Holding your interviews by video may appear to improve the efficiency of the recruitment process, but in fact most candidates prefer more face to face contact.
The majority of candidates would rather have an in person or telephone interview to a video interview, according to research from ManpowerGroup Solutions.
Video interviews may be more efficient and time savvy but employers must be careful to not make the candidate feel uncomfortable. Research has revealed that job applicants interviewed through video conferencing come across as less likable, while those doing the hiring are viewed as less competent.
In the last 12 – 18 months video interviewing has become more common but realistically it should only be used when absolutely necessary and other options are not available, it should not be the means to an end.
Video recruiting can be useful at the beginning of the recruitment process when screening candidates but as the recruitment process progresses you should not underestimate the value of sitting with a person face to face and having a conversation with them.
In some respects, by trying to speed up the hiring process you may actually be reducing the quality of the candidates.
The research carried out by the ManpowerGroup also reveals how much the recruiter’s personality in an in-person interview influences the outcome of the hiring process.
Candidates that cannot relate to an interviewer may look elsewhere or accept an offer from a competing organisation.
A recruiter’s personality should portray the company brand, culture and values. They are the first impression a candidate gets of a company or organisation and this initial contact is absolutely crucial for a candidate to form their own opinion about whether or not they would like to work there.
Employers should utilise recruitment technology that suits their intended talent pool, tailoring their hiring approach to candidate profiles.
It is important not to view the interviewing process as a transaction. At the end of the day you are hiring a person whom you wish to embody your brand, so you must try and engage them and make them feel connected – not part of a transaction.
If your hiring someone to fill a position that may involve interacting remotely with clients or team members a video interview may give you some insight into how well a candidate may perform when they are needed to conduct a video conference.
Showing posts with label job interview tips. Show all posts
Showing posts with label job interview tips. Show all posts
Wednesday, 31 December 2014
Thursday, 19 December 2013
December Case Study: The Right Fit
It is amazing how one individual can so greatly impact a business, particularly if they are not the 'right fit'. One distributor of personal products I have been working with recently experienced this first hand, as they employed someone who didn't fuse well into the culture of the business.Whilst teamwork was such a strong part of this business' culture, the new employee seemed to cross the boundaries, treating other team members like their own personal assistants, including the business owners. Working cooperatively with the owners, I developed a time management strategy to review, improve and boost the new employee's performance. Unfortunately, only two weeks into the implementation of these strategies, the employee resigned, after causing havoc within the business for nine months.
When recruiting new employees, always identify the prospect's characteristics and skills, and consider how they may fit within and enhance the business. Note that a transition from a major corporation into a small business may be difficult; but whilst it is certainly possible, it may require some assistance and investment on the employer's part. It is crucial you ask questions to the new employee, and make your expectations of them clear.
My client was amazed at the effect the employee had on the business, and how the energy returned following their departure. As an owner or employer, always aim for prevention rather than management and, address issues at their immediate appearance. Be patient enough to wait for the right fit, rather than settling for the first in.
End2End Business Solutions can help you find the right employees that fit your business! Contact Annette on 8977-4002 for assistance.
Tuesday, 17 December 2013
December Case Study: The Right Fit
It is amazing how one individual can so greatly impact a business, particularly if they are not the 'right fit'. One distributor of personal products I have been working with recently experienced this first hand, as they employed someone who didn't fuse well into the culture of the business. Whilst teamwork was such a strong part of this business' culture, the new employee seemed to cross the boundaries, treating other team members like their own personal assistants, including the business owners.
Working cooperatively with the owners, I developed a time management strategy to review, improve and boost the new employee's performance. Unfortunately, only two weeks into the implementation of these strategies, the employee resigned, after causing havoc within the business for nine months.
When recruiting new employees, always identify the prospect's characteristics and skills, and consider how they may fit within and enhance the business. Note that a transition from a major corporation into a small business may be difficult; but whilst it is certainly possible, it may require some assistance and investment on the employer's part. It is crucial you ask questions to the new employee, and make your expectations of them clear.
My client was amazed at the effect the employee had on the business, and how the energy returned following their departure. As an owner or employer, always aim for prevention rather than management and, address issues at their immediate appearance. Be patient enough to wait for the right fit, rather than settling for the first in. End2End Business Solutions can help you find the right employees that fit your business! Contact Annette on 8977-4002 for assistance.
Tuesday, 27 November 2012
How to change jobs successfully
We are excited to announce that Annette Dixon, from End2end Business Solutions was recently interviewed for the Australian Construction Industry Magazine. Here is a transcript of her interview:
How to change jobs successfully
In an increasingly uncertain and precarious construction industry, many Australian workers are looking for security and stability via new opportunities.
By Sarah Linney
Construction professionals are taking a proactive approach cto their careers in an unstable economic climate through smart and considered career transitions. For these professionals, job-hunting may be a distant memory that ill equips them for today’s rigorous and competitive process.
The Official Australian Construction Magazine spoke to experts about how to effectively and efficiently job-hunt in a modern Australia.
Annette Dixon, Founder and Director of End2End Business Solutions, has 15 years experience managing change and the career transitions of employees across a range of industries including construction.
The OAC Magazine: As many construction companies downsize, what tips would you give to workers unsure of their future at their current workplace?
Annette: In these uncertain times, you need to focus more on being employable rather than worrying about being employed.
Being employable includes having a good network of contacts and undertaking formal and informal training courses to update technical skills and learn important new skills. This ensures that you are relevant to the market’s needs and specialities of the industry.
You must concentrate on maintaining and improving communication skills, regularly updating the customer-service focus, looking for ways to demonstrate leadership skills as well as revising your project management and negotiation skills. All of these are the transferable skills required in any job and industry.
The OAC Magazine: For someone who has been let go, what are the first steps they should take?
Annette: When you are let go, it is important to step back from the situation and take some time out before starting to search. It will be obvious to people conducting interviews if you haven’t let go of the past and aren’t ready to move onto the next stage of your career. It is also important to be realistic about how long it will take to find your next job; the more senior the role you seek, the longer it could take to find it.
The OAC Magazine: What are some innovative ways to job-hunt?
Annette: The best way to job-hunt is to have a plan of what you want from your next job. This includes who you would like to work for, the size of the company, what kind of opportunities for career growth there may be in the company, the cultural environment of the company, and what you don’t want, which is just as important. Then start researching public reports, news items, industry bodies and journals to find out more about the employers you may want to work for.
The OAC Magazine: How can workers prepare for job
Annette: When practicing for an interview, prepare your answers using the STAR principle so that you are targeting the correct hiring criteria for the role. In addition, write down three to five questions you would like to discuss so that you can ask them in the interview. This also demonstrates that you have thought about the role and are organised.
The OAC Magazine: What tips should job-seekers remember in an interview?
Annette: Ask questions that will help you assess the job, whether you are the right fit for the company as well as what kind of career growth is available. Do not talk over the interviewer, do maintain eye contact, and if there are a couple of interviewers, ensure that you direct your answers to both. If there is a pause in the discussion, don’t feel you have to fill it.
Everyone feels nervous in an interview. To banish nerves, focus on what you are going to say and how you are going to communicate it. The more you prepare for an interview, the more likely the outcome will be positive. Always follow up with a thank-you email or note to the interviewer for taking the time to meet with you. If the salary isn’t specifically mentioned, then don’t discuss it. If they ask you for your salary expectations always answer with a range like $50,000 to $55,000 that you know is equal to a similar role in a parallel organisation.
The OAC Magazine: What tips about writing a good resume would you give to employees in the construction industry?
Annette: A good resume is three to four pages long, and is clear and uncluttered. It is important to start with contact details. Have a concise summary of what you would bring to an organisation and your unique selling point. Then, detail your employment summary. When talking about achievements in the resume, pick two really strong ones for each role and use the STAR principle Situation, Action, Task and Result – which clearly articulates what you brought to that role.
If you are considering changing jobs, please contact us at End2end 02 8977-4002. End2End Business Solutions offers a 'One on One' career management program that is designed to provide skills to employees to obtain employment or change careers and access the non advertised job market.
How to change jobs successfully
In an increasingly uncertain and precarious construction industry, many Australian workers are looking for security and stability via new opportunities.
By Sarah Linney
Construction professionals are taking a proactive approach cto their careers in an unstable economic climate through smart and considered career transitions. For these professionals, job-hunting may be a distant memory that ill equips them for today’s rigorous and competitive process.
The Official Australian Construction Magazine spoke to experts about how to effectively and efficiently job-hunt in a modern Australia.
Annette Dixon, Founder and Director of End2End Business Solutions, has 15 years experience managing change and the career transitions of employees across a range of industries including construction.
The OAC Magazine: As many construction companies downsize, what tips would you give to workers unsure of their future at their current workplace?
Annette: In these uncertain times, you need to focus more on being employable rather than worrying about being employed.
Being employable includes having a good network of contacts and undertaking formal and informal training courses to update technical skills and learn important new skills. This ensures that you are relevant to the market’s needs and specialities of the industry.
You must concentrate on maintaining and improving communication skills, regularly updating the customer-service focus, looking for ways to demonstrate leadership skills as well as revising your project management and negotiation skills. All of these are the transferable skills required in any job and industry.
The OAC Magazine: For someone who has been let go, what are the first steps they should take?
Annette: When you are let go, it is important to step back from the situation and take some time out before starting to search. It will be obvious to people conducting interviews if you haven’t let go of the past and aren’t ready to move onto the next stage of your career. It is also important to be realistic about how long it will take to find your next job; the more senior the role you seek, the longer it could take to find it.
The OAC Magazine: What are some innovative ways to job-hunt?
Annette: The best way to job-hunt is to have a plan of what you want from your next job. This includes who you would like to work for, the size of the company, what kind of opportunities for career growth there may be in the company, the cultural environment of the company, and what you don’t want, which is just as important. Then start researching public reports, news items, industry bodies and journals to find out more about the employers you may want to work for.
The OAC Magazine: How can workers prepare for job
Annette: When practicing for an interview, prepare your answers using the STAR principle so that you are targeting the correct hiring criteria for the role. In addition, write down three to five questions you would like to discuss so that you can ask them in the interview. This also demonstrates that you have thought about the role and are organised.
The OAC Magazine: What tips should job-seekers remember in an interview?
Annette: Ask questions that will help you assess the job, whether you are the right fit for the company as well as what kind of career growth is available. Do not talk over the interviewer, do maintain eye contact, and if there are a couple of interviewers, ensure that you direct your answers to both. If there is a pause in the discussion, don’t feel you have to fill it.
Everyone feels nervous in an interview. To banish nerves, focus on what you are going to say and how you are going to communicate it. The more you prepare for an interview, the more likely the outcome will be positive. Always follow up with a thank-you email or note to the interviewer for taking the time to meet with you. If the salary isn’t specifically mentioned, then don’t discuss it. If they ask you for your salary expectations always answer with a range like $50,000 to $55,000 that you know is equal to a similar role in a parallel organisation.
The OAC Magazine: What tips about writing a good resume would you give to employees in the construction industry?
Annette: A good resume is three to four pages long, and is clear and uncluttered. It is important to start with contact details. Have a concise summary of what you would bring to an organisation and your unique selling point. Then, detail your employment summary. When talking about achievements in the resume, pick two really strong ones for each role and use the STAR principle Situation, Action, Task and Result – which clearly articulates what you brought to that role.
If you are considering changing jobs, please contact us at End2end 02 8977-4002. End2End Business Solutions offers a 'One on One' career management program that is designed to provide skills to employees to obtain employment or change careers and access the non advertised job market.
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