiently.

By leveraging video interviews on the Easyhire.me platform, you can revolutionize your customer support team’s recruitment process. Conducting remote interviews saves time, eliminates geographical barriers, and reduces recruitment costs. The platform’s low subscription fee makes it a cost-effective solution for businesses of all sizes. Embrace this innovative approach to hiring and discover the benefits of a streamlined and efficient recruitment process for your customer support team.

We made it easy track candidates!

We made it easy track candidates!

We are happy to introduce our new automated Candidate Tracking flow!

The new candidate tracking system allows Hiring Managers and Recruiters to easily track job candidates from first contact  to the hiring stage.

The talent acquisition funnel comes with seven successive stages built-in. As the hiring team conducts interviews, scores the results and makes a hiring decision, candidates are automatically moved to the appropriate stage.

Candidate list

The informative candidate card widget makes it easy to compare applicants, view resumes, and video interviews. Convenient filters and sorting modes now also include the ability to view candidates by their interview stage. This allows to quickly find the desired candidate or figure out the next steps.

How to improve response rate to online interviews

How to improve response rate to online interviews

With the rise of on-demand video interviews, the global job market has seen a drastic shift over the last year. We continue to witness a trend that reemphasizes the need for a flexible, convenient, and entirely virtual hiring process. However, companies and hiring managers reaching out to potential candidates are failing to yield a strong response rate from the candidates.

Amidst a year full of uncertainty in the job market, the woefully low response rate to online interviews goes on to show that companies need to do a lot more than being generic when it comes to attracting the best talent.

We can narrow down the impact to these key factors –

  • Irrelevant approach

Hiring managers push out emails with poorly constructed copy and job description. Most descriptions don’t fit into the candidate’s core competencies and can’t stand out in a sea of hiring notifications.

  • Extremely long interview process

If a candidate has to jump the hoops for the hundredth time to reach the final round, they’re more likely to give up midway. Extremely drawn-out job interviews do not add value to the jobs and they discourage potential candidates to show off their skills. Lengthy procedure is not the ideal way to judge perseverance.

  • What employers should do

As employers, hiring managers need to flesh out a clear and engaging hiring process. Two main ways can improve the response rate of candidates.

  • Tweak the job description

It all starts with the job description itself. The JD should contain as many details as possible without sounding inappropriate. The primary work and deliverables need to be explained clearly along with the benefits that come with the specific role. Jobs with competitive pay based on a location yield more responses than the salaries that can’t justify the workload. Employers should also clearly mention the status of the job. If a job is remote instead of on-site, you’re bound to attract a lot more responses. 

Hiring managers can include a video to introduce the team, the company culture, and the project. Visual content tends to attract a lot more interest.

  • Engage the candidates

Engaging the potential candidate with actionable steps can lead to a better response rate. Make sure you clearly explain the date, time, and steps involving the interview. Having a clear idea of how to go about the interview gives candidates the confidence to reply. Ending the mail with a proper CTA shows that you’re eager and looking forward to discussing the project with the candidate.

How Easyhire.me improves response rate

Easyhire.me was built as a platform that simplifies the talent acquisition process and empowers the hiring managers and candidates to put their best foot forward in an interview. It also improves the response rate to online interviews with carefully curated strategies.

Practice interview

Easyhire.me offers an intuitive tool in the form of practice interviews. Candidates can finally look at themselves from the eyes of the HRs and fine-tune their facial expressions, postures, and delivery. With the flexible practice sessions, candidates can dive deep into their respective fields and improve their interview skills. 

The interviews can be shared with friends, families and professionals to collect second opinions as well. As a result, candidates don’t just feel confident in their craft during an interview but also comfortable in their skin.

Active Easyhire.me professionals

Gathering reviews from close quarters may not always be objectively viable. Professionals at Easyhire.me are specialized in handling these sorts of queries from candidates. When in doubt, candidates can always look to an Easyhire.me expert and receive detailed feedback on their interview skills.

Multiple channels of communication

We receive hundreds of emails and notifications from various quarters each day. Amidst the clutter, it becomes hard to keep track of the important updates like job interviews. That’s why employers should leverage multiple channels of communication to reach the candidates. Employers can activate SMS notifications along with email updates on Easyhire.me. This way, candidates can be constantly in the loop, and the response rate to online interviews increases with time.

Curated videos for employers

Visual content instantly hooks people in and job applicants are no different. A well-thought-out welcome video can ease the nerves and create a good impression of the company in the minds of the candidates. They feel more welcome and feel a connection with the company culture and its goals. Easyhire.me offers the option to add unique video content to job interviews. If a company doesn’t want to create a new video, there’s always a default video for them to take advantage of. 

Regardless to say, an engaging welcome video pushes the response rate upwards and a solid thank you video can lead them to provide feedback on the entire process.

It’s 2020: Are You Ready to Cross the Talent Chasm?

It’s 2020: Are You Ready to Cross the Talent Chasm?

The Reality of “Workforce 2020”

More than two decades ago, industry researchers and influencers – consultants, universities, the labor census bureau – made bold predictions regarding the massive changes our nation would experience in the next 20 years, referring to the phenomenon as “Workforce 2020”.  These thought leaders reported that the labor pool, which was dominated by white males, would become more demographically diverse in terms of gender, ethnicity and age, ultimately, creating a “minority-majority” workforce.

While these demographic projections have very much come to fruition, no one could have imagined the impact that technology would have on employment today, or could have predicted the effect of social, political, and economic influences on workforce models and behaviors.  Consider trends such as:

Historic low unemployment. Digital transformation. Skills gaps. Artificial intelligence (AI) and robotic process automation (RPA). Globally connected work communities. Cultural diversity. Gig economy. Millennial workplace demands. Workforce of the future.

To name a few.

These forces are very real and, as a result,  are keeping CEOs and CHROs up at night in this tight labor market. In the Conference Board’s C-Suite Challenge 2019™, more than 800 CEOs surveyed reported that talent acquisition and retention was their highest internal concern; while The Hackett Group 2019 CHRO Key Issues Study found that HR leaders have added the ability to address talent and critical skills shortages to their plate of top improvement priorities, but have not been able to give this crucial area the attention it deserves.

The Shift to Modern Talent Acquisition Approaches

As we enter a new decade, these talent challenges will quickly become more profound, since we will quickly move from trends to reality and organizations will feel the financial impact of unhealthy talent pipelines and unfilled critical roles. As HR, Talent and Recruiting professionals, we can no longer depend on the inefficiencies of a linear requisition-to-hire process. In fact, only 6 percent of respondents to the Deloitte 2019 Global Human Capital Trends survey believed their recruitment function processes and technologies were best-in-class, while 81% believed they were standard or below standard.

As a result, HR and Talent leaders are entertaining modern approaches to talent acquisition to broaden their talent pools; to better nurture candidate relationships and connect with prospective employees; to shrink the time-to-hire to avoid losing skilled talent to other opportunities and competitors during the recruiting cycle; and to build their employment brands.  As organizations compete for the same top talent, their recruiting tactics will need include next-gen execution strategies.

Watch-list of Talent Trends

 Some trends to watch out for in 2020 include…

  • Alternative interviewing techniques, incorporating live video and on-demand video interview technology to improve speed, quality and the candidate experience
  • Recruitment automation to eliminate waste and improve processes and productivity such as screening, scheduling, and feedback loops
  • Collaborative recruiting to identify candidates via a combination of traditional and new sources that build talent networks and communities to sustain a healthy and diverse pipeline
  • Online structured interviews to accelerate interviewer competence and consistency, while ensuring equity in the process
  • Blended workforce models, including accessing freelance talent, to allow for efficient scaling up and down
  • Personal assistants and chatbots that create an on-demand, personalized candidate experience

With the war for talent at its all-time peak, it is not enough to simply refresh existing processes; it is time for organizations to reinvent their talent acquisition strategies. By leveraging modern tools and technologies, recruiting organizations can identify, access, and engage the right talent with speed and agility.

Share Your Talent Acquisition Plans for 2020!

What plans do you have to enhance your talent acquisition process? What outcomes are you trying to achieve? Take our poll to build cross-industry knowledge of the top next-gen recruiting strategies!

Click here to take our quick poll

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.

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

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.

Employment trends that won’t continue in 2017

Employment trends that won’t continue in 2017

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.