The interviewing process is the single most important part of candidate selection; yet it’s often overlooked. Interviewing is your opportunity to put your candidate in the hot seat, see them work under pressure, learn more about their personality, and see how he or she may integrate into your organization.
As part of SmartRecruiters‘ ongoing effort to identify how technology can reduce friction in the the labor market, I interviewed Craig Fisher at the HR Demo Show in Las Vegas.
“Technology is both helpful and hurtful when it comes to recruiting,” Fisher explained.
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At a HR Conference in Las Vegas, I was fortunate enough to run into a product that truly paints a picture of the labor market. CareerBuilder’s Supply and Demand Portal measures the “labor pressure” with real-time information on the supply and demand of labor markets across the country. As part of SmartRecruiters‘ ongoing effort to identify how technology can reduce friction in the the labor market, I interviewed Steve Proell, Director of Consumer Web Development for CareerBuilder.
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Sourcing and screening candidates is hard enough. Navigating the seas of applications and spending the time to select the very best set of candidates. The interview is the opportunity to get to know the candidate and get a feel for who they are and the candidate’s job and culture fit within your organization. And yet many companies don’t prepare interview questions in advance. We spend our time monitoring company email or creating policy and procedure, but we fail to set the stage for our candidate and protect our hiring manager.
Have you heard? “NO UNEMPLOYED CANDIDATES WILL BE CONSIDERED AT ALL.” The Huffington Post reported this capitalized quote from an actual job ad. This is not an isolated case. Time Magazine, CNNMoney, other newspapers and blogs across the country have all published stories on how some companies and recruiters are writing variations of “Unemployed Need Not Apply” in their job ads.
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Performance-based Job Board Recommendations: At SmartRecruiters we believe that hiring should be easy, after all, its not rocket science. As Jerome Ternynck says, recruiting is just about casting a wide net and making the right choice. So what does casting a wide net mean and how wide is wide enough? Simply put, you need to post your jobs to the right job boards; boards that have historically been known to return candidates that are a great fit for your particular job type.
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It dawned on me last week, recruiting is just like condiments at your street corner hot dog stand. The end game is the same – hire a great candidate or eat a great hotdog – but the path and preference to that end game can be very different. You may like relish on your dog while I’m strictly a ketchup and mustard kind of gal (mostly because I am).
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Free Job Posting!
I think more people should look into free job posting. I mean we live in a connected world in which posting out your job is pretty easy.
With the SmartRecruiters free recruiting software, you can create a job ad within seconds and one click of a button, we will dispatch it to all the free listing sites right for you.
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