Tag Archive: video interviews

  1. A Recruiter’s Guide to Shortlisting Candidates

    In a perfect world, we would evaluate each and every candidate that put in an application and ensure their resume was viewed by the hiring manager and given an in-person interview. The reality is that recruiters are crunched for time to fill positions as it is and trying to interview each and every applicant would result in the role never getting filled (as well as a very tired recruiting team). That’s why shortlisting is such an effective strategy for recruiters and ensures they’re able to efficiently move their candidates through the hiring process.

    What is shortlisting?

    What is shortlisting

    In the world of recruiting, shortlisting is defined as the process of finding the best possible candidate from your pool of applicants for an open position and advancing them to the next stage of the interview which is typically an in-person meeting. While it seems straightforward, it’s not. In fact, many leaders in hiring say that shortlisting candidates is the most difficult part of their job.

    While many recruiters may come across issues in an effort to shortlist candidates, it doesn’t have to be a lost cause. There are many ways around it as long as you’re willing to work them out with your team and develop a plan of action. Here are some of the most effective.

    Figure out what is most important

    Figure out what is most important

    First things first, you need to figure out exactly what it is you’re looking for. No matter how good the candidate may be, it means nothing if you aren’t able to realize how talented they are in the first place. To make it easy on yourself, pick the most important qualities you’re looking for in your perfect candidate. This means picking the most important qualities in regards to their professional experience as well as cultural fit.

    Once you have that list, pick the five most important from each category and look for them as you scour through resumes and cover letters. This way, you’ll have a clear idea of what you’re looking for and will be able to build your list of shortlisted candidates much faster. Just make sure not to develop tunnel vision and completely disregard the other qualities you’re looking for.

    Keep an eye out for red flags

    Along with their most important qualities, you should also be very aware of what you aren’t looking for. This means job hoppers as well as candidates with inconsistencies in their resumes. While there can be a good reason for an employee moving around from company to company, it may not be the perfect fit if you’re looking for something long term.

    Other resume red flags include:

    • Lots of grammatical mistakes
    • No steady progression from position to position/ moving backward in titles
    • Inconsistent employment history
    • Failure to follow directions stated in the application
    • Being too overqualified/underqualified

    How many candidates will you have time to interview

    How many candidates will you have time to interview

    What you also need to consider is how much time you have available to interview your shortlisted candidates. If time isn’t an issue then feel free to make your list as large as you’d like it to be. But if you’re in a situation where you have to fill as fast as you can, then be mindful of how many candidates you’ll be able to progress to the next stage and adjust accordingly.

    Use video interviews

    One way to make up for your lack of time is by using video interviewing software to speed things up and interview more candidates than you previously thought you had time for. It works like this, you record your portion of the video interview which includes the questions you want to ask along with any important information regarding the company you’d like to share. This information includes work perks, health insurance information, vacation time, etc.

    Next, you send the interviews to candidates for them to complete at their convenience. This way, the candidate can feel more relaxed since they’re in a space they’re comfortable in and will be able to speak of their abilities and past experiences more accurately. Also, you get a first-hand account of how they communicate without having to meet with them in person. With the time saved, you’ll be able to interview more candidates in a much smaller time frame.

    Include a short assignment to accompany their application

    Include a short assignment to accompany their application

    One way to really have the best candidates shine is by having them complete a short assignment with their application. This can be anything from a quick word problem to a math equation. When you have your applicants complete an assignment, you know the ones that actually took the time to do it are committed and driven to prove their worth for the role. You also know not to consider applicants that don’t complete the assignment because they’ve displayed they’re not able to follow directions.

    Last thoughts

    You can’t spend all your time evaluating each and every candidate that comes through the pipeline, you’ll get stuck and will never get your roles filled. By correctly employing shortlisting tactics, you’ll be saving time as well as ensuring the best candidate makes it through to the next round.

  2. 4 Tips for Onboarding Interns

    Successful internship programs bring tremendous value to companies. For starters, a robust internship program helps build a strong pipeline for entry-level positions. When both the company and the students are familiar with each other, this makes for a smoother and potentially quicker hiring process. And in the end, don’t you want your recruiters to spend less time and money on entry-level positions, and have more focus on harder-to-fill positions?

    Why a Positive Internship Experience is Critical

    Ensuring that interns have a positive experience in their internship will determine the likelihood of both sides pursuing a full-time employment relationship once they move on. A negative experience could mean they walk away from your company after their internship period is up, or even worse, they may choose to leave before the end of the agreement. News of a negative experience travels quickly on campus, putting a serious dent in your ability to hire from a specific program or an entire school.  It’s also important to consider the cost of time in locating and training a new set of interns. Full-time employment relationship once they move on. A negative experience could mean they walk away from your company after their internship period is up, or even worse, they may choose to leave before the end of the agreement. News of a negative experience travels quickly on campus, putting a serious dent in your ability to hire from a specific program or an entire school.  It’s also important to consider the cost of time in locating and training a new set of interns.

    4 Tips for Onboarding Interns

    Companies are missing the boat when treating interns as only a temporary, less experienced member of their team. Interns should experience an organized onboarding plan, increasing chances for a positive internship experience and a successful internship program.  Here are 4 tips to get you started:

    1.    Include Interns in the Same Orientation as Full-Time Employees

    What do the first few days look like for your new hires? Is there a day filled with videos, meetings, paperwork, etc?  Are there any trips to company offices in other locations?

    Make a list of everything in an orientation that interns can be included in. Let interns sit through as much as possible with new hires and they’ll learn much more about the company and feel part of the company culture from the beginning.

    1.    Assign Interns a Buddy

    Starting an internship can be overwhelming and intimidating. It takes time to get assimilated into the culture, but having a “buddy” to help with the transition could help make it much smoother.

    The buddy or mentor shouldn’t be their internship supervisor. Instead, pick another employee who works within their department or function. The responsibility shouldn’t be too much of a burden for whoever is assigned to mentor the intern. One hour focus meetings over lunch or elsewhere give the intern a chance to learn, ask questions, and gain a friend.

    1.    Have a Clear Vision of the Internship

    What do you want interns to be able to do in the first 30, 60, 90, and even 180 days after their internship starts? Granted, most internships don’t last 180 days, but mapping out how they’ll grow and how the job would expand if they stayed on that long just might keep them around.

    With each goal, map out items they need to learn and experience to meet those goals. Explain to your intern how these goals and experiences will help their career in the long run and they’ll be more likely to buy in.

    1.    Conduct Monthly Performance Reviews

    While your full-time employees will come to expect performance reviews either every 6 months or annually, interns need feedback, praise, and constructive criticism much more often. Plan their monthly objectives and goals and then meet to discuss progress every month.

    When possible, praise your interns on their work and progress. We all like hearing positive sentiments about ourselves and interns are no different. People tend to gravitate and spend energy on what they’re good at and you want your college talent to start to think of your company as an ideal landing spot after graduation.

    Is your talent acquisition team ready for the Fall College Recruitment Season? Our blog has covered multiple articles on college hiring and internships, so make sure to stop by and read through!  Let us know what you think about this blog and others by tweeting us at @goWepow.


    Photo by Jon Tyson on Unsplash

  3. 5 Ways for Recruiters to Build Trust With Candidates

    Enticing top talent to apply to your opening goes far beyond just posting a really fantastic job description. Sure, having a particularly awesome job helps. We won’t disagree with that, but what good is a great job if you’re the type of recruiter that has a “used car salesman” reputation?

    Do your candidates trust you? Do they feel like you have their best interests in mind? With the candidate experience becoming more important than ever, it’s key that recruiters start to put themselves on the other end of the table to look closer at how they’re being perceived.

    We’ve mapped out 6 ways for recruiters to build trust with candidates:

    1.Ensure Your Career Site is Focused on the Candidate Experience

    For many job seekers, their visit to your career site is their first interaction with you, the job, and the company. And whether you realize it or not, candidates look at your career portal as an extension of you – their recruiter.

    If the careers section is sloppy, unorganized, lacks information, and difficult to operate, you can imagine the first impression they will have.

    Spend ample time to review functionality and also the information provided on the careers site. Ask others for their opinion and try to focus on the candidate’s experience.

    2.Be Transparent Throughout the Hiring Process

    We all talk about the importance of transparency. In fact, some might even call it an industry buzzword. However, it’s a damn important buzzword!

    A recruiter who is open and honest about the upsides and more importantly, the downsides of a position will go far with their candidate. Being able to explain to your candidate why a job isn’t a fit, will win them over quicker than gushing about how they’re a perfect for a position. This doesn’t mean you should downplay great jobs just to gain their trust, but be open as to why a certain position isn’t going to work out for them. How

    3.Timely Communication is Key

    Some might say that communication and transparency are the same, or at least go hand in hand. We’d say that both statements are accurate, but in this case, we’re stressing the volume of communication between recruiter and candidate.

    There are a number of points throughout the process that a candidate needs quick and thorough communication. It all starts with confirming that their application has been received. From there, make sure to communicate the hiring timeline and process you’ll follow. Even passive candidates will feel respected if they’re provided proper and consistent communication throughout their experience with you.

    4.Ask Candidate for Feedback

    All signs might point to you being awesome, but you can’t be sure if you don’t ask. Create a quick (2-3 minute) survey that will gain insight into the following types of questions:

    • How was their experience on the career site?
    • Did they feel like the recruiter was knowledgeable about the specific job and their own skill set?
    • Did the process move at a pace they expected?
    • Was there proper communication throughout the process?

    You create can add in questions that you’d like insight on and use a tool like SurveyMonkey.com to keep it anonymous or you can create a simple Google form.

    5.Add a Personal Touch

    Crafting a personal touch for each candidate may seem time-consuming, but it doesn’t have to be. With Pre-recorded interviews you can share your organization’s core values, introduce your team ( and yourself) while being able to capture your candidates’ stories.

    Branding your candidate experience may seem like it’s all about you but it’s not entirely. Your candidates get to meet the team and see your office before they come in for that final interview.

    With Pre-recorded interviews you can execute tips 2-5! Now that’s efficiency at its finest.

    Did we miss anything? Leave us a comment and/or tweet us @GoWePow!

  4. 5 Ways Recruiters Fail When Communicating With Candidates

    “Communication works for those who work at it.” – John Powell

    Communication isn’t as easy as we’re programmed to believe. We are in the digital age so it should be right?  We’ve got a million ways to send messages and we can reach people instantly. The problem recruiters face is communicating to thousands of candidates, at different stages in the hiring process.

    This is where the “work” comes into play.

    Recruiters must continuously think about the process, technology, and systems to make communication smooth for their candidates.  It’s not easy, but with effort and thought around the interview process, it can be improved. We have listed some communication failures below in hopes that you avoid them moving forward.

    Here are 5 ways recruiters fail when communicating with candidates:

    1.  Poor  Careers Website:  The careers site counts as communication, right?  This is where recruiters can get a head start with candidates and offer some clues to the process and insight into the company.  When links are broken and there’s a lack of information candidates get turned away.
    1. Lack of Follow-up:  You can’t expect a recruiter to message back every single candidate, but an ATS system will keep all candidates informed about their status.  The worst thing that can happen is when thousands of candidates don’t hear back from a company at all. This can leave a negative reputation for the recruiter and most importantly the employer brand.
    1. Lack of Transparency:  Letting candidates know exactly how long the interview process will take and when they should hear back after interviews are critical. Giving candidates this kind of insight keeps them from worrying when it has been a few days, but also keeps them from annoying the recruiter with follow-up messages on their end.  While your company may not be able to give candidates a complete look into everything at the company, be transparent about the hiring process where possible.
    1. Failure to Communicate Company Culture, Perks, and Job Details:  It’s the recruiter and interviewing team’s job to entice candidates to want to join the company.  If you fail to communicate or give the wrong impression of the company culture, then can go wrong.  For starters, your candidate may just not want the job, or worse, they may accept a position expecting one thing, but experiencing another.  Having them quit from the position within 90-180 days is costly and time-consuming, and adds work to everyone’s plate.  
    1. Failure to Communicate With Rejected Candidates:  After interviewing a candidate 2 or 3 times, they do deserve some level of unique response from the company.  Failing to do this just seems a bit impersonal and can leave a bad taste in their month.  Recruiters may not need to explain all of the details, but give them a hint as to why you went in another direction.  You want them to remain interested in your company for future openings, and a lack of communication at the end of the process could cost you that opportunity.

    What are some other ways you’ve witnessed recruiters fail to communicate?  How have you taken steps to improve your own communication? Tweet us your answer at @goWePow .

  5. How 6 Organizations Solved Common Recruiting Pain Points

    Welcome to part 1 of a 7 part blog series that is meant to introduce you to WePow’s new eBook, 6 Ways Organizations Use Video Interviewing.

    When we began writing up ideas for our next eBook, we started focusing in on all of the recruiter pain points that we see and hear…and there’s many of them!  While technology like video interviewing has greatly improved the process and eliminated many of the pain points for recruiters, we figured that simply telling you that wouldn’t be enough.   

    For that reason, we’ve matched up the most common recruiting pain points with actual case studies from WePow customers in our brand new eBook.  You’ll find case studies from companies like Lenovo, Abercrombie & Fitch, Tech Data, and more.  

    Some of the recruiter pain points and topics included in the eBook are:

    1. Improving a slow hiring process, specifically the screening stage
    2. Gaining more clarity on how a candidate will perform in real-life scenarios
    3. Weak employer branding won’t attract quality candidates
    4. How to use recruiting technology outside of the hiring process to benefit the company
    5. Reducing the cost of interviewing
    6. University recruiting is too time-consuming and impossible to reach all students

    We hope you’ll hang here for this blog post series and take a look at our new eBook here.