The Importance of Accurate Interview Notes

Interviews have evolved. No longer do people go through one or two face-to-face interviews before landing a job. The interview process has become more complex, with variations of interview options and multiple people involved in the process. With that in mind, it’s not impossible for candidate information and responses to get lost in translation. Could interviewers create issues by filling in the blanks while writing up their interview notes?

Recently, I’ve been thrown back into the trenches of recruiting. Although my current job deals with strategy, it’s amazing to see how much recruiting has progressed since the time I’ve been directly involved in it and it’s great to remember all the little things that go into the recruiting and interviewing process, from sourcing, to outreach, interviewing and submittals. In the current project I’m involved in, we’re even utilizing the live video interviewing technology. And as always, HR compliance is definitely stressed through this process.

As I’ve been going through the interviews and getting back into the swing of things, I recall the importance of keeping interviews conversational. Rather than interrogative, it’s important to cover the questions on the interview screener and even more important to ask follow up questions throughout the process.

But why are follow up questions important?

As the candidate is moved throughout the process, many people will come in contact with them. From recruiters, hiring managers, department heads, and so on, many people will be interviewing them on different things. And, as such, many people will rely on the previous interviewer’s notes to get a background story prior to interviewing them. Certain questions need to be documented and a detailed synopsis should be written up and passed on to the next interviewer. But what happens if responses get misconstrued?

Communication is fascinating and many different people can perceive the same information in different ways. Additionally, people’s minds can connected points A to B with little information. But, how things are understood (or misunderstood) and people’s ability to fill in the blanks can affect the end result of what the candidate really meant. This can skew information and potentially disqualify a candidate from progressing when they were actually a great fit.

So recruiters, don’t be afraid to ask follow up questions. Don’t even be afraid to touch base with a candidate after an interview for further clarification. It’s better to cover your bases than miss out on a great hire.

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Simple Steps to Boost Your Employer Brand

 

 

Love Your Job

As employment branding continues to be a trend in talent acquisition, more organizations are starting to see the positive effects of this, while others are sensing competitive pressures by not having one. As more job seekers become advised about performing their due diligence and researching a company before applying or interviewing, companies need to take stock of what a seeker would see if they did a basic search of the organization. Will the company have a robust presence on social media and enticing career pages, or will their social media pages seem abandoned and will the career page fall flat?

Of course, there are plenty of companies who have an amazing brand, but some of them also have a person or team of people dedicated to managing it. But, what about the companies that don’t have the resources or budget to hire a full time employee or consultant? Do they miss out on the chance of showcasing their culture just because they don’t have the means to do it? The answer is no.

There are plenty of simple things that companies can do to build some traction on their brand, and it doesn’t require a full time person to manage it. It’s simply about optimizing on the things occurring at your organization day in and day out and repurposing it for branding. The person contributing to this effort doesn’t need to be a marketing guru or recruiting genius, but someone who understands the fundamentals of both and who has a little extra time in their work week to keep initiatives consistent.

Below are a few easy things to boost your brand:

  • Social platforms: There’s no denying how useful social media can be when it comes to getting your company’s name out there. Some of the best brands even have dedicated profiles for their jobs or specific job roles. Of course, managing a bunch of profiles can be a huge undertaking. In this case, simply using your established company profiles to include employment branding can be perfect. Ensure you’re regularly scheduling out jobs, events and things showcasing your culture. All it takes is a few minutes a week to schedule out consistent messages through tools like Hootsuite. Just make sure whoever’s managing the profiles also remembers to check and respond to messages in a timely manner.
  • “A Day in the Life” campaigns: When candidates research your company, they’re trying to get the most accurate picture of what it’s like to work there. Including little blogs, short videos or employee Q&A sessions can give them exactly what they’re looking for. Take time to connect with internal recruitment and find out what hot jobs they’re recruiting for and then connect with those currently in the position. Taking time to interview them or get some candid feedback about the aspects of their jobs, why they like it and any interesting facts can help you build that content easily. Keep it authentic—include the good and the mundane aspects. That can allow candidates to get a realistic preview of the job.
  • Employee testimonials: Employee testimonials are considered heavily by candidates, so be sure to consider these in your branding efforts. Creating a Glassdoor campaign to get consistent (and candid) reviews is one suggestion. Also, including employee spotlight features on social media or your career pages can be another simple way to boost the brand. Get a quote or two about why they like working at the company or in the specific job.
  • Sharing events: Your company participates in several events a year and this can be a great way to showcase your culture and happenings. From pot lucks, birthdays, “wins”, conferences, holiday events, social responsibilities and just general good times, this can be opportune for getting visual content. Snap a picture or take short videos. Make sure they’re edited and post away on social media, eblasts or the career sites.
  • Optimizing career pages: I have come across career pages that are so boring, it actually turned me off from the company. Even if they were a reputable company with good opportunities, a bad career page can have adverse effects. This is the time you can hype up a candidate and it’s the homestretch before whether they apply to a job or not. Even if you don’t build out multiple pages to highlight specific things like benefits/perks, corporate social responsibility, and so on, it’s still an opportunity to build out the content on one. What differentiates your company? What can you offer your employees? Why should someone want to work for you? Keep these questions in mind when including key information. Also be sure to include the content you’ve been creating for the branding initiatives, and if possible, feeds to your social sites.

Building a brand doesn’t have to be as involved or as intimidating as some companies might think. It’s just a matter of staying timely, consistent and well-rounded. Dedicating some time to this regularly will build up your content quickly.

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Why Sourcers are Crucial for Talent Acquisition

An American judge must decide who is right between Sir Arthur Conan Doyle's estate and a Sherlock Holmes expert

When I first heard of sourcers, I’ll be honest, I had no idea what their purpose was. The job duties seemed similar to a recruiter and I couldn’t discern the need to divide the role into two. It wasn’t until I had the opportunity to work as a sourcer that I learned how essential they are to the talent acquisition process. After being in the industry for years, I was actually surprised more companies hadn’t used these individuals sooner. Sourcers really make an impressive impact.

Below are some top duties I performed as a sourcer. I truly believe these things are what made the recruitment process more successful than any recruitment role I had been involved in the past:

  • Support for recruiters and deep mining of candidates: Recruiters can be bombarded with a lot of tasks that take away from their ability to seek out top candidates. These tasks range from coordinating/communicating with hiring managers, managing ATS, administrative duties and so on. Although these things are essential to keep the process flowing, it prevents them from taking the necessary time to find passive candidates, post jobs in unique places, build relationships with distinct professional organizations and so on. Sourcers aren’t bogged down with all the irrelevant duties and can focus on mining for talent, which increases talent pipelines and creates better opportunities for quality candidates.
  • Market research: Just as stated before, time can be limited for recruiters. Sourcers have the ability to not only mine for talent but also to perform deep research on the talent markets. They can determine the supply vs. demand, competitor intelligence, best places to find talent and more. Having this market research can help companies reposition their strategies to be more attractive and proactive.
  • Employment branding: Of course posting to job boards is important for getting candidate applications, but sometimes recruiters are only able to have enough time to do just that. Sourcers can get creative with the job postings. For example, when I was sourcing for software developers in San Francisco, I took the time to craft postings for jobs, social media, and tech specific groups (i.e. GitHub). I would highlight interesting things about the company, teams, products and what not. It made the opportunity more “three dimensional” and helped it stand out from the typical noise.
  • Initial screening: Time is precious and we can only screen so many candidates. Unfortunately, automatically screening out candidates before speaking to them can cause companies to miss out on hidden gems. Sourcers can provide a better candidate experience by performing initial screening processes, allowing candidates to have a chance to speak to a human and not feel like their resume went into a black hole.

Although the listed tasks above might seem very basic, it really is surprising how much it can help the talent acquisition strategy. As a sourcer in the past, I believed I made a difference in the process by finding quality candidates, unique candidate referral sources, creative ways to promote the brand and jobs. I also felt like the added support to recruiters helped cut down time-to-fill, which is always a huge bonus.

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LinkedIn Mistakes Job Seekers Make

LinkedIn Mistakes

As an active or passive job seeker, the job market can be a bit tricky. Even more so, job seeking can seem intimidating when a seeker is constantly reminded of all the things they need to do in order to stand out to a recruiter. One of the popular tools job seekers and recruiters now utilize is LinkedIn. Although this has been used for several years now, seekers who are new to the platform or haven’t used it often enough may not know the ins and outs of this social media platform, including the expected etiquette. As a recruiter, I’ve seen the painful misuse of this site which may or may not have cost candidates a job opportunity.

Yes, LinkedIn is a social media platform. Yes, it’s used to build networks and communicate. However, LinkedIn is NOT a lot of things. For example:

  • LinkedIn is not Match.com: this is by far the worst offense myself and other recruiters have experienced. LinkedIn is a site for professionals to network and shouldn’t be utilized as a primary source to find an intimate relationship or hook up. More importantly, these intentions (either sweet or inappropriately worded) should not be the first form of communication to a new connection. If you are a job seeker at a job fair, would you approach a recruiter at their booth/table and say the same things? No.
  • LinkedIn is not Facebook: LinkedIn is a fantastic way to share news, industry-related content or even promote your own content to build a personal brand. Plenty of professionals have used this well and I’ve found it to be a great source of information. However, there are a few people out there who use the “update status” section as a way to post useless information. Honestly, there are plenty of people who misuse the same feature on Facebook, but at least that site is a bit more casual in comparison to LinkedIn. If you’re a job seeker trying to get your name out there, do you think irrelevant or inappropriate posts are going to help you show prospective employers your worth?
  • LinkedIn is not Instagram: Of course, some professions are much more creative than others and LinkedIn can definitely be used to promote these portfolios. However, if you are in this type of profession or even if you’re not, there should be a limit to what you post. Much like the inappropriate dating emails or irrelevant status updates, images shared on LinkedIn should be reflective of how you’d want to present yourself to a recruiter or hiring manager. Nix the awkward selfies as your profile pictures. Try to avoid “oversharing” by posting pictures unrelated to what should be shared to your network.
  • LinkedIn is not Twitter: Twitter is a great way microblog, self-promote, network and just post a quick update. It’s not uncommon for people to post several times a day and with Twitter chats being a great way to virtually network, it’s not uncommon for people to post several times an hour. However, this elevated amount of posting should be kept exclusively to Twitter. LinkedIn’s newsfeed is already bombarded with an obscene amount of content. Limit your LinkedIn postings to a reasonable amount on a daily basis or weekly basis. You don’t want to annoy people with your over-posting to the point where they end up hiding your updates. This could seriously work against you if you ever do post any updates you want seen.

Of course, no one is perfect and there’s no perfect way to be a LinkedIn member. Even I’ve been an offender of some of these situations. Some people might like what you share, while others won’t. Some posts might work for certain professions while others don’t. The important thing is to do your homework, understand how this platform works and really research your “audience”. And always err on the side of caution. If you think your postings can work against you in your job hunt, then reconsider before you post.

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Recruiter Spam and Other Recruitment Fails

someecards.com - Thanks so much for calling to tell me about this exciting opportunity! I'll just file it under

Throughout my career, I’ve been a sourcer and recruiter for various industries and positions. I’ve learned what works for each industry, new tricks and new tools to make the most out of recruitment initiatives. I attempted to perfect the process but even I’ve slipped up a few times and have made the faux pas that many recruiters make at some point in their careers.

Although I was deeply involved in recruitment and interviewing, it’s been a while since I’ve been a job seeker so the opportunity to help friends during their hunt has helped me gain perspective of what it’s like to be on the other side of the recruitment process.  Seeing the job hunting process in motion has brought to light the many things job seekers face that contributes to a poor candidate experience.

The most common recruitment mistakes I’ve seen:

  • Recruiter spam: One of my friends who is a software development is constantly blasted with emails from contracting agencies, third-party vendors and the like. All of the messages are impersonal, don’t seem to match his experience except for a couple of keywords and require him to apply to their jobs. This basically takes recruitment to the laziest form by requiring the candidate to put in the work before physically having a conversation, especially since the recruiter was the one who reached out to the candidate first! Also, it’s noticeably a template. He’s gotten to the point where he automatically deletes the emails without even looking at them, rendering this recruitment process useless.
  • Lack of candidate profile competency: Similar to the recruiter spam issue, I’ve had another friend deal with recruiters reaching out to her about jobs that aren’t even remotely relevant. Of course, we all experience companies reaching out to us about its sales jobs if we post our resumes on the job boards. But in this instance, it’s even worse. She connected with a recruiter via LinkedIn and the recruiter seemed to quickly respond that he wanted to speak to her about positions at the company. She decided to apply to their graphic artist position just to be in the ATS by the time the phone screen was set up. A week later, she finally got to the phone screen stage in which the recruiter spoke to her about their account executive positions. Not only was my friend annoyed by the fact that her resume had NOTHING to do with sales, but also by the fact that the recruiter didn’t check their own systems to see which jobs she applied to. This was enough to turn her off from the company completely and she decided to opt out of the interview process.
  • Poor communication and updates: As a recruiter, I completely understand how hard it is to move the process along. Sometimes other people drag their feet. Sometimes it’s impossible to get updates from hiring managers in a timely manner. Sometimes the job has been put on hold and that news hadn’t trickled down to you yet. Things happen but it’s no excuse not to be respectful to your candidates, especially if they reach out to you about updates. Even if you have no update, it only takes a few minutes to respond back to tell them as much. So many people have become disengaged due to the lack of communication that candidates actually pulled themselves out of the process and recruiters lost out on great talent.
  • Broken processes: In another example, a friend recently had a phone screen with a company that reached out to him about one of their positions. It turned out this position was more senior-level but the candidate was more of a fit for junior-level. The recruiter informed him that there were entry-level positions within the organization but he didn’t currently handle them. After they got off the phone, the recruiter emailed him the name of the recruiter handling those entry-level positions but made no effort of passing along his resume to one of his own coworkers. Perhaps he wasn’t recruiting for the position, but the company should all be on the same page when it comes to filling their jobs. For example, if I couldn’t use a candidate but thought another recruiter could, I would instantly pass it along even if I wasn’t 100% sure if it was a fit.

Now don’t get me wrong, I’m not writing this to bash recruiters. That would completely go against the industry I love dearly. I’m writing this to bring awareness of things recruiters may be doing wrong and even pinpoint my own mistakes as I progressed in the industry. As a recruiter, it’s important to realize these things and make adjustments so you can create a better candidate experience. As a candidate, I understand how frustrating these situations may be. Some of them might have been caused by poor training, poor business processes or maybe a recruiter is just new to the industry.  Be patient but also know your limits and know when it’s time for you to walk away from a bad experience.

How Video is Transforming Interviews

 

web cam interview

Over the years, I’ve seen the interview process transform into something proactive, innovative and sometimes creative. Within the last year, I had the pleasure of utilizing video for candidate interviews. Being a virtual recruiter who recruited people outside of the immediate area, I was eager to see how this could change the initial stages of the screening process. Needless to say, I really found the value in these options.

Check out my most recent post on WilsonHCG’s blog and learn more about the benefits of video interviewing. Click here.

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Use Employment Branding to Impact Your Sourcing Strategy

In my last blog post of 2013, I took the time to reflect on what I learned throughout the year and my intentions of getting more involved in the subject of employment branding. It seems as if though 2014 is starting off on the right foot, as my first blog post of the New Year covers just that.

Due to some of the diverse positions and industries I’ve recruited for in the past, I quickly learned how creativity could impact time-to-fill and quality-of-hire. As I played around with different options to promote my jobs to candidates, I saw that employment branding seemed to add the most value while performing sourcing functions.

SourceCon was kind enough to allow me to contribute some tips from my experience of utilizing employment branding for my sourcing strategy. Check it out here.

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