You have an open technology position at your company that needs to be filled quickly. The role requires an experienced candidate with certain skills and an IT background. You put together a job description, confer with relevant teams and managers for input, and begin your search for the perfect candidate. Soon, the applications are pouring in. You narrow down the field, conduct phone interviews, and are finally ready for the last step in the search process – the in-person job interview and, hopefully, a job offer. But how do you conduct a job interview that will ensure your chosen candidate is the right fit?
In today’s competitive job market, the search for top talent can sometimes feel like a reality TV show with all the characters, plot twists, and drama to match. But ensuring a satisfying conclusion to the hiring process doesn’t have to lead to a dramatic finale. With these 3 tips, you can conduct a more effective job interview, ensure you hire a great candidate and write the perfect ending.
On average, positions are sitting open for 30 working days, the longest on record. Amidst the current candidate-driven market, being aware of job-seeker needs is crucial to remain ahead of the competition. By making candidate experience a major focus of your talent acquisition strategy, you’ll also lower internal costs and improve talent retention. Continue reading
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
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