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Video Interviews Can Be Valuable

Has your company embraced online face-to-face job interviews or are you still conducting these interviews in-person?  Check out this infographic produced by PGI – if you’re not using video to interview candidates, you may be part of the minority.  According to the infographic, 60% of HR managers are using video to interview candidates and 66% of candidates actually prefer it that way.

Eagle's Virtual Recruiter serviceComments from last month’s Virtual Recruiter Quick Poll, sent to managers across Canada, suggested that companies are starting to see the convenience and cost-savings in video interviews. The poll did reveal, however, that nobody actually believes video interviews will ever replace in-person interviews (33% of respondents did say maybe).

While video interviews definitely haven’t replaced in-person interviews at Eagle, we have been leveraging them for a few years now to screen candidates.  Here are some of the benefits:

  • It eliminates unnecessary travel.  Our job board brings in applicants from across the country.  Rather than asking out-of-town candidates to travel to a specific office, they can easily have a face-to-face conversation with recruiters from their own home-office or from an Eagle office more local to them.
  • It’s still personal. The alternative to a video interview when a candidate is out-of-town is a phone interview.  These are great for a quick screen that creates a shortlist of candidates, but nothing lets a recruiter get to know a candidate like a face-to-face conversation.
  • It’s flexible.  Even for local candidates, an in-person interview during regular business hours isn’t always possible. What if a candidate is working a full-time job and can’t get away for the interview?  What if the recruiter has a busy schedule with no time for an in-depth, quality conversation? Video interviews allow the recruiter and candidate to find a time and location that suits them.
  • It allows for more innovative interviews and evaluations.  Some companies record video interviews so they can go back and compare candidate responses to specific questions. Other companies implement flexible one-way interviews, where the recruiter sends each candidate the same list of questions, and the candidate returns a video response of the answers, on their own time.

Recruiter looking at PC screen while interviewing candidate remotelyIf video interviews are still new to you, here are some tips (for both interviewers and candidates) to get you started:

  • Test it first.  If you’re using a new camera or technology that’s new to you, play around with it first.  Try a call with some colleagues and make sure the sound and camera quality is optimized.
  • Treat it like a regular face-to-face interview.  Come prepared, take notes, and dress professionally.
  • Be conscious of your surroundings. Set-up in a quiet, professional-looking space. For example, if you’re at home, turn off the television and separate yourself from kids or pets.
  • Look at the camera.  This takes practice.  Eye contact is important in any interview and the only way to make eye contact with the person you’re talking to is to look into the camera.  Very often we want to look at the person on the screen, but, as you may know, this can look awkward.  Here’s a trick: put a picture of somebody beside the camera and try to look that person in the eyes.
  • Get started!  Video interviews are cheap and easy to set-up so stop using those excuses for not doing it.  All you need is a web cam and a Skype account.

So, are you using video interviews?  If not, what’s stopping you? Do you think video interviews will replace the in-person interview?  We’d love to get your opinion, leave a comment!

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The Customer Experience in Recruiting

You may have heard discussion in the past year or so about companies shifting their focus from Customer Relationship Management (CRM) to Customer Experience Management (CXM).  Simply put, CRM focuses on improving processes to better support customers, increase satisfaction and reduce costs.  CXM incorporates the principals of CRM, but takes a more proactive approach.  Companies focusing on CXM don’t just work to improve relationships; they work at A group of people who are obviously happybuilding relationships over time by enhancing the entire customer experience and making every touch point a positive interaction.

While CXM is still new and may not be the answer for all organizations, it is definitely applicable to recruiting.  It’s nearly impossible for recruiters to build strong relationships with the thousands of high quality candidates available; however, it’s very possible for companies to ensure that all interactions – human and non-human – between the candidate and the company are pleasant. The best place to start is your online job board.

When searching for a new opportunity, the first place most candidates start looking is some type of job board. Whether it’s an agency, a corporate job board, social media, or a public job board, candidates have hundreds of options. If you want applicants to read your job postings and, more importantly, want them to come back, you have to differentiate yourself with an exceptional user-friendly experience. If not, your hard-to-use job board and application process could cost you your next star employee.  Here are a few tips to improve the candidate experience on your job board:

  • Search Functionality: If a candidate can’t find a job, they won’t apply to it, so keep your search functionality simple and intuitive.  Also, check out these tips to include SEO in your job descriptions.
  • Application Process: When the right job, if your application process is long and difficult, you may lose people.  Make it easy to apply and ask yourself, “Do I really need to collect all of that information right now?” A name, email address and resume are probably enough.
  • Mobile Friendly: More and more people are using their smartphones and tablets for day-to-day tasks, including job searches.  If your site isn’t smart phone or tablet-friendly, don’t expect these applicants to apply to your jobs.
  • Innovation: CXM is about being proactive and understanding customer preferences, often before the customer knows they need it, so think outside the box.

Eagle's Virtual Recruiter serviceAt Eagle, we know how essential the job board experience is to our business and while our job board is pretty good, our soon to be released upgraded job board will include all of the elements above… and then some! This will result in a better customer experience for job applicants.  Our low-cost job posting service Virtual Recruiter is one way we improve customer experience for our clients.  Our clients get a more targeted set of resumes to review than they would get from regular job boards, together with a pre-screen that identifies the potential top matches.

Where can you improve your customers’ experience?

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How to Use Social Media to Recruit and STILL Keep Your Friends!

Last month’s blog post, Are Candidates Finding Your Job Postings?, touched on using social media to post jobs in order to increase search engine optimization and fill jobs with more quality candidates. Proper leveraging of social media can also help screen applicants and build relationships with passive job seekers. If you don’t use proper etiquette, it can have the opposite effect resulting in the loss of followers.

Eagle's Virtual Recruiter service Eagle uses social media to build relationships with job seekers and to promote jobs for both our recruiting and Virtual Recruiter services.  Through our experience, we’ve developed a few etiquette tips when using social media to recruit, so I thought I’d share some of them here.

  • The obvious one: spelling and grammar.  Don’t lose all of your credibility with lazy spelling mistakes or using the wrong word (ex. they’re/their/there).  If spelling is a challenge for you, type your posts into Word first and check for spelling and grammar errors before posting.
  • Keep it legible.  If you’re using Twitter, avoid too many abbreviations so you can squeeze a job description into 140 characters.  Similarly, while hashtags are great, especially in Twitter, keep them to a minimum and make them easy to read by capitalizing the first letter of each word. #posts #that #end #like #this #arehardtoread. #ThisWouldBeBetter.
  • Engage, Don’t Promote.  Let’s say you’re at a networking event with many active and passive job seekers. Many will be great fits for future job openings.. Your first instinct shouldn’t be telling everybody only about your current job openings and your business success. You likely have discussions with these professionals, learn about each other, and even talk about non-business topics if you want to build a solid relationship.  The same goes for social media!  When using tools like LinkedIn to recruit, do more than post jobs.  Share interesting articles, comment on other people’s posts, and take a minute to say “Congratulations” to a contact starting a new job. A good rule of thumb: post 3 interesting articles for every job you promote.
  • Slow down.  While the last point said to post more articles than jobs, that doesn’t mean post 30 articles so you can post 10 jobs a day. confused computer peopleYou’ve quickly filled up your contacts’ News Feeds with 40 posts.  That’s annoying and they won’t be following you for very long.  Instead, post high priority jobs – maybe one per day or even one every two days. If your post links back to your company’s job board, the job seeker will likely search other jobs once they get to your website.
  • You’re human, act like one. Saving time by scheduling your posts using tools like Hootsuite is great, but avoid falling into the trap of using the same messages and making your social media profile seem like it’s being managed by a robot.  Your followers pick up on this and it will be detrimental to your relationship.  Remember the human aspect – personalize your posts with your thoughts, share articles relevant to your followers (ex. Resume, job search and interview tips), and don’t take yourself too seriously.

All of these guidelines are good for every professional using any form of social media, whether or not they’re posting jobs.  It’s also just the tip of the iceberg for social media etiquette.

What other etiquette guidelines to you follow?

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Want more useful candidates? Start with a more useful job description!

Between Eagle’s core staffing business and our value-adding Virtual Recruiter service, we post thousands of jobs to our job board each year.  Naturally, we’ve started to perfect the art of creating the right job description to attract the right candidates.  There’s no right or wrong way to write and format a job description, but it is a crucial component that it will get you the applicants you actually want.

If you do a quick search on any major job board, it’s easy to see that every company has their own style (sometimes strategically, sometimes by accident).  These are the most common types:

–       The standard job posting with a brief introduction to the company, role description and then some requirements.  This may be your safest bet because it’s informative and says what it has to, but it doesn’t always stand out from the competition.

–       On the other extreme, the quirky job posting that shows a company’s fun side and passion to think outside the box (or its ability to fail miserably at trying to be fun) could attract some great talent, but it may also deter some valuable professionals.

–       We’ve all seen the very long job posting that seems like the recruiter included every possible skill needed to do the job, from the core technology to knowing how to answer the phone.  It will get a few candidates, and they’ll likely be qualified and detail-oriented; however, you may also lose some high quality candidates who don’t want to read your “novel”.

–       Then there’s the very short job posting with a title and a couple sentences about the job. If you go this route, expect one of two scenarios: a lot of applicants – many unqualified – so you have to put a lot of time into screening and short-listing your candidates, or very few applicants because they don’t really know what they’re applying to.

Job applicant being interviewed and demonstrating his lies with a growing noseObviously each type of job description has its pros and cons – so which is right for your company?  By ensuring you use the right strategy to attract the applicants you want, you’ll minimize the effort you have to put into resume screening.

Regardless of the type of job description you use, be sure to keep a few things in mind:

–       Proof-read.  You always want to come across as though you know what you’re doing and grammar or spelling errors can destroy that impression. Remember, candidates are screening you as much as you’re screening their resumes.

–       Think carefully about your job title. You want to make sure your job appears in an applicant’s search and, even if it does, you need them to click on it. Keep your title generic with common terms.  Very few people type “Superstar Computer Whiz” or “Level II Department Manager” into a search field and those titles don’t explain the nature of the job. Try “Programmer” or “IT Specialist” instead.

–       Search Engine Optimization (SEO) is more than just Google!  It includes every job board or job aggregator where somebody may search for jobs.  Plant commonly searched terms and phrases throughout your entire job description to help it be more relevant and more likely that it appears at the top of the candidate’s search.

The right job description with a solid strategy behind it is more likely to get you the right candidates.  If you put in the work upfront, you’ll minimize the time you have to put into screening resumes and increase your chances of finding your superstar.