Archive July 20, 2022

Interviews should never be viewed as one-sided. They are by no means supposed to be an interrogation from the hiring manager, but should instead be viewed as a mutual exchange of information to find if the situation is a good fit for both parties. When you ask questions in an interview, it shows that you have a genuine interest in the company, and have given careful consideration to what it would take for the position to be a good match for what you are looking for. Here are five questions that should be on your radar as you look to find a good fit, and stand out in the eyes of the recruiter: 

“What does a typical day look like for this role?”- The answer to this question can help you better understand if this is a job you want, and is an opportunity to demonstrate a genuine interest in the job itself. 

“What are the biggest challenges for your team right now?”- This shows that you are already thinking about the job itself, and how you can contribute to the company’s success. 

“Could you describe the company’s culture?”- Outside of the actual job, this helps you gauge whether you will be comfortable in the work environment you will be joining. It also tells you a lot about the inherent values of the company and what it’s like to work there.

“Can you explain the career growth opportunities in this job?”- There are two benefits to this question: it shows you are thinking long term which appeals to the hiring manager, and you can learn about your role and your future roles in time. 

“What are your expectations for the role in the first 90 days?”- This demonstrates that you are thinking ahead and can give you a better understanding of how to prepare from day one. 

Choosing two or three of these questions that fit the tone of how the interview is going can make the difference when it comes to getting a job you want. 

Sources: 

https://fearlesssalarynegotiation.com/10-good-questions-to-ask-in-a-job-interview/

https://theundercoverrecruiter.com/25-questions-stand-out-interview/

First and foremost, it’s important to be clear and upfront with the recruiting agency you’ve partnered with about what your staffing needs are so they can properly find candidates that fit your desired region. After taking the first step in transparency, here are three tips for solidifying your relationship with the agency, and ensuring that they are effective in acquiring the right candidates for your niche field:

Clearly define the skills and opportunity: Besides having written this out in detail in your job description, communicate to the recruiter specifically the skills, personality type, and characteristics that you are looking for in the new hire. Provide the recruiter with a detailed background on your company’s values and culture so they have a good understanding from their perspective of who will fit your job more. 

Set expectations ahead of time: It’s important to know that it will take the recruiters time to find resumes that are a good match for the job role. As much as we want to have hired the best candidate for the role yesterday, we want to make sure that we are indeed getting the best fit. Set a realistic goal and timeline for getting applicants, in agreement with what the recruiter suggests, so the recruiter can properly allocate resources.

Be honest and direct: If you have gone through several interviews and aren’t happy with the quality of applicants, be upfront with the recruiter. Tell them what specifically you don’t like about who is being sent your way so that the recruiter can change their search parameters and better meet your needs. 

Recruiting agencies are a great resource for finding the top talent in your industry. Following these three tips can help make the process go smoothly for both you and the businesses you partnered with so that you can acquire the best talent for your team.

Sources: 

https://www.apollotechnical.com/working-with-staffing-agencies/ 

https://www.roberthalf.com/blog/working-with-a-staffing-agency/how-do-staffing-agencies-work-5-tips-for-the-employer

Diversity recruitment provides many benefits for your company’s performance, innovation, and productivity including a broader skill set amongst your team, increased cultural awareness, and a more varied pool of candidates. Here are four winning tips to ensure that you onboard employees that bring a diverse set of thoughts and ideas. 

Develop your brand to showcase your diversity: Openly discuss the benefits and importance of diversity within your team and engrain that in the team’s culture. By doing this you will begin to be recognized as a brand that values people from all walks of life.

Encourage current employees to reach out to their network: Members of your team will likely have networks of people with similar backgrounds to them, so encourage them to share your job postings with their networks and give them the tools to promote that job. Also, send out employees to hiring events prepared to discuss why your company is a great fit for all people.

Offer internship programs to specific groups: Many companies start internal diversity programs that offer internships to targeted groups. Reach out to different schools and community groups to uncover opportunities to form connections. 

Implement company policies that appeal to a diverse set of candidates: It’s important to institute and update company policies that appeal to diverse candidates. One way to do this is by offering time off that includes more religious holidays and community events encouraging employees to be active in the community.

Organizations can grow their market share at fantastic rates when bringing different groups from different backgrounds together. Hopefully, these tips will help you start on the right track to achieving that growth.

Sources: 

https://www.achievers.com/blog/7-strategies-hire-diversity-thought-organization/

https://recruitee.com/articles/diversity-recruiting-strategy