The Real Effects of a Bad Hiring Process

A candidate’s experience during the hiring process directly relates to how they perceive the company, and how likely they are to recommend it to others. With referrals being one of the best ways to gain new employees, a candidate’s impression and recommendation can be very important.

According to a survey by Recruiter.com, for those who felt the hiring process was poor, only 28 percent would recommend the employer to others. However, of those who felt the hiring process was positive, 89 percent would recommend the employer to others.

With such huge disparities, a positive hiring experience makes a significant impact on potential candidates’ opinion of your company. Continue reading The Real Effects of a Bad Hiring Process

The Difference Between Your Resume and LinkedIn Profile

Should my LinkedIn profile match my resume?

No! Your LinkedIn profile should not be the same as your resume. In fact, your online profile can expand on your resume by offering new information.

Your resume should show the information related to landing a specific job. Focus on how your experience fits with the position and employer you are applying to. A resume offers quality over quantity.

Continue reading The Difference Between Your Resume and LinkedIn Profile

What is an API?

What the heck is an API and what does it do?

The answer to this can be very complicated and full of developer-speak, but for the average person, the simple answer is that an API is a way for two pieces of software to talk to each other.

HR Bartender posted an interview with Chris Lennon of SilkRoad to explain what an API is and how it works in HR software.

Here’s a summary of the main points:

  • An API (as far as an HR practitioner needs to know) helps connect different vendor’s software together. For example, an API is used to connect a talent management module to an HRMS.
    Case in point, at HireGround we use our API to integrate our ATS with a client’s payroll or HRIS system.
  • Most modern software uses APIs, especially mobile apps which allow data to transfer from the device to the vendor.
  • Releasing an API” (an announcement you may hear from Apple or Faceboook) means that they are making it public so that developers can tie into the API using their software product.
    For example, HireGround makes use of Twitter’s public API to post jobs as tweets.
  • APIs are not inherently secure. It depends on the software provider how seriously security is taken and how well it is built into the API.

Read the full article here.

Did you miss it? HR Tech Monthly Round-up for May

We’ve listed a collection of not-to-miss articles from around the web from the month of May. The latest news, innovations, changes and happenings in the world of HR technology.

A look at Mobilegeddon: Google now places importance on whether your website is mobile-friendly. With 70% of people searching for jobs on their mobile device, how will your company’s careers pages fare? Continue reading Did you miss it? HR Tech Monthly Round-up for May

Stumped in an Interview?

Worried about being asked an interview question that you have no idea how to answer? Here’s what to say when you have no clue what to say – and come out ahead.

First, you need to fill that awkward silence with something, so…

Ask for clarification.

If you don’t understand the question, ask the interviewer to explain a bit more about a specific part of the question. This means that instead of saying a general “Can you please explain that question?” say, “Can you please expand a bit further on what you mean by X?”

Don’t Panic.

It’s okay not to know the answer. Really. It’s not always about whether every answer you give is perfect, but about how you answer the questions, and your thought process. Even if you can’t come up with a good answer, think of it as a test to see how you handle a difficult situation.

Give the information that you do know.

Instead of simply saying ‘I don’t know how to answer that’ right away, give an answer that relates to part of the question. This shows that you know at least some of the answer, or part of the topic in question, even if you can’t answer the full question. You may find that the act of saying something may lead you to give the answer the interviewer is looking for anyway.

Say how you would find the answer.

Sometimes employers will throw a curveball question designed to see how you think on your feet. It’s okay that you don’t know how many mailboxes there are in Newfoundland, but you can list the steps you’d use to find out.

If the question is very technical or mathematical, where you don’t remember the numbers or hard data off the top of your head – say that you don’t have this type of thing memorized, but you know it requires X calculation, or Y resource. It’s ok not to know everything, and it makes you a more likeable and honest person to simply admit this.

DON’T try to make something up.

While it’s best to not jump straight to saying “I don’t know” it’s even worse to pretend you know something you don’t. If you honestly can’t come up with any kind of answer, it’s time to admit to that. “That’s a great question, and I’m sorry to say that I don’t have the answer right at this moment. I’ll follow up with this after the interview.”

Coming clean shows honesty and humility, and promising to follow up (whether this is doing research on your own, or providing an answer via email) shows you are genuinely interested in the topic.

Follow up.

You should always send a thank you email after an interview, and this offers the perfect opportunity to give a better response to a question you were unhappy about. For example, “I’ve had a chance to think about/look into/research the question regarding X and my opinion/answer/thoughts are that…” Do not apologize for not knowing the answer, focus on the fact that you are expanding or clarifying the answer you gave.

Keep this answer brief and confident. Following up shows you pay attention to detail, and don’t like to leave loose threads hanging. These are important qualities for any job. It also helps to redeems a poor interview answer, helping to raise your chances of being a contender for the job.

You don’t have to be perfect!

Being able to correctly answer every difficult question an interviewer throws at you is great. Clearly you are a smart and knowledgeable person. But employers aren’t just looking for smarts – they are looking for personality, enthusiasm and passion. They are looking for capable people who are willing to learn. So don’t stress if you are stumped by a question, use this as an opportunity to show your personality.

Click to Apply Rates for Mobile Applications

There’s an interesting article on ere.net which describes a study on the impact of mobile recruiting on click to apply rates. One main conclusion of the article was that the more time-consuming a job application is to complete, the greater a chance mobile candidates will drop-off, or give up.

Application rates drop by a staggering 365 percent if an application takes more than 15 minutes to complete.

Essentially, the more questions an employer adds to their application process, the fewer candidates will take the time to complete it.

Some other important points:

  • Encouraging mobile applications is important, and the main reason for this is sourcing cost, which is greatly reduced with more mobile applicants as compared to desktop. Employers can double their applications simply by reducing the time required to apply.
  • While research shows that candidates want an easy mobile application process, they simply aren’t finding this. This difficulty is compounded by the fact that it is inherently more difficult to apply to a job on a small touchscreen.

Read the full article here >>