Ideal has focused on building an AI-obsessed team. With backgrounds ranging from Industrial Organizational Psychology to Computer Science, the Ideal team has attracted top AI and ML talent from around the world. Follow this blog for the latest in AI for recruiting, recruiting software and recruitment automation.
Sourcing – finding and qualifying candidates who have not applied directly to an open role – is the second best hiring source, accounting for up to 33% of hires.
Korn Ferry’s latest survey found 69% of talent acquisition professionals believe using AI as a sourcing tool has resulted in higher quality candidates.
Clearly, recruiters that leverage technology like AI for candidate sourcing have an advantage in today’s tough talent market.
Here are the 3 major benefits recruiters are enjoying by using AI in sourcing.
Benefit #1: Freeing up recruiters’ time
According to Korn Ferry, recruiters are seeing the value of using AI in sourcing:
48% state AI is making their job easier
40% believe AI provides valuable insights
27% say AI has freed up their time
Entelo’s data shows the average talent acquisition professional spends about 1/3 of their work week sourcing candidates for a single role, which is around 13 hours a week. In terms of recruiting KPIs, AI for sourcing candidates improves efficiency metrics such as time to fill and cost to hire.
In terms of recruiter time, Laurie Padua of Alexander Mann Solutions believes using technology like AI to automate sourcing can free up three to five hours per day, an increase in recruiting efficiency of nearly 40%.
Instead of using error-prone keyword and boolean searches, AI finds patterns in resumes and other data sources to find candidates that are better matches for a job’s requirements. This can involve general searches for candidates by scraping the web or specific searches within resume databases such as CareerBuilder.
Another big trend in candidate sourcing right now is rediscovery: re-engaging prior candidates.
Candidate rediscovery uses artificial intelligence to source candidates by shortlisting and grading qualified candidates (e.g., from A to D) who’ve applied to a previous role by screening their resumes in your ATS.
Benefit #3: Reducing unconscious bias during sourcing
Research has found that unconscious bias exists at the sourcing stage: resumes with English-sounding names receive requests for interviews 40% more often than identical resumes with Chinese, Indian, or Pakistani names.
AI technology has the potential to reduce bias at the sourcing stage by ignoring candidate demographics (e.g., race, gender, age) in its decision making.
Because AI can be used to create a profile based on the qualifications of successful employees, a major advantage AI has over humans is that its results can be tested and validated.
Recruiting AI software can be tested for bias by using it to source and grade candidates, and then assessing the demographic breakdown of those candidates. This type of human oversight is still necessary to ensure the AI isn’t replicating existing biases or introducing new ones based on the data we provide it.
Today’s candidates are not only looking for well-paying job opportunities, but an organizational culture that affords them life-work balance and other personal benefits.
In addition to investing in good recruiting software, recruiters need marketing savvy to get their message out to potential applicants. In fact, a recent survey found 34% of the Fortune 500 are devising marketing strategies to attract candidates.
Here are 5 of the best marketing tactics to increase the success rate of attracting candidates that are a right fit.
1. Search engine optimization (SEO)
The majority of job seekers use search engines like Bing and Google to research their options. That’s why SEO should play a critical role in any business sourcing and recruitment strategy.
By using specific keywords and key phrases, recruiters can make their careers website visible to the potential applicants. A SEO–optimized career page or job posting increases your visibility when a potential candidate performs searches related to your role especially with the introduction of Google Jobs.
For example, if someone wants to know if you’re hiring for developers, they’ll likely search something along the lines of: Company X software engineering jobs in [location].
2. Pay-per-click (PPC) campaigns
Apart from SEO, you can also increase visibility in search engine results by running a PPC campaign. Pay-per-click advertising allows recruiters to place ads targeting specific keywords in search engine results.
When the job seeker hits the link and visits your career page, you pay the bid amount. Otherwise, you’re not obligated to pay anything. Running PPC campaign is a very effective way to get as many applicants as possible.
3. Targeted messages
Both PPC and SEO campaigns are designed to send potential applicants to careers page on your website. Your career page needs to provide compelling information about your company, the available job opportunities, organizational culture, values and any other relevant descriptions.
Your messaging should pique the interest of your potential applicants. Geoffrey James, writing in Inc.com recommends creating a “personal message to that ideal [candidate] …rather than writing a dull-as-dishwater job description.”
So instead of writing a laundry list of the role’s requirements, you can narrow down to specific benefits that your employee(s) to be will enjoy in their new workplace. This requires a good understanding of the personality of your ideal candidate.
For example, you might want to highlight the ways your company makes mentoring opportunities available and supports work-life balance.
4. Social media marketing
Thanks to the proliferation of mobile devices, social media is become a valuable marketing tool. In fact, about 95% of recruiters are using social media platforms in search for the top talent.
LinkedIn is the classic social media network designed to connect professionals and job seekers with recruiters. The recent introduction of Facebook Jobs is also proving to be an interesting job search tool in addition to Twitter, Instagram, and Youtube.
5. Posting on job boards
Job boards, especially niche ones, are still going strong. As a recruiter, simply uploading your job posting and having it posted to several boards with one click is a huge time saver.
Another advantage of job boards is the option of sponsoring your job posting and getting it in front of more potential applicants. The applications get directly uploaded into your ATS or other recruiting software tool to automatically screen resumes and find you the best candidates, fast.
Nilam Oswal is a Software Analyst at SoftwareSuggest and she is fond of gadgets! When she’s not hard at work, she can be found wandering, reading and just generally having a good time in life. She blogs about lead management, marketing, BI tools and latest software updates.
A chatbot is defined as “a computer program designed to stimulate conversation with human users.” Although the chatbot is a relatively recent innovation in the recruiting context, chatbots have been used for years in customer service and as virtual personal assistants. Hello, Alexa!
In today’s tight talent market, some of the best candidates will already have a job. These passive candidates are often open to considering a new job, but they’re not actively seeking a new position.
Research by LinkedIn on passive candidates finds:
79% of working professionals are passive candidates
they’re 120% more likely to want to create a positive impact on the workforce
they’re 33% more likely to want challenging work
It’s important for you to use innovative ways to compete for the attention and interest of passive candidates.
Here are 4 tips that will help you win over more passive candidates.
1. Build a positive employer brand
A positive employer brand can go a long way in answering an important question, “Is this company worth leaving my current job for?”
One strategy that organizations are using to showing their company culture and values is featuring employees talking about what they like about their job and the company they work for in recruitment videos.
4. Offer the candidate something that’s missing in their current role
Try to find what the limitations or gaps of the candidate’s current role are. This can include their work environment, salary, benefits, or growth opportunities.
Once you identify this pain point, emphasize how your role will provide for it when discussing it with the candidate.
3. Customize your messaging according to the candidate’s interests and skill set
As a recruiter, it’s important to differentiate your message by personalizing it to the candidate’s profile or online presence.
Keep in mind that personalization isn’t enough these days, you also need to connect how the candidate’s interests and skill set are aligned with your organization’s needs and strengths.
4. Use video interviewing to save candidates time
Persuading a passive candidate to sacrifice their valuable time for an interview can be difficult. One way to solve this problem is by using a video interview platform and allowing candidates to record their answers in a video format at their convenience.
Sometimes your Applicant Tracking System can help facilitate video interviews. But if not, there is standalone video interview software available on the market. However you do it, video interviewing is a great way to make it more convenient for passive candidates – or any candidate for that matter.
Shiv Kumar Pandey is the Marketing Head of Talentnow RecruitX, a leading Applicant Tracking System for recruitment agencies, with more than 1000 customers from across the globe. Shiv specializes in technology marketing and writes about various aspects of recruitment technology. You can follow Shiv on Twitter @skpunimatrix.
61% of recruiters expect hiring volume to increase this year, but recruiter headcount is expected to be relatively stagnant. As a result, there’s an even greater need for better candidate sourcing tools in 2018.
But which candidate sourcing investments make the most sense for you? Here’s my guide to understanding how AI is improving candidate sourcing tools in 2018.
Candidate sourcing: where is recruiting headed?
Recruiting increasingly needs to become a strategic advantage.
It’s true that automation will eventually fully get to scale and potentially eliminate million of jobs, but that’s still decades away. Today, people power organizations and having the best people makes the best organizations.
Instead of winning a war for talent, organizations appear to be waging a war on talent, repelling and alienating employees more successfully than harnessing their skills. The result is a highly inefficient job market where most companies complain about their talent shortages while most employees complain about their pointless jobs.
There are numerous reasons why this happened. One of them is that recruiting is usually through HR, and HR isn’t directly revenue-facing. As a result, decision-makers haven’t cared about it as much as they should in the past.
The other reason is that there’s often a poor alignment between where recruiting is headed technology-wise and how organizations are structuring their recruiting function.
This is what many companies can make improvements.
Candidate sourcing tools need to reflect the future of the tech stack
Here’s what you need to consider in your candidate sourcing process:
A way to automate some of the rote functionality of recruiting
A way to design a better candidate experience
A way to reduce bias
A way to interact better with self-selecting candidates
If you could do these four things, you’d probably be pretty far ahead of the pack in terms of your recruiting function.
So, how do you do that?
Improving rote functionality with AI sourcing tools
Why would you want you (or your recruiters) doing rote task work when they could be doing more strategic, relationship-building work?
And what if you could do this and reduce time to hire from 34 days to 9 days?
Start by thinking about the various frustrations that candidates have with the existing recruiting process.
Most of these come back to communication in some way:
They never know the status of their application
They apply for one job, get decently far in the process, and don’t get it; months later they see a similar job at your company and have to start from scratch
These flaws are usually the result of tech problems and time management.
If your internal team doesn’t have the time to communicate with candidates about their status, use a recruitment chatbot.
Is it slightly less human? Yes.
But lack of communication is the biggest complaint of candidates, and if you want to solve for it, you need to use more effective tech.
The second problem is related to candidate rediscovery and it’s also a tech issue at heart. Most conventional Applicant Tracking Systems (ATS) don’t learn as they grow and they can’t contextualize.
This is why resumes enter what we like to call “the applicant black hole.” There’s no way to access information on past candidates easily and accurately.
Rediscovery is different from keyword or boolean searches because it uses AI to learn the requirements of the role and then scans resumes to find candidates with matching qualifications.
No more black hole. Better candidate experience. Your brand wins. You get better people faster and with less effort.
Reducing bias with AI sourcing tools
Artificial intelligence also helps reduce bias, in large part because it makes decisions based off data points.
Recruiting AI sources and screens candidates by using large quantities of data. It combines these data points to make predictions about who will be the best candidates. The human brain just can’t compete when processing information at this massive scale.
AI assesses these data points objectively – free from potential biases by ignoring demographic information about candidates such as their race, age, and gender in its decision making.
With more and more AI-powered candidate sourcing tools available in 2018, organizations have a massive opportunity to make some concrete improvements to their recruiting efficiency and candidate experience.
Compared to 2017, the majority of staffing professionals – 67% – are less confident about the future. This is likely due to the tension between the potential opportunities presented to staffing agencies vs. the challenges they face in 2018.
I’ve highlighted some important findings on recruiters’ priorities for 2018 from Bullhorn’s report below.
Increases in hiring and operating budgets
Whether internal or external, recruiters are experiencing the same challenges from the tighter labor market.
While 70% anticipate an increase in hiring needs, 64% of staffing pros say their top challenge is the talent shortage. Luckily, organizations are finally investing in their operating budgets to remain competitive with 52% anticipating an increase in their recruiting tech budget.
Investment in automation
With all the talk around AI and automation, it’s no surprise that 23% of the professionals surveyed rank automation as their top priority. In terms of which pain points recruiters are looking towards automation to solve, it’s an even split: 40% find automation’s greatest value is increased efficiencies whereas 40% think it’s increased engagement.
Automation is also being perceived as valuable for candidate sourcing: 18% of recruiting professionals believe the best candidate source is leveraging automation.
Another big area of tech investment is improving candidate rediscovery and nurturing with 18% stating the best candidate source are existing candidates from your ATS and CRM.
While the majority of recruiters – 53% – believe candidate experience is owned by individual recruiters, 41% believe candidate experience is a shared responsibility across the business. This latter attitude reflects the growing acknowledgement that today’s recruiting requires stronger alignment between sourcers, recruiters, and hiring managers to provide a more streamlined and personalized candidate experience.
Download the full report from Bullhorn to better understand the recruiting market trends and priorities for 2018.
When we don’t prioritize recruiting and obtaining a diverse group of employees, we lose the benefits that diversity carries – a variety of viewpoints with equally varied ideas for innovation, strategic familiarity with more representative populations of society at large, a positive reputation, and perhaps even happier customers.
Diversity in the workplace is a positive variable in the effort for long-term organizational sustainability and prospects for growth.
Despite such benefits, acquiring a diverse workforce is challenging. Fortunately, there are several hands-on practices and approaches available to ensure that your organization can find and retain diverse talent. No system will be perfect; consistently prioritizing diversity is a dynamic process, so it is worth revisiting your methods and processes routinely.
The unfortunate but vital truth is that we all have some degree of underlying biases that we’ll never be able to overcome or compensate for them by simply denying their existence. Pinpointing such biases can prove difficult. It can take some serious introspection and purposeful self-critical thinking.
A tool designed to help you understand and recognize inherent biases is the Implicit Association Test. Take it yourself. Have your team or department take it. It can be a starting point.
Owning both one’s individual and your overall organizational biases can take many forms. Bias awareness training can spark dialogue among employees. Be open about the process – your own biases included, in the most appropriate and respectful manner, of course.
Does your organization have a diversity policy or established goals?
If the answer is no, start there. Create or update a specific diversity policy. Develop and establish quantifiable metrics for reaching diversity goals. The most important action in the beginning is simply that – to take action. Always be open to feedback from employees and stakeholders.
2. Use metrics and optimize your job descriptions
Numbers and metrics, when accurate, speak volumes. Depending on your organization size, needs, and goals, there are various software available that can measure certain diversity targets for interpretation and goal revision.
Examples of such measures are the current level and changes in various minority group representation (both overall and between departments), retention rates of minority staff, and sources of your candidate pool. Coupling numbers with phenomena can help identify patterns of bias or unfairness. Making this information available to the public also boosts credibility and can motivate further change.
Before hiring, ensure your job descriptions have been reviewed for bias and optimal phrasing. Seemingly minor word discrepancies can affect pools of applicants in varying ways. Research has found that some words like “challenge,” “confident,” “independent,” and “objective” are typically more appealing to male candidates whereas descriptors such as “cooperate,” “interpersonal,” “support,” and “together” tend to attract female candidates.
Experiment with word choice depending on your specific goal. Furthermore, ensuring that essential and non-essential job qualifications are separated and avoiding industry jargon can help level the playing field. This ensures an array of competent people with transferable capabilities aren’t discouraged from applying for the position.
3. Establish networks with community organizations
An organization’s workforce should aim to be representative of the community in which it operates. Speak with existing underrepresented members of your workforce – in an appropriate manner.
Never put someone on spot or single them out. Don’t press someone who is noticeably uncomfortable. Ask them their thoughts on their hiring process, what drew them in, and what has kept them there. Be tactful and mindful of your existing relationship with the individual before asking any involved questions.
Part of the expanding network process includes placing job ads in the right places. Efforts should extend beyond the typical online posting or job boards. Look for local newsletters, papers, specific local job boards, and physical boards in various community centers. The higher the visibility, the better your chances of reaching a diversified pool of talent. There are also minority recruiting events, professional associations, and job fairs; perhaps host a table at one of these events.
Of course, it’s not enough to simply get the word out. Candidates should understand the value they receive in applying and working for your organization. Be mindful of the imagery your company uses on job postings or anywhere in its physical presence. People won’t apply somewhere that looks like they might not have a chance of finding their place.
Reaching out to various communities starts dialogue and helps create understanding and awareness of issues faced by vulnerable or underrepresented populations. Understand the issues these populations may face in their job searches – what they typically look for, what deters them, and how to make them feel comfortable.
4. Use recruiting software to reduce bias while sourcing and screening
Consider purchasing recruiting software that reduces bias at the sourcing and screening stage. One feature of bias-removing software is ignoring or removing names, addresses, emails, and essentially all personally identifying information from resumes to minimize the risk of unconscious bias prior to the interview process.
Is software isn’t an available choice for you, consider having an employee (who’s uninvolved in the interview process) be responsible for receiving application materials. This person can mark out the same information that the software does as a form of blind hiring – gender, names, education, interests, age, so on. This process might not always yield optimal results for your goals, but it’s worth experimenting.
Or try forming a hiring committee. While still imperfect, you have a better shot at creating a more diverse workplace by assembling a diverse team to make hiring decisions, rather than a single individual. A collaborative team can discuss policies and goals, receive bias awareness training together, and work to keep each other in check to arrive at the strongest end decision.
5. Implement practices to standardize the interview process
Using an interview team or committee can be effective for the same reason it helps the sourcing process. Standardize interview questions, who asks each question, and the metrics for evaluating the candidate’s responses (perhaps with a scorecard).
This ensures all individuals can pass through the interview process in the same consistent manner. Another option is to provide all interviewees with a work sample to be completed during their visit, such as a handwritten task or a 10-15 minute assessment to see how each candidate performs at a job-related function or skill.
A standardized task requires a hiring manager or committee to examine a candidate’s explicit work in addition to their answers in the interview.
Every organization faces unique challenges in its diversity, inclusion, and equity initiatives or programs. Make a policy and plan, set goals, be willing to adapt, and take it one day at a time.
McKenzie Brower is a contributing writer and media relations specialist for DiversityInc Best Practices. She writes for an array of human resources and training blogs. She is a strong supporter of social justice causes and encourages others to have an active voice in promoting equal treatment and opportunity for all.
With recent entries in applicant screening tools from Google and Facebook, candidate screening software is currently top of mind.
Here are some factors to consider when buying candidate screening software.
What do you need from candidate screening software?
This is where the discussion needs to start. Before you progress to the demo stage, you need to ask yourself if the screening software you’re considering fits these criteria:
Aligns with your business model
Integrates with your pre-existing software and processes
Is capable of handling the highest volume of hiring you plan to do
Those are the “big three” you typically need in place when evaluating candidate screening options. Your list of “nice to haves”, on the other hand, might include:
Some degree of automation
A way to communicate with candidates in the early stages
Opportunities or processes to reduce unconscious bias
Why you should consider these “nice to haves” Some degree of automation
AI and automation are all the rage in recruiting these days, in large part because so much of a recruiter’s job can be taken up by repetitive tasks during the screening process.
If software can automate screening, as well as interview scheduling, recruiters can be more strategic, attend more conferences, develop deeper relationships with talent, and spend more time sourcing.
Plus automated screening helps solve the “resume ignore” problem (i.e., up to 65% of resumes received are ignored).
Communicate with candidates
More communication is the #1 request of job seekers. You can use a chatbot for this, or email, or whatever method works best for your workflow.
In the era of Glassdoor and similar sites, candidate will talk about how bad your communication is.
That’s bad candidate experience, which is bad employer brand, which hurts your ability to get the best talent in a competitive market. And most of us are playing in very competitive markets right now.
Reduce unconscious bias
There are a lot of biases in the recruiting process.
Automation helps with bias reduction because it doesn’t screen based on the quality of school attended or first name perception, as human recruiters can’t help but do sometimes.
Over time, the candidate screening software can get smarter (using machine learning) about what qualities make a good hire, and it screens for the best combination of those, reducing bias and increasing quality of hire in the process.
Bias was an initial concern of the HR community around AI, but bias is more likely to be reduced when using a degree of automation. More diverse workplaces, which can result from less biased hiring, tend to make more money.
5 step for picking the right candidate screening software
1. The first step is making sure that the candidate screening software integrates with your recruiters’ current workflow. If it doesn’t integrate well, it will go from “software” to “shelfware” in a hurry.
2. The second step is to think about the cadence of your hiring: is it low-volume or high-volume? How often a year are your recruiters slammed?
3. Next, how do you want to be seen in the marketplace? How proactive do you want your communication to be?
4. Fourth, how much can you automate and what will your human recruiters be doing when that task-level work of screening is gone?
5. Finally, what features aside from communication would you like the software to have?
After all those questions have answers penciled in, you’re ready to start shopping for candidate screening software.
Gartner predicts that we’re going to have more conversations with chatbots than our spouse by 2020, just two short years away.
Chatbots are rapidly being embraced by organizations to fulfil time-consuming or repetitive administrative tasks.
One main reason is because chatbots have the potential to reduce business costs by more than $8 billion by 2022 according to Juniper Research. The other advantage of chatbots is their flexibility as they can be used over text and messaging apps, email, and through your company’s website.
Chatbots are already making a splash in HR, especially in recruiting. Organizations such as the U.S. Army, Georgia State University, and Sutherland are already using their own homegrown chatbots for their recruiting function.
Here are 4 functions in HR where chatbots are already making an impact.
1. To answer candidate FAQs
Juniper predicts that between 75-90% of queries in healthcare and banking will be answered by chatbots within the next five years. Chatbots are predicted to save an average of over 4 minutes and $0.50-$0.70 per interaction.
In recruiting, chatbots are similarly being used to interact with candidates to ask qualifying questions, answer FAQs, and even schedule an interview with a human recruiter. The huge advantage of using a chatbot in recruiting is its ability to answer thousands of candidates’ questions simultaneously in real time.
Randstad found 82% of job seekers believe the ideal recruiting interaction is a mix between innovative technology and personal, human connection. With 66% of candidates comfortable interacting with a chatbot according to Allegis, the market seems ready for mainstream adoption.
2. To collect candidate experience feedback
Smashfly reports 74% of candidates drop off the application process. That’s huge!
For candidates who drop off, a chatbot can ask why they’ve chosen not to continue with their application. This is one function that Tasha, the chatbot that Sutherland uses, performs.
This feedback from candidates is then communicated back to their recruiters to provide quick and accurate insight on the areas where they can improve the candidate experience.
In today’s tight labour market, organizations are recognizing that candidate experience is becoming a big differentiator. Chatbots are becoming an important tool to collect feedback on what candidates didn’t like about the job application process and their suggestions for improving it.
3. As an employer branding tool
LinkedIn reports organizations who differentiate themselves with a strong employer brand enjoy a 50% lower cost-per-hire and 1-2x faster time to hire.
Using a chatbot to engage with candidates can differentiate you as more innovative and responsive than your competitors. Some companies are taking this branding even further by programming their HR chatbot to have a personality aligned with their values and mission.
The nice benefit of using a chatbot to promote your employer brand is that you can ensure consistency in its messaging as well as consistency in how candidates are being treated during the recruiting process.
4. To help with employee scheduling
Chatbots are also being used in HR for employees.
Instead of having to log into their HR software or going back-and-forth through email, employees can save time by scheduling time off and vacation days using a chatbot.
For example, at Overstock, employees who are too sick to come into work can let Mila the HR chatbot know who then relays that information to their managers.
As a manager, hiring the right people is one of your most important responsibilities. That’s why you should look for candidates who are smarter than you.
Hiring the candidate you can learn from the most provides you with opportunities to grow not only your department or organization, but also your own individual skill set.
By enlisting the most intelligent people you can find, you can witness the measurable impact this can have through employee performance evaluations, and how it changes your own management strategy.
Obviously, factors like experience and professional qualifications are important.
However, potential hires often have very similar experience and qualifications. You need to assess other factors to determine who would make the best addition to your team.
The benefits of intelligent employees
Too many managers limit their own growth potential for a reason that is easy to understand: they fear that hiring someone more intelligent or talented than they are will make them look bad in the long run.
Instead of seeing a remarkably bright candidate as a potential resource, they perceive them as a threat. They also worry about their ability to manage and coach someone who may be more qualified than they are. Thus, they deny themselves the chance to take advantage of another person’s strengths.
Don’t fall into this trap.
Establishing a company culture in which every member of the team is encouraged to constantly learn helps to sustain enthusiasm and improve overall performance. Make sure you embody this value by hiring people whose intelligence motivates you to learn even more.
Your employees will be more likely to focus on developing their own skills if they know you’re doing the same. More importantly, hiring smart people enhances the performance of other team members, just like drafting the best player improves the overall record of a sports team.
Finding and hiring smart people
Making the decision to hire candidates who are smarter than you is just one step. You also need to find them.
Start by clearly defining what an “intelligent employee” or “A player” looks like to your team.
Write down not only what type of experience and qualifications you’re looking for, but also what general and specific traits you’re seeking in an employee. Take the extra step to validate your criteria by looking at your existing A players. One way to do this is by using technology that assesses employees’ qualifications and finds candidates who match them.
Once you have your criteria in place, resolve only to hire people who meet or exceed them.
Next, make sure your interview process is designed to make it clear whether a potential employee fits your criteria.
One of the best involves to do this is by relying on your team to help with the decision. It makes sense to give team members the opportunity to spend some time with a potential candidate first.
During this phase of the interview process, questions shouldn’t be rigorous; you just want people whose opinions you value to get a general sense of the candidate.
If they give their approval, it’s time for you to get involved.
This is where you can ask more direct, specific questions to learn about a candidate’s concrete skillset. Consider including situational interview questions that ask candidates how they would react to workplace scenarios.
The hybrid approach allows you to cover all the important factors. During your questioning, you’ll still review a potential hire’s experience and qualifications, but during the initial meeting with other team members, you’ll learn about the traits that are difficult to list on a resumé.
By successfully attracting intelligent people, you’ll further enrich your workplace environment and culture.
Remember, there’s always room to grow: Hire people you can learn from.
Rae Steinbach is a graduate of Tufts University with a combined International Relations and Chinese degree. After spending time living and working abroad in China, she returned to NYC to pursue her career and continue curating quality content. Rae is passionate about travel, food, and writing, of course.