Tag Archives: The hiring process

3 Steps to a Better Candidate Experience

Did you know that over 70% of candidates find the job application experience “discouraging”?

Applying for jobs is generally agreed to be time-consuming, stressful and far from straightforward. Employers may be tempted to say “too bad” …but that would be a huge mistake, because 42 percent of those candidates would never seek a job at your company again, and a further 1 in 5 candidates would tell others not to purchase products or services from your company.

A bad applicant experience can have major consequences. Your goal as an employer is to attract and hire top talent, so having a reputation based on a “discouraging” or “stressful” process is not doing you any favours.

What can you do? Here are 3 steps to take to make your application process friendly and positive for candidates. Continue reading 3 Steps to a Better Candidate Experience

Lot of applicants? Don’t get buried in that resume list.

Some types of jobs attract a ton of resumes. Sometimes the company itself is popular, but there are always certain jobs that just pull in huge numbers of applicants.

Whether these are entry-level, student jobs, summer jobs, co-op programs, part-time or unskilled labour… they all mean piles of resumes.

If you handle these types of popular positions we hope you are past the stage of piles of paper resumes and instead have a seemingly endless list of digital resumes. That’s a good place to start.

Through our job board we’ve seen companies regularly attract hundreds and hundreds of applications to their postings. Even with a relatively low unemployment rate out here in Western Canada, there are always people eager for work, or looking to relocate. We’ve seen the hard numbers, and we know this is a common challenge for HR pros in many industries: retail, hospitality, food services and construction to name a few.

So what’s the best way to handle the lengthy list? Scan through each one in 6 seconds or less? Throw out half without even looking? Send out a question or request for more information? Make a ton of pre-screening phone calls? All of those methods take hours of work, and are so repetitive they should be done by a robot.

I have good news: we’ve built not just one, but two powerful tools to do all this mind-numbing screening work for you. We’ve used them ourselves, and some of our clients love them so much they’ve taken out a step from their hiring process. It’s time to work smarter, not harder.

Ask a stop question. Whether this is alongside a traditional resume, or as part of an application questionnaire, stop questions can give you the answer to key pre-screening questions, and reject those applicants that aren’t qualified. A simple “Do you have a work visa?” “Are you qualified to work in Canada?” “Do you have XYZ certification?” or “Are you available on Tuesdays after 5pm?” can give you an immediate answer to a vital question. Those applicants who aren’t free on Tuesday nights won’t even make it into your list.

Add a filter. Is there a specific skill that is needed for this job? Do you scan through resumes looking for keywords and reject those that don’t include certain terms? Here’s your chance for a computer to do all the dirty work. When posting a job, add the necessary keyword(s) and all applicants that don’t include that word in their resume, cover letter or application will be automatically rejected. At HireGround, we’ve used it to filter for a particular coding language, but each industry and profession has their own needs.

(Don’t worry, you can always look at those people who were rejected by the system if needed.)

So stop spending time scanning resumes or calling people to ask a single question. Tasks like this are what computers were designed for! Take a step out of your hiring process, and spend your time on the human side of HR.

Learn more: StartDate Applicant Tracking by HireGround

Do You Know Your Cost per Hire?

Where are your recruitment dollars being spent? When calculating how much it costs to hire a new employee, there are several factors that come into play: time spent writing the job description, reviewing resumes and interviewing as well as money spent advertising on online job boards, printed ads and social media. Fortunately, there is an algorithm which provides a standard to measure your Cost per Hire:

CPH = (External Costs + Internal Costs / Total Number of Hires) Continue reading Do You Know Your Cost per Hire?

Why you should interview for Attitude

An article from ere.net explains that almost half of all hires fail within 18 months, and almost all of those (89%) leave their position, or are fired, due to their attitude. Technical competence was not the problem here. The question is, how do you interview for attitude? Considering candidates are putting their best face forward during the entire hiring process and well into the initial stages of the job, it’s understandable why an attitude problem is not recognized earlier.

Ere breaks the hiring process into six steps: screening resumes, beginning of interview, previous employment questions, behavioral questions, using an assessment tool, and checking references. In each of these steps watch for red flags indicating the person is not good natured, positive, a team player, or other key behaviours applicable to the position.

Read the full article here.

It’s Not Just About Your Resume & Interview

A lot of time and effort go into making your resume as good as possible to help you land that elusive interview. Then you are focusing on preparing answers to possible interview questions.  While the resume and interview are key factors in your job search, they aren’t the only things the hiring manager is looking at. Your actions play an important role in if you are considered as a good candidate. You can have a great resume and answer the interview questions flawlessly, but make sure your actions in between those two steps aren’t giving the wrong message.

Your actions, personality and attitude are extremely important in whether you are a good fit for a company. Consider the following situations and what kind of positive or negative message your actions could say about you: Continue reading It’s Not Just About Your Resume & Interview