Conduct More Effective Job Interviews

Interviewing can be hard. For HR professionals and recruiters, it can be a challenge, but for managers and other professionals who don’t ordinarily conduct job interviews, it can be terrifying. Yet, effective job interviews are critical for making good hires and retaining top talent.

You can conduct more effective job interviews.

job interviews

Understanding interviewing basics provides you with a solid start, but to conduct truly effective job interviews you need skills beyond the basics. Here are three types of questions to ask that will get you better candidate insights:

  • Behavioral questions. Behavioral questions are gaining in popularity because they offer insights into how employees would act in real-world situations. Working several behavioral questions into your job interviews can help you determine which candidates are more likely to succeed in your real-world working environment.
  • Purpose-based questions. In a world where 80% of employees are unhappy in their jobs, employee retention is a critical problem facing HR departments. One of the most important keys to retention is hiring the right people. Purpose-based questions revolve around “Why” – Why you get up in the morning, what keeps you motivated and drives you throughout the day. Purpose-based questions can help you identify candidates who are aligned with your mission and purpose. Employees who are more likely to be happy working for you – and more likely to stay with you long term.
  • Open-ended questions. Have you ever been in a conversation punctuated by one-word responses? They never really go anywhere, and they certainly aren’t very interesting! In job interviews, yes or no questions offer little to no insight into the candidate. Don’t fall into the trap of asking easy questions.  Instead, focus on open-ended questions that require a candidate to formulate well thought-out responses. These six examples offer a good start.

The talented recruiting professionals at Helpmates have extensive experience conducting job

interviews with a range of professionals. Using these questions and other skills gained during years of experience, our team finds only the most talented and qualified professionals to meet your staffing needs. To learn more, check out our client resources or contact us today.

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Understanding Your Social Job Search

A recent study found that nearly 40% of employers use social media to screen potential job candidates. Potential employers are looking for you on social media, which means two things: 1) If you’re not actively searching for jobs on social media, you’re missing out, and 2) You should be carefully honing your social presence to put your best foot forward for employers.

Social Media Job SearchThose are two of the “cardinal rules” to consider when it comes to your social job search. To ensure your social media accounts aren’t working against you, try following these tips: 

  • Update (and check) your privacy settings. Social privacy settings are there to protect you from unwanted eyes on your personal information, but they can be tricky to maintain. In particular, Facebook frequently updates its privacy settings, and often times your settings are set to their default after the changes are made (often leaving your posts and pictures public until you update them again). Stay diligent about privacy settings and check them frequently.
  • Expect zero privacy. Are you absolutely certain that there aren’t any pictures of you online that are publicly available? Maybe you wrote some online reviews a few years ago for your favorite band? The fact is, whether you have updated your privacy settings or not, employers can still find plenty of information about you to make decisions on your hirability and character.
  • Understand you have (limited) protection from the law. Employers are prohibited from making hiring decisions or discriminating because of race, color, religion, sex, pregnancy status, national origin, age (40 or older), disability, or genetic information. However, you are not protected from an employer drawing conclusions regarding, for example, your professionalism or good judgment based on what is publicly available about you online.
  • Take control of your name. If you’re not on all social media sites, you could potentially lose “your name” on those sites. So go into Twitter, Facebook, LinkedIn, Google+, Instagram and and set up basic profiles (using the same professional image for each profile). This prevents confusion if someone else by your name is the first person to show up in a search by recruiters (and also prevents someone with a poor reputation from potentially affecting your job search).

What other tips or tools have you used to enhance your social job search? Here at Helpmates, we work with candidates to put their best foot forward, online and in traditional resumes and job interviews. To find your next career opportunity, search our available jobs in Southern California or contact us today.

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