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Staying Sharp in a Sea of Meetings: Strategies for HR Managers to Stay Focused

Staying Sharp in a Sea of Meetings: Strategies for HR Managers to Stay Focused

HR managers often handle many tasks, like hiring new talent, keeping employees engaged, conducting training, and ensuring compliance. All these tasks require a lot of attention and accuracy. The constant flow of meetings and interviews can cause burnout and lower productivity. However, by using smart practices and modern technology, HR managers can stay focused and work more efficiently. One helpful technology is on-demand interviews, where candidates pick their own interview times. This feature eases the load on HR managers’ schedules.

In this article, we have highlighted some useful tips that will help you unload your working day and hopefully make it more structured.

Prioritize and plan

Planning your day and prioritizing tasks are crucial for managing time effectively and staying productive. These practices help ensure that the most important tasks are completed first, reducing stress and enhancing overall efficiency.

 Prioritize tasks

HR managers should start by identifying and prioritizing their tasks. Not all meetings and interviews carry the same level of importance. By categorizing tasks based on urgency and significance, managers can allocate their time and energy more effectively.

 Plan your day

Planning the day in advance is crucial for maintaining focus. By scheduling specific time blocks for meetings, interviews, and other tasks, HR managers can create a structured routine. Time blocking helps in minimizing distractions and provides a clear roadmap for the day. Additionally, setting aside buffer periods between meetings allows for necessary breaks and reduces the risk of running behind schedule.

Use on-demand video interviews

An on-demand interview is a type of job interview where candidates record their responses to pre-set questions at their convenience, rather than meeting live with an interviewer.

Benefits of On-Demand Interviews

On-demand interviews are a game-changer for HR managers. This innovative approach allows candidates to select their own interview times, thus significantly reducing the back-and-forth of scheduling. Platforms as that support on-demand interviews provide flexibility for both the candidates and the interviewers.

How On-Demand Interviews Improve Focus

By utilizing on-demand interviews, HR managers can significantly reduce the number of scheduled meetings, freeing up time for other important tasks. This approach minimizes scheduling conflicts and last-minute changes, creating a more predictable and manageable calendar. Moreover, it allows HR managers to batch their interview times, concentrating their focus on interviewing during specific periods and dedicating uninterrupted time to other responsibilities.

Enhance communication and collaboration

A significant advantage of video interviews is that the recordings can be easily shared with colleagues. This saves a lot of time, as you don’t need to coordinate with each team member separately. Instead, you can simply share the recording, allowing them to watch it at their convenience.

Foster a Healthy Work Environment

Regular breaks are essential for maintaining focus and preventing burnout. HR managers should schedule short breaks between meetings to rest and recharge. Techniques like the Pomodoro Technique, which involves working for 25 minutes followed by a 5-minute break, can help in maintaining productivity and mental clarity. Additionally, longer breaks for meals and exercise should be part of the daily routine.

Also, we think well-organized and comfortable workspace can significantly impact focus and productivity. HR managers should ensure their workspace is free from distractions and equipped with the necessary tools and resources. Personalizing the workspace with elements that promote calm and motivation, such as plants or inspiring quotes, can also enhance concentration and well-being.

Continuous Learning and Development

Stay Updated on Best Practices

HR managers should continuously seek out best practices for managing meetings and interviews efficiently. Attending workshops, webinars, and training sessions can provide valuable insights and strategies. Keeping up with industry trends and technological advancements, such as on-demand interview platforms, ensures that HR managers can implement the most effective techniques.

Reflect and Improve

Regular reflection on the effectiveness of current practices is essential for continuous improvement. HR managers should take time to evaluate their scheduling methods, interview techniques, and meeting strategies. Seeking feedback from colleagues and candidates can also provide useful insights. By reflecting on and refining their approach, HR managers can enhance their focus and efficiency over time.

Staying focused with so many meetings and interviews is tough for HR managers. However, by prioritizing tasks, using technology, making meetings more efficient, improving communication, creating a healthy work environment, and continuously learning, HR managers can handle their responsibilities better. On-demand interviews, in particular, help by allowing flexible scheduling and lightening their load. By following these practices, HR managers can stay focused, boost productivity, and achieve better results in their roles.

Jobs that attract candidates

Jobs that attract candidates

How to write an attractive Job post to attract more candidates

A well-written job advert not only captures the attention of potential candidates but also provides them with a clear understanding of the role and the company. Here are some key strategies to create a compelling job advert that stands out.

  1. Start with an eye-catching job title. The job title is the first thing candidates see, so make it clear and engaging. Avoid jargon and use common industry terms. A good job title should be concise, specific, and accurately reflect the role. For example, “Marketing Specialist” is more appealing and informative than “Marketing Ninja“. For the correct job title, imagine yourself as the candidate who will be searching for your vacancy. Think about the questions “what words will this candidate use when searching?”. It is also useful to analyse your competitors and see what vacancies are posted on their job board.
  2. Write an informative introduction. The introduction should grab the candidate’s attention and make them want to read more. Briefly describe the company, its mission, and why the role is exciting. Also, highlight what makes your company unique and why it’s a great place to work. For example, “Join our dynamic team at Easyhire, where innovation and creativity drive our success. We’re looking for a passionate Marketing Specialist to help us elevate our brand to new heights.
  3.  Clearly define the role and responsibilities. Candidates need to understand what the job entails. Outline the main responsibilities and daily tasks. Be specific about what the candidate will do and the impact they will have. For example:
    – Develop and execute marketing campaigns across multiple channels.
    – Analyze market trends and competitor activities to inform strategies.
    – Collaborate with the sales team to align marketing efforts with business goals.
  4.  Specify required qualifications and skills. List the qualifications and skills necessary for the role. Be realistic about what is essential versus what is desirable. This helps to attract candidates who are truly qualified. For example:
    – Bachelor’s degree in Marketing or related field.
    – 3+ years of experience in digital marketing.
    – Proficiency in SEO, SEM, and social media advertising.
  5. Highlight company culture and benefits. Candidates are interested in the work environment and benefits your company offers. Describe your company culture and any unique perks. This could include flexible working hours, professional development opportunities, or a collaborative team environment. For example, “At Easyhire, we value creativity, teamwork, and continuous learning. Enjoy flexible work hours, ongoing training programs, and a vibrant office culture.
  6. Include a clear call to action. End the job advert with a strong call to action, prompt candidates to apply. For example provide instructions on how to apply and any deadlines. You can use a similar text: “If you’re ready to make a difference and grow with us, apply now by submitting your resume and cover letter to


Using AI for quick and effective job descriptions with Easyhire

Creating a job description that attracts the right candidates can be time-consuming. Fortunately The platform offers a powerful AI-driven tool to streamline this process. With Easyhire’s AI job description feature, HRs can quickly generate comprehensive and appealing job adverts tailored to their specific needs.

To instantly create a job description and job requirements, simply add a job title and the magic of AI will do the rest of the work in less than a second. For instance, if a company is looking to hire a Software Engineer, the AI tool will generate a job description that includes the necessary technical skills, such as proficiency in programming languages and experience with software development methodologies.

All in all, writing an attractive job advert is crucial in attracting the right candidates for your company. By following these strategies, you can create compelling and informative job adverts that stand out in a crowded job market. Additionally, utilizing platforms like Easyhire to generate job descriptions quickly and effectively can streamline the hiring process, ensuring you attract the best talent available.

A Few Simple Ways to Develop an HR Brand

A Few Simple Ways to Develop an HR Brand

In the increasingly competitive job market, developing a strong HR brand is crucial for attracting, engaging, and retaining top talent. A compelling HR brand not only enhances a company’s image but also significantly influences a candidate’s decision to join and stay with the organization. Here are three effective ways to improve your company’s HR brand.

1. Leverage Video Interview Platforms

One of the ways to enhance your HR brand is by incorporating video interview platforms into your recruitment process. This approach not only streamlines hiring but also improves the candidate experience, ultimately boosting your HR brand’s reputation.

Qualitative Assessment of Candidates

Video interviews allow HR managers to conduct a more qualitative assessment of candidates. Unlike phone interviews, video interviews enable recruiters to observe candidates’ body language, facial expressions, and overall demeanor, providing deeper insights into their personality and cultural fit. This comprehensive evaluation helps in making more informed hiring decisions, reducing the likelihood of bad hires. Modern video interview platforms such as offer not only high quality video, but also the convenience of storing and distributing candidate information within the HR team.

Attracting More Candidates

A key benefit of using video interview platforms is their ability to attract more candidates. These platforms offer flexibility, allowing candidates to participate in interviews from any location at their convenience. This flexibility is particularly appealing to remote candidates and those with busy schedules, expanding your talent pool significantly. For example, with the power of Easyhire on-demand interviews, the HR manager can let the candidate choose a convenient time to record a video interview.

Increasing Conversion Rates

Video interviews can also lead to higher conversion rates—the percentage of candidates who accept job offers. By providing a more engaging and less stressful interview experience, candidates are more likely to have a positive impression of your company. According to a survey by Jobvite, companies using video interview platforms report a 67% increase in their ability to reach candidates quickly and a 70% increase in the speed of the hiring process .

Providing a Good User Experience

A quality video interview tool enhances the overall candidate experience. Features like automated scheduling, user-friendly interfaces, and real-time feedback contribute to a smooth and professional process. Candidates who have a positive interview experience are more likely to speak favorably about your company, enhancing your HR brand through word-of-mouth and online reviews.

2. Build a Strong Employer Value Proposition (EVP)

A robust Employer Value Proposition (EVP) is fundamental to developing a strong HR brand. An EVP articulates what makes your company a great place to work and why candidates should choose your organization over others.

Define Your Unique Offerings

Your EVP should highlight what sets your company apart. This could include competitive salaries, comprehensive benefits, professional development opportunities, work-life balance, and a positive company culture. Clearly communicate these unique offerings across all recruitment channels, including your company website, social media, and job postings.

Consistent Messaging

Consistency in messaging is crucial for building a strong EVP. Ensure that your EVP is consistently communicated through all touchpoints, from the recruitment process to onboarding and employee engagement activities. This consistency helps reinforce your company’s values and culture, creating a cohesive and attractive brand image.

Employee Testimonials

Leverage employee testimonials to strengthen your EVP. Real stories from current employees about their experiences and growth within the company provide authentic insights for potential candidates. Video testimonials, in particular, can be very powerful, as they add a personal touch and make the message more relatable.

3. Leverage Social Media and Online Presence

In today’s digital age, a strong online presence is crucial for building and maintaining your HR brand. Social media platforms and your company website are powerful tools for showcasing your culture, values, and employee experiences.

Active Social Media Engagement

Maintain an active presence on social media platforms like LinkedIn, Facebook, and Twitter. Share updates about company achievements, events, employee stories, and job openings. Engaging content, such as behind-the-scenes videos and employee spotlights, can humanize your brand and make it more relatable to potential candidates.

Optimize Your Company Website

Your company website is often the first point of contact for potential candidates. Ensure that it is user-friendly, visually appealing, and informative. Highlight your company’s values, culture, and benefits prominently. Include a dedicated careers page with detailed job descriptions and application instructions. An easy-to-navigate and informative website can leave a lasting positive impression on candidates.


If you are interested in learning about the impact of improving the HR brand on the quality of recruitment, you can read examples of successful cases in this article.

Developing a strong HR brand is essential for attracting, engaging, and retaining top talent in today’s competitive job market. By leveraging video interview platforms, building a robust Employer Value Proposition, enhancing employee engagement and experience, and maintaining a strong online presence, you can significantly improve your HR brand. These strategies not only enhance your company’s image but also create a positive and engaging experience for current and potential employees.

Investing in your HR brand is a strategic move that pays off in the long run, leading to a more engaged workforce, higher retention rates, and a stronger reputation in the job market.

The Power of Open-Ended Questions in a Job Interview

The Power of Open-Ended Questions in a Job Interview

During one-way video interviews, creating the right set of questions is very important for prompt candidates to open up. Open-ended questions play a significant role in this process by getting thoughtful responses that show the candidate’s true personality. For example questions like “Can you describe a challenging project you managed?” or “What motivates you in your work?” help candidates share in-depth insights into their experiences and motivations. This approach allows hiring managers to gain a more comprehensive understanding of the candidate, thereby ensuring a better assessment of their fit for the role and the company culture.

What are Open-Ended Questions?

Open-ended questions are inquiries that cannot be answered with a simple “yes” or “no.” That is they require more elaborate responses, providing insights into the respondent’s thoughts. Examples include “Can you describe a time when you overcame a significant challenge at work?” or “What motivates you in your professional life?”

Benefits of Open-Ended Questions in On-demand Interviews

Depth of Information.

Open-ended questions allow candidates to provide detailed responses that offer deeper insights into their experiences and qualifications. According to a study by the Society for Human Resource Management (SHRM), candidates’ responses to open-ended questions can reveal their problem-solving skills, critical thinking abilities, and emotional intelligence in ways that closed questions cannot .

Understanding Behavioral Patterns.

These questions help interviewers understand how candidates have handled past situations, which can be indicative of future performance. Behavioral interview questions, such as “Tell me about a time you led a team to achieve a difficult goal,” enable interviewers to assess candidates’ competencies in real-life contexts. This approach is rooted in the Behavioral Event Interviewing (BEI) method, which focuses on past behavior as the best predictor of future behavior .

Uncovering Cultural Fit.

Cultural fit is a crucial aspect of hiring. Open-ended questions such as “What kind of work environment do you thrive in?” help employers determine whether a candidate’s values and working style align with the company’s culture. Research by the Harvard Business Review highlights that employees who fit well with their organizational culture are more likely to exhibit higher job satisfaction and lower turnover rates .

Identifying Unique Strengths and Weaknesses.

By allowing candidates to discuss their experiences and viewpoints in their own words, interviewers can identify unique strengths and areas for development that might not emerge from a structured question format. This is useful in roles requiring creativity and innovation, where traditional questioning may not fully capture a candidate’s potential.

Compose your own useful open-ended questions

Turning a closed question into an open-ended one involves rephrasing it to encourage a more detailed response. For instance, instead of asking, “Did you enjoy your previous job?” which can be answered with a simple “yes” or “no,” you may ask, “What aspects of your previous job did you enjoy the most?” This invites the candidate to elaborate on their experiences and preferences. Similarly, changing “Can you use Excel?” to “Can you describe your experience with using Excel in your previous roles?” prompts a richer discussion about their skills and how they have applied them in real-world situations.

Also, to maximize the benefits of open-ended questions, interviewers should be mindful of their phrasing and follow-up techniques:

  • Be Specific and Relevant: tailor questions to the specific competencies and qualities required for the role. For example, “Can you provide an example of a project where you had to manage multiple deadlines?” is more effective than a generic “Tell me about yourself.”
  • Probe Further: follow up on initial responses with probing questions to gain more detail. If a candidate mentions a successful project, asking “What specific strategies did you implement to ensure the project’s success?” can tell more about their skills and thought processes.
  • Balance the Conversation: while open-ended questions are valuable, it’s important to balance them with other types of questions to keep the interview focused and ensure all necessary topics are covered.

In addition to all of the above, you can read the list of open questions in this article.

Streamline your hiring process with video interviews on

Streamline your hiring process with video interviews on

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 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 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. 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 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 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 improves response rate 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 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 professionals

Gathering reviews from close quarters may not always be objectively viable. Professionals at are specialized in handling these sorts of queries from candidates. When in doubt, candidates can always look to an 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 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. 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

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