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6 Innovative Ways to Optimize and Scale Your Hiring Process

6 Innovative Ways to Optimize and Scale Your Hiring Process

In today’s fast moving economy, companies are now more than ever realizing the importance of who they are hiring and how they go about hiring them, whether for freelance, part time, or full-time employment.

What employers often forget is that the hiring process is typically the first “real” look a new employee has to see how a business operates behind the scenes, albeit from a limited scope. According to Career Builder, “68 percent of employees believe their experience as a job candidate reflects how the company treats its people.”

If your on-boarding process is careless and unkept, you may ultimately have employees leave before they even walk in the door. Regardless of the size or revenue of your business there are many ways to improve and excel in your hiring process using human resources software – creating both short and long term success for your company.

Study these six tips to develop and enhance your on boarding process.

Invest In Your Brand

Sure, companies can spend their budgets working with influencers and industry leaders, but why not invest in the influencers who are already working for you: your employees. Happy, invested, and proud employees can become your best brand ambassadors. While there are multiple platforms to share how great your company is, such as Glassdoor, LinkedIn, and a strong careers page, word of mouth and personal experience can help amplify this tenfold. In fact, according to LinkedIn, “72% of recruiting leaders worldwide agree that employer brand has a significant impact on hiring,” yet only “55% of recruiting leaders worldwide have a proactive employer brand strategy.”

Simplify Your Application Process

Applying to jobs should not be a headache but instead a creative way of telling potential employers who you are and what you have to offer them. Your application process should mirror this experience and not influence candidates to turn away. While some companies think more rigorous applications may weed out lazy applicants, this is certainly not always the case. For example, “One-in-five candidates give less than 10 minutes to a job application, or two to three pages on a mobile device” – otherwise they will clock out.

Organize Your Talent Network

What type of candidates are applying to your positions? What industries do they come from and what does their education background look like? Whether you are a digital marketing agency, a niche boutique, or an up and coming restaurant, it’s crucial to put in the extra time to make your company visible to the right candidates. Here are a few techniques to widen your network:

  • Social Media (i.e. Twitter)
  • Events (i.e. Meetups, Young Professional Orgs)
  • Referrals (i.e. Employee Referral Program)
  • Google Sources (i.e. Boolean Search)

Create An Internship Program

Interns are the perfect way to feel out incoming, entry level employees. Because most internships are only 3-6 months, they give employers time to see whether an intern can grow, advance, and add the company overall. “We look at our intern program as the best source of full-time talent,” says Kyle Ewing, the Head of Global Staffing for Google. “It is our hope that every intern who performs well will be able to find a full-time opportunity at Google.” If you are lucky enough to get a good batch of interns that you can later on hire, this will save you all the time you would have spent doing things like emailing, interviewing, and sorting through new applications.

Decide What Trends Are Impacting Your Industry

Trends have had a massive impact on various industries. If one company in tech offers one type of benefit, can you company keep up? By staying ahead of where the industry is going, you will have that much more time to acquire the same resources as your quickly moving competitors. The last thing you want is to give your rivals more opportunity to transform the industry by ignoring trends, explains Harvard Business Review. To identify these trends you must be audacious, consider what will matter in the future, explore, and conduct experiments.

 

Utilize The Best HR Technology Right For You

Luckily for us, recent technology has made both the hiring and interview process seamless for all types of businesses and industries. For example, businesses can utilize HR software such EasyHire.me, especially a platform for video interviewing. Video interviewing can make the interview process more comfortable for both the candidate and the hiring manager. Additional aspects include creating an introduction and thank you message, both for comfortability as well as efficiency. EasyHire.me allows businesses to automate with on-demand interviews, leverage team collaboration, and take a data-driven approach with advanced testing methods, increasing efficiency and scalability.

Video Intro and Thank you clips are now available

Video Intro and Thank you clips are now available

Easyhire.me knows how busy you and your recruiters are.  We also know how passionate you are about finding and screening talent for your team! In order to save your time, we created a special Introduction and Thank-you videos. They can be included in any of your question sets. The video is recorded in high quality and is accompanied by subtitles, which will help even the non-English-speaking candidates to understand.

The Introduction Video explains candidates about the interview process, the types of questions and how the recording works.
View Introduction video and add it to your Question sets:

You can add The Introduction video to your question sets by completing the following steps:
1. Go to the Questions section and select a question set;
2. Double click on Configure Introduction line;

 

3. Select Easyhire.me Introduction video from the dropdown menu and Save

In the “Thank you” message, we thank candidates for their time and tell what happens after the interview.
Look at the “Thank you” message and feed it to your sets of questions:

You can add this video in the same way as Introduction, using the Configure Thank You message form and selecting the Easyhire.me Thank You Message video.

Easyhire.me Team will add new video tutorials for candidates and managers to make our platform more understandable and easy for our users.

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.

Six ways to create an enjoyable and comfortable on-demand interview

Six ways to create an enjoyable and comfortable on-demand interview

A vast majority of candidates we polled reflected that interview process is very stressful to them. They felt even more stressed about an upcoming video interview. This was because they did not know what to expect, given this format is fairly new. Additional stress was due to the lack of feedback during a one way video-interview.

 

So we decided to share some tips for making EasyHire.me video interviews more comfortable for your candidates.

  • Create a clear branded image of the hiring team using customization options!

You can add your company logo, corporate colors, the email signature to all emails that are sent to candidates. This feature is available on the Teams page – Customization tab.

Ask your hiring team to fill out their profiles and add their photos.This will significantly increase candidate’s level of trust and confidence.

Profile photo can be specified by clicking on the profile drop down and selecting the Settings option.

Each team member can easily specify their title, position and responsibilities in the “About Me” section of their profile.

 

  • Compose a friendly email invitation to the interview!

Easyhire.me allows hiring managers to customize emails that will be sent to candidates on behalf of the team. This option is available on the Team page, the Email Templates tab. Often candidates get acquainted with a vacancy from an invitation to the interview – create your perfect invitation!

 

  • Add a welcome video message.

Take the opportunity to greet your candidates by creating video messages. Candidates will see the welcome video before they start interviews. This is a great way for a hiring manager to introduce themselves, share exciting facts about the company and team, provide more details about the position and the interview process.

You can record one video introduction and use it for all your question sets, or record an unique introduction to each set.

 

  • Be creative when composing a question set! 

 

In order to diversify question set you may use any combination of the following types of questions:

  • Video questions
  • Quiz questions
  • Text questions
  • Technical questions with the code runner
  • Questions with attached images

Our candidate surveys showed that when candidates see a video question, they feel less anxious about their own video recording. Therefore we recommend creating at least one video question.

One good way to create such question is to ask several of your colleagues to record a video question. You can then combine these into a single question set. As a result, candidates would get to know their potential future team before the formal on site interview. This way they are more likely to be excited about the position and have a much higher chance of a more positive outcome of the interview process.

For Default questions use the editor to create a question, attach a picture or insert a link.

Add time to prepare to your questions so that candidates get the opportunity to fully understand questions and think about the answers before being recorded. This will result in more complete and detailed answers.

 

  • Begin the interview with simple and open-ended questions, for instance:

«Tell us about yourself»

«Why are you interested in the role?»

«Describe your current (or most recent) position»

and then add more complex questions.

 

  • Thank the candidate for taking the interview.

Add «Thank you» video-message to your question sets. In this video, you can thank the candidate for the interview and explain to them what next steps will be taken if they will be approved or rejected.

 

We wish you good luck in finding and selecting suitable employees, and Easyhire.me will make this process easy and fast!!!

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.

New Practice Interview Features for Candidates Rolled Out!

New Practice Interview Features for Candidates Rolled Out!

Practicing before a big interview can give you an edge and prepare you well to land that job. Good news! We’ve rolled out a couple of features that would make practicing for that position a breeze. Keep reading to know what they are.

We’ve made it very easy for candidates to nail interviews and created questions especially made for the type of job they are applying for. Here’s a list of those different kinds of interviews that you can take:

Each type of job has top questions that are being used in interviews that are relevant to the said job. For each question, you are allowed a few seconds to prepare and then a few minutes to answer. There’s a timer right at the corner of the screen so you know how long you have answered. Each of these practice interviews is recorded and you can retake them once you review them and feel that you could have done better. You can choose the difficulty level in order for you to prepare well for questions that are meant for higher positions. Plus you can give us your feedback regarding the whole experience. Let us know what question you think worked best for you and how we can improve the new features.

By practicing through video interviews and reviewing the recordings, candidates can ensure they are confident and satisfied with their overall interview performance. They can take it to the next level by asking for feedback and comments.

And if you feel like you just need an interview practice with generic questions that you can answer and record, we have a free practice interview to try out. Through this, you’d have a better idea of how this technology works and be prepared if you have to undergo such an interview! Go here https://easyhire.me/for-candidate to take advantage of our new features.

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

SHRM 2018 Annual Conference

SHRM 2018 Annual Conference

SHRM 2018 is sure to be an exciting an eventful opportunity for the HR Community come together to reunite, network, learn and grow professionally. I’m sure it’s something that all of us should attend if possible.

However, there are always circumstances that arise that prevent us from attending such as personal matters like a wedding. Or maybe professional obligation such as a project that you’re in the middle of that needs your immediate attention. So if you’re currently experiencing FOMO, here are some ways  you might be able to keep in touch with what’s going on in Chicago. Although, getting some of that famous Chicago deep-dish pizza would be worth the trip alone.

  1. #NOTATSHRM

Use the hashtag to search Google Facebook or Twitter for #NOTATSHRM. Several well-known bloggers and influencers in the HR community will be live blogging and do facebook lives streams or periscope as well as youtube live streams.

  1. #SHRM18

This is being used by attendees to discuss what’s happening in Chicago. From SHRM staff to bloggers and special events put on by vendors this is an easy way to find relevant content.

  1. NOTATSHRM Facebook Group

Started in 2017 by Jessica Miller-Merrell this group is designed to keep you up to date on what’s happening at the SHRM annual conference without having to be there. Click here to find the group on facebook and request to join.

  1. The SHRM e-learning library

Attend SHRM digitally for just $199. With a pass to the SHRM e-learning library you can get access to all concurrent sessions slides as well as audio. Not only will you get 2018 but every year since 2015 with over 500 courses and sessions. Though you won’t be able to enjoy the live speakers, collaborative breakout sessions, or visiting the exhibitors in-person, you’ll have the advice of top HR Tech experts in the industry at your fingertips. 

And remember: there’s always next year!

6 Ways AI Will Enable Recruiting to Be More Human

6 Ways AI Will Enable Recruiting to Be More Human

We all have seen the news and know that more and more jobs are being taken away by robots and some people are even afraid of the future because of it. Well, there are pros and cons for every new technology that comes our way. Just like cars where it makes it so much more convenient for us to travel now but it actually pollutes the air we breathe. So let’s actually take a look at the five ways that AI can make the recruiting process more human and easy for a change.

 

AI will make job ads more targeted and effective.

Basically, this technique will give recruiters the ability to place highly targeted ads in front of the right people at exactly the right time. Data based potential clients browsing history and online activity will allow them to do this. Advertisers need to be able to understand each browsing activity using cookies or what you can say are pieces of data that follow people as they visit different pages. Tracking these cookies and knowing if there are candidates visiting a page will allow recruiters to compile these data and can be used to shortlist potential candidates. This can also be done by looking at prospective candidates browsing histories to check phrases they’ve searched and pages visited against those used by local talent who visited a certain webpage.

The truth is that we are living in a world where ads dominate a lot of peoples lives. In fact, Betterteam found out that “Facebook only shows your posts to about 2 percent of people who like your page. To give your posts a chance of appearing, you can use paid ads to target friends of people who like your page.” So having AI actually allows people to find the right job quicker.

 

Profile Augmentation will give a clear picture of candidate’s skills.

AI will soon make it possible to see not just a candidate’s job history but also what they are passionate about doing. Using the same technology that allows companies to model an applicants behavior based on browsing histories and interests. They could figure out a person’s interests and hidden skills and this then would allow recruiters to recommend jobs related to what candidates actually want to do and not just the job they are assigned to now. This is especially useful for roles that are hard to fill, like an Information Security Analyst. There are few people who can handle this type of job, but you would be surprised to know that there are plenty with experience in software development who would jump at the chance of levelling up their game and taking on the job.

 

Chatbots can do the initial basic questioning for you.

There are companies that are already using chatbots in recruitment. Some companies like Shamrock foods actually ask for a potential candidates phone number and name through chatbots. So it basically eliminates the need to fill out forms, meaning less paper consumption. Once this forms are filled out, the chatbot is able to collect that information, the persons’ profile then goes into a CRM system where human recruiters can do their work. Bots can even follow up with candidates if they aren’t actively progressing with an application. So the main advantage of it is that recruiters get their time freed up a lot and they can then focus on the more important aspects of recruitment.

 

Advanced competency tests can gauge emotional and cognitive abilities.

There are actually advanced competency tests can tell a lot about a candidate and you’d be happy to know that games are involved. Certain games that are specifically made to test out abilities are a great and innovative way to know a candidate’s skills that would otherwise be difficult to detect, like problem-solving. They can also help recruiters assess a candidate’s willingness to take risks by creating scenarios within a game. There are more and more companies already doing this, but it will definitely become bigger within the next 3 years or so. Companies like Shell, AXA and Generali Group are already using Knack to assess their potential employees.

 

Facial and speech recognition software in video interviews can reveal more.

Video interviews will soon take over the normal hiring process and be much more useful. In the future, a candidate may only need to speak to the camera while the machine takes them through a list of questions. Meaning that recruiters will only need to review those videos and can actually prevent potential bias because they did need to interact with the person themselves. This may seem too automated for some but it actually allows a fair chance for each candidate, which is still a better outcome. Also, you can expect that video interview software will, in the future, be able to analyze body language, the tone of voice that can help in determining the overall qualification of a potential employee.

And if you want to try the future for yourself, you can try out EasyHire and get their free demo to have a proper idea of what it’s like to interview through videos.

 

Reference checking will become quick and easy.

Checking a potential clients reference is one of the most tedious things recruiters have to do. You have to call a minimum of three people to check the credibility of the person you are hiring and while this is not the same for all companies, some still do this. Well, there are now tools you can use to do this and yes, AI is still involve. At TeleReference, they have an automated reference checking platform that will allow recruiters to make their hiring process more streamlined. They even have a video, telephone or written reference options that can fit any requirements that a hiring manager needs. Also, it gives the candidates a better chance because the hiring manager will have more time to look into skills and abilities rather than calling all day for reference.

 

Don’t worry about the future, because you can never truly take away the output that a human is able to do. We all need to just focus on what things AI can improve and not always think about the bad. In the end, we all just need to make certain adjustments and try to see AI for what it is, a helpful tool.

Human Resources Today