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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

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

Video Adoption is Not a Trend…It’s The Future!

Video Adoption is Not a Trend…It’s The Future!

Everything is changing, and this is mainly because of the internet. It’s becoming easier for people to build businesses, do research and of course, hire people. There are companies that still opt for the traditional route, though. But what they don’t realize is that they are missing out on the chance to do so much more! Read on to know more about proven benefits of adopting video into your company.

 

Video conference is more effective mode of communication.

It’s hard to get people in the same room at the same time during important meetings. And video actually solves that. In fact, this Must-Know Video Conferencing Statistics shows that there’s higher and higher interest to do conferences remotely due to the fact that it’s cost-effective, improves communication and definitely saves time. Businesses that use video conferencing actually saw a 30% reduction in travel costs and skipping the cost of travel means being able to save a lot that can be invested on other aspects of the company.

 

Video interviews allow companies to hire effectively.

Most companies have inhibitions when it comes to adopting new technology because it’s a big unknown for them. And while it may take some time and effort to switch from the traditional way of interviewing to a modern one, the pros can definitely outweigh the cons. In fact, MRI Network did a 2017 Recruiter Sentiment Study and found out that 63% of recruiters say that there aren’t enough suitable candidates for them to screen. And video eliminates this by allowing recruiters to search all over the world for more suitable candidates that would fit their hiring needs.

 

Video for training employees makes more sense.

The truth is, training employees takes time and time is money. And if a company is able to make the training a bit less time consuming, then it basically means that the transition of a new employee to the position they are assigned for can become a bit more hassle-free. And how can this be done? The obvious answer would be by creating training videos. It allows the training process to be done in a manner that needs little supervision and the best part is the trainee can go back to it whenever they need to. If you’re still in doubt, then you should see Cisco’s Survey that shows that the majority of executives see a big future for video in the workplace.

 

Video adoption can be applied in so many aspects of the workplace. If your company isn’t adopting the video technology to any of its work processes, then your company is definitely moving backwards. Keep in mind that about 9 out of 10 (87 percent) of companies are making video investments right now. Companies who make a commitment to video technology are seen as a company who cares about using technology to fuel business growth. So it’s high time that companies find a way to adopt video into their work process before they fall behind from their competition.

6 Ways To Better Prepare for Video Interviews

6 Ways To Better Prepare for Video Interviews

In this day and age, more and more companies are turning to video interviews since it is more convenient and allows them to pool more talents across the globe. Now, video interviews have become a vital part of the hiring process and it is now imperative that you know how to handle yourself during the interview and answer the questions that are being asked in a flawless manner and are thoroughly prepared for it. So here are a few important points for you to remember for you to land that job.

 

Have a General Idea About the Company

As someone looking for a position within any certain company, you should be able to have at least a general idea of what the company does and not just apply blindly. And besides, with the internet, you can easily look up any information you want and there is no real excuse for you to not do this. Research the company and know what they have been able to accomplish. Know who the CEO may be or what the company is working on at the moment because it will then give you a better idea of what their question may be. Even on their social media pages, you can see and get a general idea of what type of company they are. Here are points worth mentioning during the video interview:

What product or service the company sells

How long the company has been operating

Recent accomplishments of the company

The culture and values of the company

Placement of Webcam

Yes, this is important. Because you don’t want your potential boss to be looking at a stack of dirty clothes behind you while you are being interviewed. Know that there is such thing as the right background and right lighting for that matter. Also, it is important that you position your webcam at a flattering angle because it never hurts to make a good first impression. Position it above your eye-line and angle it slightly downwards.

Clothes & Make-up

Being presentable during a video interview is a must. You may think that just because the interview is done through a webcam that you should not be obligated to wear something formal. It is highly recommended that you do not wear pure black since the webcam will need to constantly adapt to show the black and cause your face to appear a bit wash out due to overexposure. You don’t necessarily need to wear make-up but as mentioned, it is better to create a good first impression and if make-up helps in doing that then you should consider it.

Maintaining a Good Eye Contact

Maintaining a good eye contact can often signify confidence and so hiring managers often do look for someone who is able to do this during an interview. But when it comes to video interviews, know that your eyes should always be focused on the webcam, unless they are actually the one talking and you need to listen. To do this better, you should have the video on full screen so that you would easily see and create a good eye contact with the interviewer.

Internet Connection

Having a good internet connection is essential for any video interview. Because without it, there would basically be no interview. Physically connecting your laptop or desktop to the router is the safest way to go. And ideally, your internet connection should be about 10Mbps and the higher it is the better. Right before the interview, make sure to test your connection speed and if your connection is at least 25Mbps, then you may just use wi-fi and a physical connection is not needed.

Practice Practice Practice

It helps to give yourself some time to practice to get accustomed to the camera. You can even try answering some commonly asked interview questions and try to see where you are lacking and then try to improve on them. Even practicing in front of a mirror helps and can give you a better view of how you react or how you basically speak. And if you prefer that someone actually outright ask you questions, then finding someone to do it with you can be your best help. But no matter how you do it, know that the important thing is that you actually practice.

 

There you have it. Six ways in which you could better prepare for that video interview. Don’t be fooled into thinking that the hiring process is less traditional and that you do not need to prepare for it. Make necessary preparations and follow these tips to nail that video interview.

How AI and Automation Will Change Recruiting

How AI and Automation Will Change Recruiting

Technology has taken a huge leap in quite a short interval of time and has presented many great possibilities which were impossible earlier. It won’t be wrong to really call it an age of the machine. With the rise in the latest inventions in the field of science, Artificial Intelligence is a new key factor which has an ability to think, adapt and respond over a period of time. Apart from many other advantages that it will offer you, tasks such as recruitment process also seem to fall in its lap with use of video interviews. The use of AI to make the recruiting process fully automatic by enabling feature of having video interview will decrease the workload of many agents and will bring boundless opportunities for all.

Here are the major impacts AI will put on the recruiting process. Read on…

1. Screening of Resume

Sorting out through resumes is the most time-consuming job and needs a lot of efforts. The best use of AI & automation will be done to have a proper screening of resumes in the least possible time. It will also be beneficial to search out for the best candidate, as in the manual sorting it is possible that the best & the most deserving candidate may be left behind. So, AI with its advanced research features will be beneficial for the recruiter as well as the volunteer.

2. Increase in Flexibility

The use of AI to have video interviews will bring full automation in the recruitment process. With such a feature, there will no restrictions such as fixed timing, availability of recruiting officer etc. The automation process will provide you the flexible timings to make both the parties comfortable with the time of their selection. Also, the interviews will be recorded for future reference so that the terms discussed in the conversation while having an interview can be viewed anytime & anywhere.

3. Change in Recruiting Process

As of now, the recruiting process is long and bound to many formalities. But with the arrival of AI & automation, there will be a huge change in the recruiting process. There will be no fixed office or place to have an interview as when the process will be automated then the whole process will take place online. The need of an officer to preside over the process can be neglected at times and can be replaced by recording the process to save for future and to inspect the candidate.

4. Limit the Research

Now, it is seen that many difficulties are faced while performing a research for an ideal candidate. It is also possible that many undeserving candidates are also given the chance due to lack of availability of candidates. But AI will help to shorten the research process to make ideal candidates present before you. The large scale of the area will be covered in the least time and the risk of selecting wrong ones is totally neglected.

5. Lower the Burden

The burden over the HR will be less and more focus can be put towards the improvement of the business rather than finding a suitable candidate. Automated results will be able to find the desired people for the vacant job profile. Also, screening of only best ones will decrease all the extra time and will make the process even shorter.

Conclusion

With so much ease at your desk, AI seems to be fitting for the task of video interviews. With lowering the risk of selecting wrong candidates, lowering the HR’s responsibilities and many other tasks which consume the whole time, will be done in minutes. Even the candidates will be having a plus point as they will be provided the best opportunity to grow in their desired fields. The use of AI & automation in conducting video interviews will definitely change the whole scenario about the recruiting industry.

Future of Interviewing is Here – Mobile Video Interviews

Future of Interviewing is Here – Mobile Video Interviews

Just at the end of last year, EasyHire.me proudly to announced a new innovation within our system that will allow hiring managers to have an even easier time reviewing applicants! We have integrated our platform with the internet browser systems that are accessible both on iOS and Android.  Candidates can now take interviews any time and anywhere without the need to install additional apps.

Having the ability to take an interview instantly from any location in the world puts you, as a hiring team member, in a better position by improving efficiency between you and the candidates. Statistics show that it allows you to increase your exposure to new candidates by 36%*.

Since hundreds of other people are competing for the same position it is important to contact the hiring team as fast as possible to conduct your interview. Being able to see in which order the interviews come in as a hiring manager puts you in an advantageous spot. Here is what NPR said about a study done in 2015,

“being the first person to apply for an interview allows you to gain a more objective review of your resume and gives you a higher chance of landing the position you are seeking” – NPR, 2015.

 

Since those applying first will almost always be the ones who are genuinely seeking the position our new system removes the barrier of additional apps in order to get the hiring managers to the new contacts as soon as possible. If the statistics aren’t enough to satisfy you, check out these three reasons on why you should use our system.

Here are the three reasons why you should use EasyHire.me for your next position:

  1. Uniqueness – Hiring managers have hundreds of choices. Set yourself apart with a mobile video interview.
  2. Convenience – Integrated interviews allow you to take an interview from any device, anywhere. If you find yourself in the library, dorm, or just lounging in the comfort of your living room you can take out your phone and quickly come in contact with a hiring manager.
  3. Efficiency – As a hiring team member you are able to review more interviews in a shorter amount of time. If you are a skilled individual at your position, you can get faster feedback from the candidate in order

If you are getting too many of inconsistent results getting in contact with hiring teams, we would be happy to show how EasyHire.me can lead to conduction of efficient, consistent, and meaningful job interviews. See the official announcement for this update here. If you’re not using video interviews yet, click here to sign-up and try!

*INC.com 2017

Why Video Interviews Are Seeing Increased Adoption

Why Video Interviews Are Seeing Increased Adoption

Finding the right candidate can be challenging and time-consuming. “Companies are implementing video interviews more and more, and people are actually getting hired faster now, because it’s less time and less aggravation on both ends,” says Paul J. Bailo, a digital executive and author of “The Essential Digital Interview Handbook.”

By adding video to the interview process, organizations and recruiters can quickly pre-screen multiple candidates at once, and observe verbal cues and body language to choose the right candidates.

Video interviews give employers the chance to test a candidate’s on-screen presence, but that’s not the only reason for this growing trend. Organizations state that conducting initial interviews with video saves them time, money and scheduling headaches and allows them to see more candidates than they would be able to manage otherwise. Recruiters can replay or review anything that catches their eye and compare candidates to narrow down the field before inviting a selection for a face-to-face interview or to an assessment centre.

While traditional interview processes probably aren’t going away any time soon, the time- and cost-saving benefits of interviewing someone via video, and its ability to transcend geographical barriers, will eventually lead to a significant reduction in face-to-face interviews. Video interviewing increases speed of hire, allowing recruiters to focus more time and energy on the best candidates.

The U.S. Bureau of Labor Statistics predicts that by 2030 the hyper-connected, tech savvy generation of millennials will make up 75% of the workforce. This new wave of people are tech literate, and accustomed to being connected anywhere, at any time. Thanks to the rise of mobile, cloud and social, millennials are used to flexibility, openness and instantly connecting with people regardless of their location. By adding video and collaboration features such as chat to the early stages of the interview process, employers can help millennial feel connected, and create the experience similar to social platforms.

At EasyHire.me, we believe that video is an essential part of today’s recruiting process. Based on the latest WebRTC protocol, video is supported by most browsers and doesn’t require installing any additional software. With EasyHire.me, employers can drastically accelerate their interview process by requesting candidates to take online video interviews, schedule live interviews, have them recorded and then collaborate among the team online when making a decision.

Watch a mashup of cinema’s most disastrous job interview scenes—do you think these companies could have benefited by doing video interviews? https://youtu.be/QBytUesZHl8

EasyHire.me Job Link

EasyHire.me Job Link

We have taken on the challenge of simplifying the workflow for prospecting candidates and further improve your easy hire experience.

Our approach combines two distinct ideas that we have been hearing from you –  provide actionable content for candidates and set up self-service workflows to deal with scale.

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 and not have to wait for you to schedule one. You also get notified on your Slack channel and Email when candidates submit their interviews.

Automate candidate prospecting and pre-screening
Automate candidate prospecting and pre-screening

Candidates visiting your job page can take interview right away!

EasyHire.me Job Link makes prospecting and pre-screening of candidates extremely easy! Cut down time and effort spent on prospecting candidates for your next job and streamline your interview process with EasyHire Job Links!

On-demand video interviews

On-demand video interviews

We’re excited to announce the on-demand video interviewing capability to our EasyHire.me Interview Management Platform. With EasyHire.me on-demand interviews, you can streamline and accelerate your pre-screening process.

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. This allows the hiring team to shortlist the most qualified applicants, much faster. The hiring team saves valuable time as no scheduling of interviews is required and the same interview recording can be shared and viewed multiple times.

On-demand interviews significantly simplify the hiring process for both the companies as well as the candidates. It is well-suited for even passive candidates as they can fit it into their busy schedules without taking time off work.

Check out our latest press release for more details.

Structured interview – an easy upgrade to your hiring process

Structured interview – an easy upgrade to your hiring process

1. Understand the job requirement

Specifying the job requirements clearly is the first step in the hiring process. Not only can it help dictate the open dialogue between you as an interviewer and the candidate, but also save your staffing team valuable time in their sourcing efforts.

Writing a good job description requires an understanding of company’s roadmap and timeline, both from a business and product perspective. In other words, address today’s needs, while also envisioning what the role would be a year from now.

For example, let’s say, you are looking to hire a Sales Development Representative. Your current need may be to generate more leads and revenue. However, you envision this hire to transition into a marketing role down the road. What would be the job requirements? Are you looking for someone to setup drip campaign or are you someone to do social marketing,

It may be wise to create a generic job description that emphasizes on expectations and accountabilities, rather than specific tasks, thereby encouraging employees to focus on results rather than job duties. We would suggest that you understand the role and responsibilities and write a more wide-ranging job description. A little extra time spent in compiling a good job description would help your recruiting teams efforts in finding the right candidate, faster!

2. Identify the key competencies 

Identify the most important competencies that should be evaluated during the interview. Define the key competencies that are must have and good to have. It is important that the hiring team understand the skills that are important for the job. Ideally, it would be great to get a candidate who has all the desired key competencies but most often you have limited time and so would have to compromise and pick the best available candidate. It would be helpful if the team has a prioritized list of key competencies that you are looking for in the candidates. Next step is to develop a list of questions to evaluate the competencies. Three to six competencies are typically assessed, and one to three questions might be developed around each competencies.

3. Develop questions around each competency

The next step is to develop questions to evaluate each of the identified competencies. All candidates should be asked a similar set of questions to bring consistency in the interview and evaluation process. For example, a key competency for manager often entails the ability to resolve differences within the team. Plan on asking questions that would give an insight on the candidate’s approach in solving such conflicts. The questions may include something like “Describe a time when you had conflicting ideas about the strategy of a project. Describe the situation? How did you help the team to resolve this conflict?” If it is a software engineering position which requires specific language skills, plan to have a specific question on coding that entails the candidate to write a snippet of code.

4. Define the metric scale 

Metrics are essential in today’s labor force. Not only do they help gauge overall performance, but can also be the driving factor for making hiring decisions. As you structure your interview process, it is important to identify the types of specific behaviors and descriptors that can be used to evaluate the candidate’s actions. These anchors are typically developed around a three or five-point scale. Define the metric scale and format to capture the factors that are important to the job position as well as for the company. Next, define the standards for rating so that all the evaluation across interviewers are normalized. Here are two factors to keep in mind:

  • Relevant metrics to a role: Measure a candidate on similar metrics to what their role entails. For example, if you are interviewing a Marketing candidate, your objective may be to read a sample writing a piece on the spot.
  • Qualitative vs. Quantitative: Being able to reduce subjectivity in the interview process is important. We are a product of our environment and as such, do bring our personal biases in the hiring process. We can reduce these biases by quantifying the candidates on the set of objectives with a well defined metric scale 

In the end, a structured approach to interviewing and decision-making process will help you in scaling the team, faster.