7 Biggest Interview Mistakes HR Professionals Encounter


Via PayScale.com

Interview MistakesEver wonder what the average Human Resource professional notices in an interview when they glance across the hiring desk?

As a job seeker, this could be some very valuable insight to have – a clear advantage over other candidates who are oblivious to the mistakes they make in the interviewing hot seat.

Some people think that HR pros are calculating or hyper-analytical when engaged in an interview. While they are trained to conduct interviews in a strategic manner, human resource and recruitment professionals are actually just trying to match the right job with the right candidate.

However, there is one thing to be said about HR professionals with a few years under their belts. They’ve probably seen and heard it all when dealing with interviews. And some of the crazy things they’ve seen could cause you to think twice as a candidate.

To help you avoid making a serious snafu at the next job interview you participate in, here are some of the biggest interview mistakes in the history of human resources (to avoid at all costs).

#1 – The poor first impression in an interview

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7 Interview Mistakes That Scare Away Top Talent


Via Business 2 Community:

Employers may think they hold all the cards when it comes to interviewing job candidates, but they too can do things that will scare off would-be workers.

Interview
Interview (Photo credit: smiling_da_vinci)

That may not matter if it’s a low-level position the company is seeking to fill, but if its top talent the company is after, then interviewers have to tread carefully during the interview process.

“Employers scare off candidates probably more often than they realize,” says Crystal Miller, a strategist at Branded Strategies, the recruitment and brand strategy company. “Everything is geared toward what the candidate should and shouldn’t do. Many employers don’t realize it’s an audition for them too.”

The job market may be tight, but when it comes to sought-after skills, companies are increasingly competing for top talent. The worst thing a company wants to do is lose a potentially great employee because of bad behavior on the part of the interviewer. From being unprepared to saying inappropriate things, here’s a look at seven behaviors that will send potential employees running for the hills.

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SMS Recruitment: Connect to the One Thing Every Candidate Owns


The way to connect with the one thing every candidate owns–a cell phone–is with SMS recruitment.

SMS Recruitment

Almost everyone owns a mobile phone, but SMS (Short Message Service) in recruitment is amazingly underutilized. SMS recruitment is an untapped market, one that saves money and time, something which can clearly be appealing for any organization.

The advantage of SMS recruitment is that it saves administration costs. Bulk SMS communication takes only seconds to send, where individual phone calls take hours or days.

Everyone carries cell phones–including candidates

In a recent study, 80 percent of mobile phone owners carry their phones all the time. Text messages have become the most reliable form of contact.

Consequently, SMS is also an effective way to get the right person for a job.

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6 Interview Questions To Make Any Employer Want to Hire You


We often focus on interview questions from the standpoint of the interviewer.

This blog post from Ragan’s PR Daily finds some interesting questions for candidates to ask that can help them get the job.

Interview

Via Ragan’s PR Daily:

Common advice among job seekers is that when you attend an interview, you need to interview the employer right back. After all, you’re the one who will potentially fill the position. You need to know if it’s going to be a good fit, right?

While salary ranges, benefits and schedule flexibility are important details you deserve answers to, hiring managers don’t appreciate questions like those until at least your second interview (or maybe even after they make you an offer).

During your first interview, the “impress me” dance is still in full swing. When a potential employer asks if you have any questions, she doesn’t want inquiries about parking validation; she wants to see if you’re prepared, educated and inquisitive.

Here are six questions to ask at the end of your interview that will help you master the twisted tango of getting hired:

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Now You Can Stop Swimming In Resumes With Innovation In Hiring


Drowning in a flood of resumes? It might be time to rethink your hiring process!

Innovation in hiring uses technology to provide resume relief!

Innovation in HiringIt was not that long ago when only large corporations had enough innovation in hiring  to manage a flood of applications and resumes for the choice job openings.

Applicant tracking software (ATS) made life easier for the big players by gathering candidates into a searchable database, allowing hiring managers to choose from the best.

Now, technology offers a wide range of affordable options for companies of any size. Innovation in hiring now lets them obtain, recruit and onboard exceptional talent.

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Four Little Known Interview Tips to Get the Best Candidates


Resumes and cover letters may be a good start in the hiring process, but the behavioral interview can get to the heart of the matter! Four behavioral interview tips, to learn if you have the perfect candidate!

Interview Tips
Photo credit: smiling_da_vinci

Resumes and cover letters determine which candidates deserve a closer look; they show which ones are worth more of your time.

However, without the interview, it is impossible to find the best talent.

Literally, an interviewer can ask hundreds of questions. Asking everything could take hours, and you just do not have the time. Even then, a marathon meeting—filled with meaningless questions—leaves no guarantees that you will find the right fit for your company. The best interview tips are to choose only a select few pertinent questions.

Behavioral interviewing learns which candidates will work the best in a particular corporate culture. One of the best ways to be truly effective is to trim down the list of questions to only what is relevant. Stick to the a few interview tips, and it will soon get down to exactly what you need to know to make a hiring decision.

Nothing more, nothing less.

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Hire Better Quality Talent NOW With Proactive Recruitment


Nobody is successful by just sitting around; the same is true with recruitment. Proactive recruitment is the only way to go!

Proactive Recruitment is the key to having the right candidates exactly when you need them.To get the best talent, hiring managers, recruiters and human resources personnel need to stop last-minute hiring and start proactive recruitment!

It is true that many hiring managers shudder when they hear the word “proactive.” They are all so busy, and “proactive” certainly sounds like a lot of work.

In reality, proactive recruitment is not that hard.  All it means is recruiters must work a little smarter than the competition.

Two ways proactive recruitment will improve your hiring strategy—timing and quality. Neither takes extra effort, hard work or long, sleepless nights.

Continue reading “Hire Better Quality Talent NOW With Proactive Recruitment”