Monday, December 2, 2019

The Awful, Terrible, No Good Stereotypes You Need to Stop Thinking About Virtual Interviews

The Awful, Terrible, No Good Stereotypes You Need to Stop Thinking About Virtual InterviewsHiring pros and candidates alike have dug in their heels when it comes to virtual bewerbungsinterviews. Ive seen various online posts claiming these type of interviews are taking the critical aspect of personal relationships out of recruiting, making candidates feel companies only want to fill an opening quickly. While some remain skeptical, many other hiring pros are up for trying out virtual interviews. In fact, respondents in LinkedIns Global Recruiting Trends 2018 report say theyre willing to give new interview tools a shot, including virtual interviews. Stepping out of your comfort zone is always challenging. But giving virtual interviews an honest chance will help you rise above where traditional interviews umstand short. To reap the rewards, though, you must first kick those harmful stereotypes to the curb. If youre not careful, theyll seep into your talent pool, causing you to lose qual ified candidates before theyre fully committed to your company. Here are the top three virtual interview stereotypes you need to squash today to start attracting, interviewing, and hiring the best talent for your team Stereotype 1. Candidates cant get a real feel for the company cultureCompany culture is no longer limited to in-office perks, such as smoothie bars, office pets, and fun lounging areas. Candidates want to be a part of something much bigger than surface-level benefits. They want to hear what makes your team run, see the projects theyre passionate about, and feel a desire to be part of your team. Moreover, if you think candidates are walking into an interview with no sense of your culture already youre wrong. A whopping 65 percent of candidates are digging into your company website to prepare for interviews, according to LinkedIns Inside the Mind of Todays Candidate report. So theyve got the basic overview down. During virtual interviews, offer candidates a feel for cul ture by bringing in their potential co-workers. Ask one or two of candidates future team members to join you for an interview, share what their day-to-day looks like, and even offer their favorite hobby outside of the office. Let candidates get a feel for your companyculture during videointerviews.Click To TweetStereotype 2. Candidates dont see how they fit in with the teamAlong with cultural fit, this is a significant part of the interview process. Job seekers in LinkedIns candidate report say understanding why they fit within your organization is something they want to know immediately. Virtual interviews, even one-way video interviews, are the perfect time to let candidates know where theyll fit in the big picture. Its all about asking the right questions and being prepared to share specific details about their short- and long-term goals. Asking questions about soft skills lets candidates know their role on the team is about mora than experiences and qualifications. Consider aski ng these soft skills interview questions To determine adaptability Please share an example of a time you made a mistake, how you corrected it, and how you moved on. To determine teamwork Describe the relationship with your former/current team. What was your favorite part about working with them? Determine work ethic Describe a situation where you had to go above and beyond the duties on your job description. Also, during virtual interviews, you can let candidates know how they fit on within the company by sharing what you value in them as a potential employee. This shows them youre looking for someone with their skills, personality, and experiences whether youve shaken their hand in person or not. Stereotype 3. Theyre all-around a negative interview experienceThe candidate experience, especially in todays job market, will make or break the quality of talent in your pipeline. Using virtual interviews and believing this stereotype will harm your candidate experience and quickly deple te your talent pool. To give candidates a positive interview experience, you must have confidence in your process. Virtual interviews take time constraints and the pressures of coming to you off of candidates shoulders thats a positive experience from the start. Even better, thanks to a heightened collaboration with your team, youll decrease time to hire which allows candidates to move on faster. During interviews, make candidates feel comfortable by sharing a bit about yourself, your company, and the open role. Then get down to it by digging right into questions. Negative interview experiences revolve around your attitude not just candidates.Click To TweetWhat virtual interview stereotypes have you had or heard before? We want to know about them

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