Businesses that successfully acquire their favorite candidates satisfy a need for speed without sacrificing quality. In one interview, they can gather enough important details to elevate one candidate above the rest. Other businesses hold several interviews to come to the same conclusion, losing their bid for the best IT talent in the process.
The difference often comes down to questioning. Asking anything but the best IT interview questions delays your choice. How do you separate the right from the wrong questions? Evaluate your standard questions with these considerations in mind. Continue reading
What matters most when hiring a new employee for your company? Past experience? Future actions? Logical thought processes? Quick thinking? An ability to withstand pressure? Odds are good you have a mixed criteria. With that being the case, why would you stick to the constraints of one type of interview?
Let’s be realistic: no single interview style surpasses the rest. And it’s likely your company has different candidate expectations than your competitors. Interviewing in a way that’s contrary to your needs and ignores what’s a cultural fit draws out the interview process.
Since candidates in the current market are being scooped up like Black Friday doorbusters, each interview needs to quickly assess a candidate’s critical qualities without getting bogged down in nitpicky deliberation. That often requires a more hybrid interview approach. Here’s what different types of interviews reveal about your prospects and how you can mix them together. Continue reading
In recent years, there has been a noticeable struggle to fill direct hire IT positions. As the market experiences a polar shift, the demand for qualified IT professionals has increased beyond the talent supply. Fierce competition has arisen from that talent scarcity and has split most employers into one of two groups: those who move fast but overlook cultural fit and those who linger on culture without filling positions.
The problem is that both tactics are counterproductive. Filling job openings with incompatible employees leads to high conflict and employee turnover. Waiting for almost mythic, idealized candidates leads to a large loss in productivity and revenue. Yet there are ways to quickly identify a direct hire’s cultural fit without wasting time. Best of all, most of it can be done during the interview. Continue reading
When it comes to the personal interview, there are a variety of techniques and styles that can be successfully utilized. For the IT candidate marketplace, interviewing can become repetitive and grueling, as very few interviewers effectively discriminate themselves above the masses. The interviewer’s style and technique can significantly influence a candidate’s decision, as the experience is typically their first impression. The technique and style of the interview can make or break a candidate’s decision. Continue reading
Finding top talent these days can be an arduous task, one which has many recruiters scratching their heads in frustration. From the mountains of resumes pouring in from online sources to the inundation of unsolicited social media invitations, hiring top talent has become more difficult than ever. Finding the right candidate is one thing, but bringing them through the interview process and hiring them is quite another. For too many companies, the interview process itself may be losing top talent.
According to the US Labor Department, nearly 4.8 million Americans have been out of work for 27 weeks or more, three times as many as in late 2007. The typical unemployed worker has been jobless for an average of 38 weeks, compared with just 17 weeks before the recession. With the job market obstinately tight, recruiters are challenged to find the right candidate amongst the overabundance of the unemployed. Once the ideal candidate has been identified, the process of interviewing and hiring that individual may inadvertently turn them away. Continue reading