Category: Recruiting

20 Jun 2019

How different types managers can benefit from video interviewing

Finding good and quality talent is essential to any company development. The characteristics of managers leads to different approaches to the recruiting process.  The use of video interviewing is however, able to assist these different types of managers and aid in the recruiting process and make it seamless. Here are some of the different types of managers and how video interviewing can assist them:

1. The Procrasta-Manager

So, it’s safe to say some managers (and people in general) procrastinate, and possibly on a regular basis. The decision to hire a candidate shouldn’t wait until the last minute and be a hurried choice. For those procrasta-managers who hire with haste, video interviewing can be the solution that takes your candidate choice from a rushed judgment to a more educated assessment of talent fit.

Video interviewing provides a window into the candidate’s cultural fit. Sharing candidate files with other colleagues to get a well-rounded assessment of the talent’s company helps the hurried hiring manager (who doesn’t have the time to spend contemplating it themselves). It keeps candidate information organized, so their interviews are easily accessible.

2. The Micro-manager

A micro-manager is a boss, manager or supervisor who provide excessive supervision of their employees. The traits that make a supervisor a micro-manager are hard to break; they measure too much, they monitor too closely. Much like helicopter parents, helicopter managers hover.

They have a hard time completely passing a project to their team, so they have to give their input on every… single… detail. Video interviewing can help slow the hovering propellers of a helicopter manager during the hiring process. Using video while assessing candidate allows micro-managers full access to the potential candidates for review and to provide input on spot without necessarily having to physically hover over their colleagues.

3. The Passive Manager

The passive manager sits back as no one takes charge of projects or decisions. This is where video interviewing comes in to give them – or rather, force – a bigger voice.

With the interview tool, other managers are able to review the candidate interviews at their own convenience. This gives hiring managers who tend to let others make the ultimate decision, the power for the “go-ahead.”

Read more:

https://recruitingblogs.com/profiles/blogs/how-4-types-of-hiring-managers-can-use-video-interviewing

 

 

 

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06 Jun 2019

How video interviewing helps in the recruiting process

Technology is at the core of our business. With Headhunting and High volume recruiting being one of our core services, we continue to evolve over the years by leveraging the use of technology in our everyday operations. We started this efficiency journey 8 years ago when we implemented our talent management systems, to process job applications and manage the hiring process hiring process at a faster yet more effective rate.

But we didn’t stop there; We continued to ask ourselves the question: How can we increase our efficiency levels and revolutionize the way we do business? The answer use video interviewing.

As our clients seek to recruit and select the best talent in the already competitive labor market, the initial screening process can be hectic and time consuming! Recruiters will be expected to reach out to prospective candidates, shortlist through primitive, standardized screening processes, and attempt to schedule interviews at a time convenient to the interviewer and applicant. Recruiters are generally confined to the schedule dictated by the clients as a result of their jam-packed itineraries. With this rigid approach to recruiting the candidates are typically required to adjust their schedules to suit the respective client. This approach can be tedious, and often times problematic to all parties involved.

The alternative to this would be to conduct an over-the-phone interview. This method, however, is limited by the recruiter’s ability to document verbatim what is said by the candidate. The client is therefore left to rely on the recruiters account of what the candidate said. In addition, phone screens are not time convenient, and notes taken is open to human error. As a result, Caribbean HR Solutions has implemented the use of a video interviewing tool that will aid in solving these recruiting and selection issues.

Scheduling a candidate for an interview, regardless of the nature or level of the job, generally requires that our client and candidate take 1 hour out of their day to facilitate this interview. Additional time for travel for both candidate and client (if in different geographical locations) must also be taken into consideration. Sometimes the interview process is delayed because the client or the candidate is out of country and would have to wait until either returns to the country to conduct the in-person interview. The video interview tool, however is a web-based application which enables both the client and the candidate to be anywhere in the world but still have access the tool. This means that there are no longer any geographical restrictions in the interview process with the use of a video interview tool. As the tool functions over the internet, candidates and the client alike are able to access the tool where-ever they are, on a desktop, laptop or mobile device, as long as they have access to the internet.

The video interview tool allows both client and candidate to conduct and review the interview at their own convenience. The client also has the leisure of re-reviewing the interview at a later date should the candidate move-forward. This is also an important feature for passive candidates who are not actively seeking a change in employment. As these candidates do not actively need a job change, they are less likely to be inconvenienced in the job-hunting process. This will allow them the opportunity to be considered as a potential candidate without the inconvenience of taking time off from work.

Oftentimes during an interview, a client is able to identify that the potential candidate is not a good fit from 30 seconds to 1 min of the interview. However, the client usually has to continue the interview for a period so as to leave the candidate with the perception as though they have been “interviewed”. With the tool the clients do not have to waste time interviewing unsuitable candidates. If they determine that the candidate is unsuitable after a short period, they are able to quickly rule out that candidate by hitting a “stop or “pause” button and moving on to the next candidate. By not having to conduct face-face interview they are able to quickly screen out bad candidates. Moreover, should a candidate decide to not show for a scheduled interview, the client would have wasted time waiting on that candidate. With the interview tool the clients will be able to review only applicants who were submitted by the recruiter so if a candidate decides not to submit their video interview, they would have been no wasted time.

Furthermore, the video interview tool fosters collaboration and comprehensive feedback as multiple team members are able to review, grade and comment on the candidate’s interview. The client also has the capability to compare the candidates directly with one another to ensure that they are choosing the best fit. Many candidates might find it intimidating to be in an interview with many interviewers. With this method the candidates can be reviewed by many potential team members without the fear of being in front of many persons. The interviewer is able to observe body language and pick up on non-verbal cues that might not have been otherwise present in a phone screen and the candidate is able to be more comfortable in their own environment.

With the high costs associated with bad hires such as increased turnover, back-filling and training costs, it is important for hiring managers to able to gain as much insight into their candidates from the get-go and hire the best person for the job. This tool enables recruiters to take all these factors into consideration as well as solicit input prior to making their final decision on the top candidate for the role.

With the incorporation of this tool into our recruiting and selection processes, our clients are pleased with the increase levels of efficiency and have lauded our efforts in leveraging technology to make their lives a lot less complicated.

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23 May 2019

Acing the job interview

Are you ready for your upcoming job interview? Preparing for a job interview or even going on the interview might seem very intimidating. Here are some steps to ensure that you are prepared and ready for your next interview.

Here are the 7 steps for success to ace your job interview

 

All the best on your next interview!

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16 May 2019

Writing a good job description

When you are ready to hire a new employee in your company you will need to write a job description.  A good job description will explain to the potential employee the tasks, duties, functions and responsibilities that are to be performed in the position. The job description is the employer’s sales pitch to potential candidates. It must be designed in such a way that it will grab the candidate’s attention and keep it.

A well-designed job description will also give the employee a clear source to guide their job performance and similarly it can be used by the supervisor as a measuring tool to ensure that the employee is meeting their job expectations. So how do we write a good job description?

What to include in the job description

Perform a job analysis – This is the process of gathering and interpreting information about the job’s task that will provide accurate information for the job description. This would involve interviewing employees to find out the current roles as well as the manager to whom the position will report to. If it is a new position that would relieve current employees of certain aspects of workload, they should also be a part of the development process of the job description.

Write a clear job summary – the job description starts with a clear description of the job. What will be required by the candidate. The job summary should provide a clear overview of your company and what the expectations are for the position.

Indicate the main responsibilities – It is important to indicate what the main functions of a position are. The article 5 tips for writing effective job descriptions indicates that anyone who reads the job description should have a clear view of the responsibilities of the job and thus would know right away if they are the best fit for the role. The list of responsibilities should give candidates a clear understanding of the everyday activities of the role.

Indicate the required knowledge, skills and abilities – When creating the job description, it is important to think carefully about the skills that the candidate will need to possess in order to succeed in the position. It is also necessary to distinguish between those skills that are needed prior to employment and those that can be learned on the job.

 

The job description should provide the applicant clear picture of their everyday activities with the position. This will aid in ruling out persons who do not have the right qualifications and help those who do to better assess their potential roles.

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13 Dec 2018

Why you should outsource your recruitment

Recruiting a new member of staff can be a time consuming task and hiring decisions shouldn’t be taken lightly. You need to think realistically whether your team have the time an expertise to find the best individual to join your business.

If the answer is no, then you may want to consider outsourcing your recruitment. After all, it is a recruiters job to find the best candidate available, so they will be equipped with the experience and resources to fill the position quickly and efficiently.

If you’re not sure about whether you should outsource your recruitment or not, here are a few reasons it could benefit you.

1) Focus can remain on business

Taking time out to focus on recruiting new employees can result in neglecting your usual job, that could be important to the running of the company. By outsourcing your recruitment, you can leave the job to the recruiter while you attend to your usual business.

2) Improve the quality of hires

You may find that you have trouble finding and recruiting qualified candidates by yourself and this isn’t necessarily a reflection of your company or the salary being offered, and rather an indication that you aren’t searching in the right place. Recruiters are experts at seeking out the best candidates on the market. They know where to look, what qualities to look for in an individual and how best to approach people about a job; making them qualified to speed up the process and improve the quality of hires.

3) Reduce costs

Hiring can be expensive. From the labour required, to posting ads on job boards and conducting background screening, the costs can really mount up quickly. By using a recruitment agency the cost is all rolled into one, so could reduce spending in the long run. Outsourcing recruitment can also save staffing costs of an in-house recruitment team, as well as reducing the chance of losing money to a bad hire.

4) Keep up with demand

Fast growing companies may find it hard to keep up with the recruitment needs and demands that they are facing, as they don’t have the time and resources to manage it in house. Recruitment agencies will be better qualified for handling a high volume of roles at one time, as well as having the advantage of being able to dedicate all of their time to it, rather than juggling it alongside other duties.

5) Reduce turnover rate

A poorly run recruitment process could be to blame for a high turnover rate which can have financial implications for a business, as well a disruptions to productivity and ongoing projects. A high turnover may not necessarily be a reflection on your company in general, as it may just indicate that candidates just aren’t a very good fit for the company, would could come as a result of a poor recruitment process. Recruiters are well practiced in assessing what kind of people will be suitable for a certain role and the company culture, so could assist in placing individuals who are better suited to the business and will stay in the job for longer.

Caribbean HR Solutions are proud to support you in your recruiting outsourcing needs. Call us at 1-876-971-7632 or email sales@caribbeanhrsolutions.com.

Taken from

5 Reasons Why Companies Should Outsource Their Recruitment

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29 Nov 2018

Improving Candidate Experience

Let’s face it – The hiring process is stressful for both sides. The job seeker is putting their talents and career future on the line, which is a vulnerable place to be. The organization is investing considerable resources in hopes of finding a star in the making. This is important stuff.

 And yet far too many organizations make a mess out of the candidate experience in the recruiting process. This is astonishing and just plain self-destructive.

In other words, a good candidate experience is brilliant marketing for an organization; a bad one is an ongoing black eye for people interested in your employer brand. Devastating as that is, this fact is even worse: a bad hiring experience may cause the right applicant to turn down the job. Top talent has no desire to work in a disrespectful organization with leaders who simply don’t care about the recruiting process.

Savvy organizations turn HR into a powerhouse marketing and recruiting tool. Here are some steps you can take to follow their lead:

1) Walk in the job seeker’s shoes. We’ve all been job seekers at some point in our careers. As you design or improve your hiring process, keep the applicant experience front and center at all times. Yes, this is about fulfilling your organization’s needs, but the more you understand and design the process from the applicant’s point of view, the more successful you will be. Role-playing can be invaluable here. Have a team member play an applicant as you design each step of your process.

2) Communicate. Remember that disgraceful statistic: over 70 percent of online applicants never even get a form reply. This is often a symptom of dysfunctional Leadership and HR; it violates the rules of common human courtesy and smart communication. You must explain every step of the hiring process to an applicant. Always meet the deadlines and markers you have established. If for some unforeseeable reason, you’re unable to, communicate that swiftly and directly to the applicant. Stay transparent and honest all the way through.

3) Bring employees in the process. Jobs don’t exist in a vacuum. You want to hire people who are going to mesh with your culture. The best way to ensure this is to seek employee input in designing and implementing your hiring. A fresh pair of eyes can sometimes provide just the insight you’re seeking. And consider having promising candidates meet with their possible future teammates to gauge workplace culture fit. Too many HR departments want to guard their culture against the world. That’s a mistake. Moliere once said: “I take my good where I find it.” He’s one smart guy.

4) Personalize the recruiting process. You’ve heard me say it again and again: when it comes organizations and their people, one size fits no one. You want a hiring process that has built-in flexibility, not rigid rules. Some of the best talent is idiosyncratic, eccentric and maybe even a bit weird (exhibit A: Steve Jobs). The last thing you want is a process that eliminates stellar talent for bureaucratic reasons. Yes, a college degree is nice, but is it really the key determinant of an applicant’s future performance? Methinks not.

Hiring lies at the very heart of HR and Leadership. When candidates are hired after a positive experience, they hit the ground running, their commitment to your organization having been nurtured and strengthened during every step of the process. When candidates aren’t hired, they walk away feeling respected and appreciated, and are far more likely to recommend other talent look into your organization. This is world-class HR. And you can make it happen!

 

Read more

https://www.forbes.com/sites/meghanbiro/2013/12/08/5-tips-for-a-winning-candidate-experience/#6ef020891ee5

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