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How To Make A Panel Interview Work For Your Hiring Process

How To Make a Panel Interview Work For Your Hiring Process

How To Make A Panel Interview Work For Your Hiring Process

There are many steps you can take to determine if a candidate is right for a position. Your goal is to decide whether or not they have the skills and experience needed to be successful in a role. Additionally, you want to understand if they will be a culture fit with your team. Arguably one of the best ways to do this is by holding a panel interview. In a recent study of performance and interview ratings, Google found that “averaging the ratings of a group of interviewers was by far a more accurate predictor of success than the rating of a single interviewer.”

By gathering company leaders or team members that a candidate would work closely with if hired, you add a variety of perspectives into your hiring process. Your employees get the opportunity to ask pointed questions during this time. Additionally, your candidate will get a glimpse at the team dynamics. But how do you add a panel interview to your hiring process successfully? Keep reading for our top tips on incorporating this crucial step!

Ensure that everyone is up to speed

If your panel involves employees who have not been involved in the hiring process thus far, it’s important to get them caught up. Before the interview, give everyone a copy of the candidate’s resume. This allows them to read about the experience and formulate specific questions. Let everyone know where this candidate is at with respect to the hiring process – is this their third interview? Have they already met with key leaders in the organization? Finally, lay out the goal of this panel interview. Is it to make a final hiring decision? Or is to determine which role on the team would be the best fit?

Give everyone a chance to engage

The main benefit of holding a panel interview is access to viewpoints. Ideally, your interviewers will ask different questions and focus on varied experiences and skill sets throughout the candidates’ past. That’s why each member of the panel must have the opportunity to engage with the interviewee! More than likely, the variety of questions will spark follow-up questions from other panel members, making for a much more dynamic interview all around.

Ask for individual feedback after the interview

To avoid groupthink, it’s important to let each member of the panel form their own opinion prior to discussing as a group. Before coming together to discuss the interview, have each team member submit their thoughts on the candidate separately. This allows you to get an unbiased view of the candidate from multiple perspectives.

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interview feedback

Is it Professional to Offer Advice to Your Interviewer?

interview feedback

Throughout your career, it’s not uncommon to experience dozens of different interviewing processes. After all, the average Baby Boomer holds roughly 12 different jobs throughout their career. And for Millennials, the average worker holds six different positions by the age of 26. As a result, most candidates have experienced a handful of turndowns throughout their job search.

When faced with a turndown, it’s wise to ask for advice from the interviewer or hiring manager on how you can improve in the future. However, what if the shoe is on the other foot? Is it professional to offer advice to an employer you interviewed with when you do not accept the job offer?

Is it professional or appropriate?

As a candidate, you have every right to provide interview feedback to a prospective employer. However, it can be challenging to provide honest feedback after a job interview. It is difficult to offer constructive criticism without worrying about offending someone or possibly even burning a bridge. But how does an employer know there is an issue or speedbump in their interview process if nobody tells them? They may be utterly unaware that part of their process is turning away great candidates, like yourself.

Whether the interviewing process is slow, or they have poor communication, an employer may not know there is an issue if they don’t receive feedback. In today’s tight labor market, employers must streamline their interviewing process and ensure everything goes smoothly. If you offer professional, honest feedback, many employers will be thankful for your input in today’s environment.

How to do it correctly

So, now that you know it is appropriate to provide feedback after an interview, how do you do it professionally? Here are a few tips for delivering your feedback the right way:

Provide feedback in a timely manner

If you want to share your thoughts on how the employer could improve their hiring process, do so promptly. Whether you get the job or not, you must wait for a decision to be made. However, don’t wait for weeks or even a month to give them feedback. Do so shortly after they made a decision. Hiring managers are busy, and to be honest, if you wait too long, they may not remember you or how your interview went. So, if you decide to share your experience, do so shortly after the conclusion of the entire process.

Be precise and clear

With your feedback, be direct and concise. You do not need to sugar coat your thoughts, yet you want to keep your input professional and positive. For example, if you declined a job offer because the employer took too long to decide and you accepted another opportunity, let them know. As long as your feedback is honest, beneficial to the employer, and delivered professionally, you should feel confident in sharing your experience. Never single anyone out or berate the company. Remember, the goal here is to provide advice, not to leave a bad taste in the mouth of a hiring manager.

Overall, delivering feedback to an interviewer is just as tricky as it is for a hiring manager to give to a prospective candidate that failed to receive an offer. But if you genuinely believe that you can share your experience to help an employer improve their process in the future, go for it. If you want to provide feedback but are still uncomfortable with doing so directly to your interviewers, there are sites like Glassdoor that allow you to anonymously share your interview feedback. Just be sure to follow these guidelines, to ensure you deliver your message in an appropriate, professional way!

Candidate Experience, Hiring

Is Candidate Experience Hindering Your Hiring?

Candidate Experience, Hiring

Hiring experienced talent is getting awfully competitive out there! Your internal recruiting team is doing their best to keep up with a growing demand for open positions. However, the number of people on the market is slim and the best candidates are comparing multiple offers at once. One of the main factors affecting your company’s ability to attract and retain qualified talent is your candidate experience. Here are the make or break steps throughout your hiring process.

Internet Presence

Oftentimes, the first contact candidates will have with your brand is through the internet. This is where the candidate experience begins. Once they apply for your job or have an initial conversation with a recruiter, they’ll head straight to Google. An engaged candidate will browse your website, check out your social media presence, and read online reviews. Consider how your company is portrayed online – is it an accurate representation of your culture and team as a whole?

Timing

In a job market where candidates are receiving multiple job offers at a time, it’s absolutely essential to move the process along as quickly as possible. Scheduling interviews needs to be your first priority, and if you’re particularly interested in a candidate, go ahead and bring them onsite! Finally, when you decide on a candidate you’d like to hire, extend your offer ASAP.

Communication

The number one thing that will improve your candidate experience is open and honest communication throughout the entire process. If you would like to bring someone in for an interview, go ahead and let them know. Even if you still need to coordinate timing, informing the candidate of your interest will make them feel respected and give them something to look forward to and prepare for.

Support

The recruiting team you partner with can make a big difference in a candidate’s overall experience. When you work with JSG to fill your critical needs, we work with both you and the candidate every step of the way. Our team helps facilitate interviews, communicate questions and timelines, and coordinate offer delivery. So, when you need to add a member to your growing team, contact us. JSG can help make it a seamless process, allowing you to secure the talent you need when you need it!

references

The Ultimate Guide To Job Application References

references

It’s rare these days to encounter a hiring process that doesn’t include a reference check. However, providing great job application references can be a little trickier than you initially think! Follow these guidelines to painlessly check this job search item off your to-do list.

Choose your references wisely

It’s a good idea to have three go-to job application references on hand. Typically, you’ll want to include a mix of current or previous managers and coworkers. Obviously, you’ll want to choose people with whom you had a strong working relationship. Make sure to choose references that will not only speak of you in glowing terms, but will also be able to speak in-depth about your work experience, performance, and work ethic.

Get permission to list people as references

It is absolutely essential to gain permission before listing anyone as a reference. The last thing you want is to catch them off guard, and as a result, receive a less-than-stellar reference. It’s also a great opportunity to network with your professional connections and stay in touch!

Don’t list your references on your resume

This is a big recruiting no-no. Listing job application references uses valuable space on your resume, hiring managers may contact them without your permission, and it takes the focus away from you. There’s also no need to include “references available upon request.” It is automatically implied and not necessary.

Provide your references with information

Make sure your references know what to expect. Sometimes it may be a simple employment verification, sometimes employers may ask them to submit a full letter of recommendation. If you must submit a letter of recommendation, ensure that your contact has all of the details including what to cover, where to send it, and when it’s due.

Provide them with the title of the role you’re applying for and a copy of your resume. The more information they have about your background and goals, the better!

Follow up

Don’t forget to follow up with your references once your job search is complete! Whether you were offered the job or not, your references are now invested in your career journey and deserve an update. Always include a quick note of gratitude for taking the time to speak on your behalf. You never know when you may need to use them as a reference again!

attract talent

5 Ways To Attract Talent To Your Company

attract talent

With the unemployment rate at 3.6%, it’s a near 50-year low in the United States. It has been a candidate-driven market for quite a while now, making it incredibly hard for companies to hire the talent they need to take their organization to the next level. Because of this, it’s necessary to get a little more involved in recruitment in order to accomplish your hiring goals. Here are 5 great ways you can attract talent to your company throughout the entire process.

Demonstrate Company Culture

Now more than ever, company culture is at the forefront of employment conversations. Gone are the days when candidates were on the market for “just a job.” With the plethora of options out there, they are now weighing a multitude of factors such as work-life balance, leadership structure, and perhaps most importantly, company culture. Help candidates envision what it will be like to be a part of your team, from the moment they first read the job description. Paint a picture of the office, the makeup of the department, and how they’ll work with the rest of the company. For bonus points, list any special perks your company might offer like volunteer time, special events, or unique benefits.

Get The Team Involved

If you’ve taken the time to build a strong team, it’s to your benefit to show them off during the hiring process. Not only will they advocate for your company, but they’ll also be able to give a deeper look into the company culture. When it comes to making hiring decisions, having the opinions of your employees on who would be the best fit can only help to strengthen the team as a whole.

Act Quickly

There’s a popular saying in the recruiting industry – “time kills all deals.” In this tight market, candidates are often interviewing at multiple companies, and receiving offers as soon as a week from submitting their application. The faster you act on top candidates, the more likely you’ll be to secure a hire. Schedule interviews as quickly as possible, and even be open to the possibility of providing an offer after a phone or video interview. Bonus tip: Include an “expiration date” when you make the offer so that the candidate has a definitive time frame.

Present A Strong Offer

It’s no longer an option to “start low and see where we go from there” when offering a position to a candidate. Come in with a strong offer from the get-go, so that there’s not a lot of room for back-and-forth or comparison with other job offers. Be sure to explain in detail all of the different benefits included in the package, ranging from bonus structure to healthcare options. It’s essential that candidates have a comprehensive offer package to view when comparing options.

Partner With A Recruiter

Is all of this starting to sound a little overwhelming? Well, then you’ll love this option. Partnering with a recruiter helps make steps 1-4 a lot easier. A great recruiting company will cover all these points and more to help your team attract talent. They’ll find candidates much faster than you can through a traditional job posting; they will ensure that the interview process moves along slowly; they’ll give details on who will be involved in the interview process and why; and they can even help you secure a verbal offer before your HR department has a chance to put together all of the paperwork.

Start the conversation with JSG today to find out how we can help you attract the talent you need in today’s competitive market.

labor market

First Quarter Roundup: The Labor Market is Still Going Strong

labor market

Spring has finally sprung, and the first quarter of 2019 has come and gone. There was a lot of speculation that the labor market was going to slow down this year. However, the job market is still roaring, and we’ve had 102 consecutive months of job growth. In fact, job gains have averaged 180,000 over the past three months.

Average hourly wages also were much better than expected. Over the last 12 months, the average hourly earnings rose by 3.4 percent, a rate that we have not seen since April 2009. This drastic growth in wages illustrates that employers are still struggling to find qualified workers and that the market is getting even tighter.

If you’re still struggling to attract candidates in this tough market, here’s a few things you can do to improve your chances of finding top talent.

Candidates want a faster process

We cannot stress this enough. Regardless of where you’re located or what industry your organization operates in, you must streamline your hiring process. Identify and eliminate any unnecessary steps in your hiring process. With more job openings than unemployed people in the US, candidates have plenty of options to choose from.

The average hiring process in the US takes about 23.8 days. Take some time to examine your hiring process and see how the average length of your hiring process stacks up with the national average. If you’re dragging your feet or taking too long to contact, interview, or even onboard candidates, you may run the risk of being ghosted. Many candidates will choose whichever offer comes in first, which may even be your competition. Even if they have accepted your job offer, if you’re waiting weeks and weeks for their first day, you run the risk of losing them to another company who will start them immediately. To mitigate this, make your decisions quickly and reduce snags in your process.

Great company culture attracts candidates

Company culture is becoming more important for candidates. Employers need to demonstrate a great company culture to attract and retain great candidates. This is important to note because Millennials will soon be the largest demographic in the workforce. By 2025, Millennials will make up nearly 75 percent of the workforce.

With that being said, Millennials care more about company culture than any other demographic. In fact, on average, Millennials would be willing to take a $7,600 annual pay cut to work at a job with a more desirable culture. This generation wants better work-life balance and employers who are more involved in the community. To ensure you retain your younger employees, make sure you take a good look at your company’s culture; see if there are places where you can make changes to attract this demographic.

Work with a recruiter

If you are struggling to fill your critical positions or retain employees, it may be time to seek out some help. At JSG, we will take the weight off of your shoulders. Our comprehensive screening process thoroughly evaluates the candidate’s technical ability, interpersonal skills, and reliability to ensure each candidate we present to you is a perfect fit.

If you want some help navigating this competitive labor market, reach out to one of our professional recruiters today!

want to get hired

Want to Get Hired? Make Sure You Demonstrate These 4 Traits

want to get hired

The labor market is hot, there’s no doubt about it. If you’re thinking about exploring your options this Spring, you have plenty to pick from! But just because there are more jobs available than people to fill them, doesn’t mean your interview is going to be a slam dunk. No matter how great the job market is, you still have to bring your A-game to every interview.

And regardless of what industry you work in, there are still certain traits we often see in candidates who get hired. Here are four of the most common traits of those candidates who get hired.

Great communication

One of the best ways to make a great first impression is clear communication. When a recruiter or HR professional reaches out to you, respond promptly. We know that you’re really busy, but so are they. I am not saying you must drop everything and respond to them at once. However, the sooner you respond, the better the impression you create.

We, unfortunately, see so many candidates fail to get hired not because of their skills or experience, but because of a lack of communication. Communication is key throughout the entire hiring process, so be sure to respond timely so you don’t hurt your chances of receiving an offer.

Do your homework

It’s essential that you do your due diligence before an interview. Go online and hop on the employer’s website. Spend a few minutes reading some articles, blogs, press releases, or watch some videos. This will help you create some great talking points in your interview and allow you to ask great questions.

No matter how much experience or skills you have, don’t walk into an interview and try to “wing it.” I promise you it probably won’t go well. If you take some time to learn a little about the company, their culture, and their programs or incentives, you will walk into your interview ready to wow the hiring manager.

Come armed with questions

Like I said before, learning a little more about your prospective employer will help you really impress the interviewers. If you can ask detailed questions throughout your interview, you will be in good shape to receive that job offer. If at the end of the interview you are asked, “So, what questions do you have for us?” and you just sit there with a blank stare, you can kiss that offer letter goodbye.

Come to the interview with a few questions in mind. This will show two things:

  • You did your research on the company
  • It will illustrate you are serious about this potion and company

Be humble

I cannot stress this enough. No matter how great you are, you have to show humility throughout the hiring process. If you don’t, I promise it won’t go well for you. Even if you’re the best at what you do, if you come across as arrogant, you probably won’t be receiving an offer. If the interviewers cannot develop a connection or conversation with you, no matter how great you are, chances are the employer will move on.

If you are serious about the position, make sure you demonstrate these four traits throughout the interview process.

hiring process

How to Take the Luck Out of Your Hiring Process

hiring process

With St. Patrick’s Day around the corner, you’ve probably started seeing lots of four-leaf clovers, leprechauns, and pots of gold. However, with this candidate-driven market, you’ll need a little more than luck to ensure you’re hiring process is effective. Instead of relying on your good ol’ lucky charm, here’s how to streamline your hiring process to find the candidates your organization needs.

Pick up the pace

If you want to stop relying on luck, you have to stop dragging your feet. It’s a candidate-driven market. Do you know what that means? It means candidates have options (and lots of them!). You need to make hiring decisions quickly to ensure the candidates you’re interviewing don’t disappear into thin air.

You’ve probably heard the complaints of candidates “ghosting” employers. Without so much of a moment’s notice, candidates are vanishing; they aren’t calling back recruiters or HR, they’re not showing up to scheduled interviews, and even failing to show up on the first day of work.

If you don’t want this to happen to your company, you need to speed up your process. Try to identify some slack in your hiring process and eliminate it. The more you streamline your process, the better your chances of finding a great candidate on the other end of the rainbow.

Stop looking for that “leprechaun”

A great candidate is like a four-leaf clover: hard to find and lucky to have. In this tight job market, you don’t have the luxury of waiting for the perfect candidate, that magical leprechaun, to show up on your desk. According to the last JOLTS Report, there are a staggering 7.3 million job openings across the country! However, there is currently only 6.5 million unemployed persons. With open jobs substantially outnumbering people available to fill them, it’s getting harder and harder for employers to find that “perfect” candidate.

Instead of looking for a candidate that checks off all your boxes, look for a candidate that’s qualified, but maybe is missing a thing or two from your candidate wish list. Don’t just turn down a candidate because they don’t seem like a perfect fit. Invest some time and see if they have the potential to be a great addition to your team. They may not have all of the hard skills or years of experience you’d like, but unfortunately, in this crazy labor market, employers don’t have that luxury. If they have the soft skills needed and have a good attitude, the candidate may be a great fit for your team!

Team up with a recruiter

If you’re sick of relying on luck to fill your critical roles, why not team up with a professional? Working with a recruiter, like one from Johnson Service Group, will help you navigate this competitive labor market. We’ll help you streamline your hiring process and find you the candidates your team needs. Reach out to us today and lets Sham-rock and roll.

Recruiting Trends

Mid-Year Roundup: Recruiting Trends to Watch for in 2018

Recruiting Trends

For the first time since 2000, there are more job openings than available workers. According to the Bureau of Labor Statistics, there were just under 6.7 million job openings available in April but only 6.35 million eligible candidates to fill them. The unemployment rate has been hovering around 4% all year, and just in the last month, 601,000 workers re-entered the workforce.

The market for top-talent is tight and organizations must move quickly to secure the best candidates. If your hiring process is not efficient, you will find yourself missing out on the top candidates. The best prospective candidates are entertaining multiple offers and are sometimes not even actively on the job market.

Is your hiring process hurting you?

According to a report conducted by the Society of Human Resource Management (SHRM), it takes an average of 36 days to fill a position. That’s 36 days from the decision to open the position to the acceptance of an offer. That’s a long time!

If you want to ensure your team doesn’t miss out on the best candidates, you must streamline your hiring process. If you are taking 36 days or longer to extend an offer to a candidate, you will likely lose out on first-rate talent. With our candidate-driven market, interviewees have options (and plenty of them!). If your hiring process forces the candidate to jump through hoops to get an offer, they’ll likely move on.

How to improve your hiring process

If you are wondering where in your hiring process you can make improvements, here’s some food for thought:

As you can see, there’s room to improve your hiring process. Depending on your industry and the type of job opening, these impediments may obviously change. However, for most job openings, your organization can speed things up. Even if you speed up your interview process by just a few days, you will have top candidates in the running for your company!

And by having better candidates, you will likely experience better retention. The average number of separations within the first three months of employment is 16%. And with the average cost-per-hire hovering around $4,425, your organization will save money AND increase retention by being able to hire the best candidates available.

Partner with a recruiter

The easiest possible way to improve your hiring process is to work with a professional. Your team has enough to worry about. Let JSG help you quickly hire the top candidates on the market that will stick around and make an immediate impact.