Hiring manager’s hold a lot of responsibility for the upkeep of the company culture and the success of each team within a company because, well they chose the employees! Whether the hiring process is one interview or numerous rounds the first face to face interview is the most important to decide if they will mix well with others in the company.
It is the hiring manager’s responsibility to make sure the candidate knows what to expect in the interview and that they are the right type of candidate for the position advertised.
Before an interview
Give the candidate the right information
Most companies task the candidate with finding information out about the company, but how much of the information gathered is relevant? Make the hiring process easier for the candidate so they spend more time talking about their skills and abilities. More importantly the candidate should receive a copy of the job specifications as more often than not they will be interviewing for more than one role, all of which are similar in nature.
Rate the skills mentioned in the job description
This will help to structure the interview and steer the conversation. Knowing the importance of each skill will mean that you can allot more or less time to them. If a candidate spends more time talking about a skill that is not very important as opposed to a more important ability then the candidate is not the best fit for the position.
During an interview
Bring a member of the team along
If the candidate will be joining a team in the company invite one of the team members along to talk with the interviewee. This will have a twofold effect allowing the team member to suss out the suitability of the candidate and the candidate will in turn have the ability to ask more detailed questions about the work involved. It will make your job a little easier when making a decision.
Ask relevant questions
There are four areas that can affect the hiring process; the job advertised, the skills, the company goals and the company culture.
Does the candidate have the relevant experience and the motivation to do the job advertised? Will the candidate have the skills needed to be successful in the position? Is the candidate’s career path in line with the company goals? Will the candidate have a positive or negative effect on the company culture?
Let the candidate know the hiring process
Are there more interviews involved, when will the decision be made, what is the start date? All these things should be volunteered in the interview so the candidate knows where they stand and can follow up if needed.
When asked a question give as much information as possible
Volunteering information shows that the company is open and has nothing to hide. Whether it is about promotion prospects or socialising show that you care about the questions being asked and answer truthfully and completely. This will give the candidate a better idea of if they want to work for you too as they are asking questions that they care about.
Ask your receptionist’s opinion
As a front facing team member your receptionist is the most informed about people. They are the first to see people as they enter the building and last as they leave. Your receptionist deals with candidate enquiries regularly and sees how they operate in the lead up to the interview. They have the best experience of how a person really acts (i.e. friendly/distant) and can sometimes tell if the candidate is the right fit for the company.
Hiring Managers have an important position in the company to ensure that any new staff maintain the company culture and work towards the company strategy. To make sure of this the interview process should be structured and touch on all elements that can effect a company’s success.
If you are thinking of hiring and have some questions on your processes contact us on 01-4744600
Posted by Ruth Tobin on 7 December 2017
Recruitment Agency Myths
Recruitment Agency Myths
Recruitment agencies are often underestimated. A lot of people aren’t aware of the value a recruitment agency can have on a person’s job search or a company’s search for candidates. We have created a list of the most common myths associated with recruitment agencies, to set the record straight once and for all… “Recruitment Agencies are Expensive” One of the most common assumptions people have with recruitment agencies is, that you have to pay an agency to help find you a job. This is completely false. The way it works is that a recruitment consultant receives a fee from their client for placing relevant and qualified candidates in a job. You don’t pay the recruiter; the recruiter is paid by the agency they work for and the company who hires the jobseeker. “Companies can look after their own Recruitment. Agencies are Obsolete” Finding the right employee can be a long and complex process that even the most established human resources department in a large company can find difficult. Many companies utilize the expertise of recruitment agencies. With agencies having such a large bank of candidates on file and their own pool of specialist recruitment consultants dedicated to finding talent, recruitment agencies are invaluable to companies struggling to fill certain roles. “Recruiters don’t have Industry Knowledge” Often people think recruiters don’t understand the industry they are recruiting for. This is incorrect. Reputable recruitment consultants specialise in the areas they recruit for and have vast product knowledge of their market. Often a recruiter has a background in the area they recruit for or he/she is trained in that area so they understand what is required to work in that field. “Recruitment Agencies don’t care about Jobseekers” The perception of recruitment consultants is that they don’t care about their candidates and only want to place them in a job so they can make their commission. This may be true of some agencies, so you want to make sure you work with a reputable company. The success of recruitment agencies is dependent on the quality of the candidate’s they put forward to their clients i.e. your success is their success. Therefore, your agency should be working with you to find you a suitable position, provide you with detailed interview preparation and essentially hold your hand throughout the process.
Learning From Exit Interviews
Learning From Exit Interviews
It’s always tough when people leave, particularly those who have added a significant amount to the team or business. But it is essential to understand that it’s a normal part of everyday business and to not take it personally. Exit interviews are a fantastic opportunity to learn from a departing staff member. Here are 5 things to keep in mind during this process: 1. Knowledge Transfer First and foremost you need to ensure you’re getting a proper handover from a former employee before they leave. Not doing so is quite risky as once someone leaves a company I’m pretty sure they won’t want nor expect a call from you asking where a file was saved or who was looking after the new account. So make the meeting count and take as much time as is needed in order to get the information transferred safely. 2. Uncovering Internal Issues Like it or not, no company is perfect and your employee may be leaving due to internal issues in the company. Maybe there has been a lot of change? Maybe certain staff members are causing problems and this has led to low morale. Maybe the training isn’t up to scratch? Or people are working too hard? Or maybe there’s not enough work? What better way to find out than from someone who’s leaving. They won’t hold back and if you want to get to the bottom of things this is your chance to get to the root of problems. 3. Get Insight into Managers’ Leadership Styles This meeting is also a good idea to get an insight into various managers’ leadership styles. This will give you a better idea of how your company runs, who people seem to like and don’t like. This isn’t a gossip session but a learning Q&A exercise. 4. Benchmarking Exercise Make sure you find out what your leaver has been offered that clinched the deal for them. Whatever the reasons for leaving, get as much information as you can on the benefits your competitors are offering. This information is invaluable. 5. Treat Departing Employees with Gratitude The way you treat someone when they are leaving is really important. Former employees are ambassadors for your brand and there is always a chance that a former employee could one day be your client. Keep this in mind next time someone leaves.
How To Hire For A Position That You Are Clueless About
How To Hire For A Position That You Are Clueless About
Have you ever been handed a job description and felt like you’ve just been given something in a different language to decipher, a language that you are far from fluent in. It can be intimidating and hard to know where to begin. A quick google search of some of the keywords might give you a small bit of insight but if time is of the essence you don’t want to spend hours trawling through Wikipedia pages and other websites on a wild goose chase that brings you no closer to deciding on a recruitment strategy for this role. Go To the Person That Does Understand the Requirement Is there an expert in the business who can explain to you the ins and outs of this job? The hiring manager might be the obvious person to go to however sometimes they are not available. Is there someone in the business doing the job already or a colleague from the same team that could help you? Or is this job coming about because a person is leaving; can you pick their brain? Ask them to explain the set-up of the team, the larger function, and the systems that are required. If you get lost in the explanation, be honest with them, ask them to pretend they were explaining it to an alien who has just arrived on Earth and knows nothing about the company and job itself. Minimize the Risk of Screening out Potentially Suitable Candidates You don’t want to regret candidates simply because you don’t understand their CV. You need to know what the prerequisites are for this job and what is flexible. At the same time don’t be obsessed with looking for certain terms only. Find out what alternative words might be found on the CV of a potentially suitable candidate whether it is a job title, experience, degree etc. If they need systems experience are there alternative systems that they might have used before that could work in this instance? Are there certain skills that can be learned on the job? Don’t Try and Bluff It It’s better to be honest with the candidate or hiring manager when you don’t understand what they are talking about. If you try and blag it, they will pick up on it and you are going to lose their respect. This will not create a positive experience for the company. Ask the hiring manager what type of screening questions they think you can use and what sort of answers they would accept as sufficient? LinkedIn Is Your Friend Type the job title into LinkedIn and check out a few profiles of people who are already doing this job. What companies do they typically work in? What is their academic background? On LinkedIn how do they explain what they do? What was their previous job title? All of these will give you vital clues as to suitable backgrounds. Ask For Help You might fully understand the job but that doesn’t necessarily mean that you are going to have a lot of suitable candidates. Not knowing the career path a candidate needs to take before getting to this position or having no contacts in the industry may hinder your progress. If this is the case you might want to consider getting help from a recruitment agency. Remember a specialist recruiter spends all day working within their given market so they should be able to understand both what the job looks like and more importantly what the ideal candidate looks like. Don’t be afraid to call one to ask for advice, most recruiters are happy to give their time and advice to those in need.
Catching Your Candidate’s Eye
Catching Your Candidate’s Eye
With the sun shining again on the Irish job market it’s vitally important that companies are standing out in the crowd when attracting talent. We are now slap bang in the middle of a candidate driven market so its imperative companies are doing everything in their power to entice top talent in today’s market. Here are some ideas companies should take on board: Fun Job Specs Jobseekers read through countless job specifications when deciding which role and company will be perfect for their next career move. Make sure the role sounds as interesting as possible and highlight how great a place your company is to work. Try to veer away from your standard job spec and highlight the good stuff that you know other companies won’t have.Think outside the box. Here is an example of a great job spec from a company who specialise in hiring socially talented people. Your benefits will include a fully paid mobile phone, health insurance, company MacBook and uncapped holidays (yes, that’s right, unlimited holidays!), yoga classes on Tuesdays, a work environment that includes great banter and craic, 2 goldfish, a ukulele, a SMEG fridge (just because), a great ninja mascot called Hiroto and a tendency to drink beer on Friday afternoons in the office. Doesn’t that sound like a place you’d love to send your CV to? They had me at ukulele! While not all companies offer this every company has its perks so dig deep and attract the right staff for your company. Graduate Recruitment Programmes Most companies roll out graduate programmes each year with great success. So why should the superstars of tomorrow start their journey in your organisation? This is your opportunity to show candidates exactly what they are signing up for from day one. When Dublin based IT Company Version 1 needed to hire 40 graduates onto their graduate programme last year they came up with a very clever marketing ploy. They used social media to design a campaign based on the TV show, Breaking Bad, entitled “Breaking Grads”. Needless to say they were inundated with applicants. Candidates latched onto their tongue in cheek message and wished to work in a fun environment which would also enable them to get over the death of Hank (c’mon if you haven’t watched it by now you deserve all the spoilers coming your way). Glassdoor Today it’s very easy for candidates to find out just how great a place your company is to work with online tools such as Glassdoor and Irish Jobs Company Reviews at their fingertips. In the age of Facebook, Twitter and LinkedIn everybody is a critic so make sure you are leaving a positive and lasting impression on every candidate and employee you encounter. Treat your employees more in the manner of Hank Scorpio and less like Montgomery Burns. Ask your current employees to review you online and allow them to take ownership of your company brand on their social media platforms by way of a referral programme. Recruitment Agencies You know those nasty recruitment agencies that contact you on a daily basis wanting your business and promising they can fill your roles. Well the majority of them are telling the truth! In a candidate driven market companies should be using all sources at their disposal in the hope of securing the best talent. Great recruitment consultants meet great candidates every day. Why not invite the next recruitment consultant you speak to down to your offices and sell your company to them. They can in turn sell you the best candidates. Even better, do your research and contact a recruiter that you think would suit your hiring needs. Corporate Social Responsibility Not every employee is motivated solely by money. A company’s Corporate Social Responsibility is extremely important when attracting the best talent. What work does your company do with the local community? What health and fitness programmes do you have in place for your employees? How ethical an organisation is yours? How environmentally friendly are you as an organisation? These are the questions the best candidates will be asking when determining which company to get behind. Make sure you are that company. For more information on writing job descriptions and finding the right candidate for your job contact Rob on 01-4744671 or send a confidential email to email@example.com