Veronica Yao | TalentEgg Trends

Author: Veronica Yao (page 2 of 4)

The “Chatter Factor” Isn’t Everything: What Your Introverted Candidates Are Trying To Tell You

As a recruiter, you’re always looking for that “wow” factor in a candidate. The one who has that firm handshake, stylish yet professional outfit, and the ability to converse easily and confidently.

Depending on the position you’re looking to fill, the ability to be a smooth talker might not be necessary. If it isn’t, then why assess your candidate on those requirements?

It’s important to take time to listen to what your quieter candidates have to say. According to Susan Cain, authour of “Quiet: The Power of Introverts in a World That Can’t Stop Talking,” at least one-third of the population is introverted. That means at least one of every 3 candidates you assess are likely introverted.

Don’t leave this pool of talent untapped. While they might not be saying as many words, you should take some time to understand their message: “this is who I am, and this is what I can do for your company”.

“I have the primary skills you’re looking for”

While the gift of gab may be essential in a PR or consulting role, it is not so important when it comes to technical or independent positions. As long as your candidate is able to communicate effectively, and their personality meshes well with the team, that’s all that’s necessary.

However, it’s difficult to prove that you have technical or other hard skills in an interview. The most they can do is bring a portfolio showing their previous accomplishments. Consider creating a component of the recruitment process where your candidate has an opportunity to demonstrate their hard skills in a hands-on environment. It’s a lot more telling than having them describe their competencies.

“I can learn the skills I’m missing”

Most students and grads are looking for their first job to fill in the gaps in their skills. They’re highly aware that they may not be polished in a lot of areas. But they can pick it up easily if they’re exposed to the right work environment.

Of course, no student or grad will want to admit they are missing any skills right to a recruiter’s face. This is why it’s important to build rapport with your candidate before they sit in the interviewee’s chair. Converse with them over email, open the floor to any pre-interview questions they have, and humanize the relationship. Hopefully by the time they reach your office for a face-to-face chat, you can assess their true intentions and what they want to gain from working with your company.

“I’m a lot more relaxed under normal circumstances”

Even the most well-spoken candidates are not 100% themselves during an interview. As mentioned previously, most students and grads view interviews as a “show” they need to put on to impress a potential employer.

The best way to get to know your candidate is to help them relax. Aside from building a rapport prior to the face-to-face meeting, be sure to engage in more casual conversation. Find a topic you’re both interested in and chat a little about it – for example, if your candidate is into a certain type of music, and you get them talking, they’re likely to be a whole lot more authentic talking about that than “why they’re the best person for this job.” This will give you the chance to assess their personality and see how it will match the rest of the team.

“I will get the job done”

It’s not just about being able to do the job. You are looking for a person who will deliver (or even over-deliver) results. Someone who will take a task and make it a point to complete their share.

While an introverted candidate may not provide a whole backstory, they’ll show you through their actions. Did they show up in advance for the interview? Were they prepared with the proper documentation during the interview? Do they respond to emails promptly and send back requested information in a timely manner? These are all much more telling signs that you should take note of.

“I am willing to prove all this to you”

No matter who the candidate is, this is often a statement that remains unspoken. The only way a great candidate can show you their true potential is if they’re hired. It can be tempting to pick someone with more experience under their belt over a new graduate, but remember that skills can be taught – a great personality can’t.

Discussion: Do you believe that introverted candidates are less likely to be successful team members than extroverted candidates? Why or why not?

The Top 4 Things Student Job-Post “Skimmers” Are Looking At

June 9, 2015 / Veronica Yao / 0 Comments

Job posts have become an art form – the trick is catching the eye of job hunters who have seen hundreds of posts just like yours.

So how do you get the attention of a job-post skimmer? Simple: you need to know what they’re looking for. Most students and grads are looking for a job with the intention of starting their first career role. So when you’re building your next posting, be sure that the following information is clearly highlighted and easy to locate!

1. Qualifications

In a student’s mind, there’s no reason to apply for a position that the employer has outright stated that they won’t be considered for.

Don’t waste anyone’s time. Make sure the qualifications are clearly stated, and don’t beat around the bush. But be sure that what you’re asking for is reasonable – if students find entry-level job postings with above-and-beyond requirements (i.e. 5 years experience for a basic administration job), they may see it as a sign that this company is not willing to invest time to train the right candidate. If you have requirements that are an absolute must-have, consider briefly stating why it’s a requirement in the posting. Students appreciate honesty and transparency.

2. Company culture

It’s not enough to just tell students and grads what kind of company you are. You need to show them – and your entire posting should reflect that image.

If your company is a corporate, suit-and-tie company, then that should be reflected in the language of your posting. However, if your company has a more relaxed environment, opt for less formal language, and make it more conversational. If a student reads a job posting that says that the company is a young, energetic start-up, but the text reads like a law textbook, then they’re not likely to feel connected to the position they’re applying to. It’s very important to set the desired tone for the job-hunter immediately, as it can determine whether or not they go on to look at your other job openings.

3. The role

Many recruiters might be surprised that the role itself is not the first thing that students and grads look at when scanning a job posting. Students today understand that trying to find the perfect job right off the bat isn’t realistic. However, finding a company that can help you grow is worth working outside your element for awhile.

Your posting should clearly outline the basics of the position. Be sure it aligns with the requirements and qualifications of the role, so the posting remains cohesive and there are no loose threads or unnecessary questions left for the candidate. It is often a good idea to mention who they would be reporting to (the title of their manager) – this gives them an idea of the types of roles they can aspire to move into. Finally, it never hurts to state in your posting that there is room for growth.

4. Perks

It’s not just about the pay. Students and grads today are looking for what the company can offer them, in terms of benefits, cross-training opportunities, events and networking opportunities, mentorship programs, and even courses they can take.

Don’t wait until they get to the interview stage to mention these. While you don’t have to go into detail, mentioning that your company offers resources like these tells an applicant that you are willing to invest in them as people. Clearly state these perks alongside the estimated pay – you’ll be surprised, as they may have more of an influence on a young professional than the salary!

Discussion: What methods do you use to appeal to fast-paced-job hunters?

TalentEgg Congratulates The Winners Of The 2015 Campus Recruitment Excellence Awards

May 15, 2015 / Veronica Yao / 0 Comments

On May 14th, 2015, campus recruitment professionals from across Canada gathered in Toronto to celebrate the best in the industry.

After months of anticipation, the winners of the 2015 National Campus Recruitment Excellence Awards were unveiled.

Submissions for the prestigious awards opened in December 2014, and attracted submissions from leading Canadian employers, organizations, and career centres.

To evaluate the entries, TalentEgg called on the expertise of top students across Canada. These standout individuals – Student Judges – were given the opportunity to rate and provide in-depth feedback on career development initiatives, campus recruitment strategies, and more.

“I loved seeing innovative ideas that set employers apart,” says Victoria Miller, a TalentEgg student judge. “There are some definite best practices in campus recruiting which were great to see across the board, but it was exciting to see when an organization injected something new and groundbreaking into the mix.”

The feedback from this year’s judges has been featured in the 2015 Guide of Canadian Campus Recruitment – a valuable resource that highlights the observations of TalentEgg’s judging panel, and provides campus employers fresh perspectives on the most current trends in the industry. This resource will also be published on TalentEgg’s award-winning resource hub and community for campus recruiters and HR professionals.

Attendees also had the opportunity to learn from other campus recruiters who provided their insights on campus recruitment and best practices for connecting with millennials. Among these speakers was Olympic athlete Marnie McBean, O.C. and a three-time gold medallist. Her keynote speech, “To Finish Happy – You Have To Start Happy,” was a fantastic way to lead into the Awards ceremony.

The 2015 National Campus Recruitment Excellence Awards and Conference saw a lot of dedication and enthusiasm for recruiting the best and the brightest of the millennial generation. TalentEgg extends a sincere thanks to all the professionals that participated in this event, and a special congratulations to the winners of the TalentEgg awards.


Best Grad Program Enterprise Holdings	Best Campus Career Website Deloitte

Best Internship/Co-op Program Accenture	Campus Recruiting Program of the Year Bell & Mosaic

Campus Recruiter of the Year (Individual) Melissa Larson, RBC	Best Contribution to Student Career Development The RBC Career Launch Program

Best Recruitment Marketing and Outreach RBC	Special Award for Innovation by a Career Centre Simon Fraser University

About TalentEgg:

TalentEgg.ca is Canada’s most popular job board and online career resource for college and university students and recent graduates. The site was launched in 2008 by Queen’s University graduate Lauren Friese after her own experience transitioning from school to work, TalentEgg works with hundreds of employers and will be visited by more than 4 million students and recent graduates in 2015.

For more information about the Awards or TalentEgg, please contact:

Steph Morgan
steph@talentegg.ca
416-479-4186

3 Signs That A Candidate Has Lost Interest During An Interview (And How To Address The Situation)

April 14, 2015 / Veronica Yao / Comments Off

There’s at least a few moments in any recruiter’s career when they realize that a candidate has lost complete interest during the interview.

It’s not always obvious – chances are, they don’t want to offend you (especially if they’re a student or new grad) so they won’t make a show of it. After all, it doesn’t make sense to burn bridges. So the next time you feel the feeling you’re losing them, look out for these 3 signs.

1. They’re not physically engaged

They may be saying all the right things, but if their body language says “I’m bored (or worse, “get me out of here!”), then you need to take steps to reel them back in.

Observe them – are they making eye contact? Slouched? Are they not smiling? Compare their behaviour to when the interview began. If there’s a noticeable difference, it should set off a red flag.

2. They’re giving short(er) answers

Most students and grads are eager to give in-depth answers about their experiences. And while there are some that may become nervous and give you short answers, there will be some that are clearly giving you bullet-points on their experience in hopes that the engagement will end sooner.

This may not last the entire meeting. Pay attention to which questions they answer in a shortened manner – it may be in response to something that they’re not comfortable with, or they’re feeling hesitant about.

3. They’re talking about other opportunities they’re considering

They’re not necessarily doing it in a patronizing manner – most likely, this will sound something along the lines of “I just want to make you aware that I’m considering a few other job opportunities.”

It’s a tactic that some students or grads use to try and soften the blow on recruiters when they are feeling hesitant about a job they’re interviewing for. The idea is that if they make the recruiter aware that they’re being considered elsewhere, it won’t sting so much when they finally turn them down.

Solution: Get to the root of the problem

It’s disheartening when you realize that the young professional in front of you in much less invested in taking the role than you are. And while it’s easy to start questioning yourself (was it something I said??), it’s important to identify why they are exhibiting these signs.

While there are times when the circumstances are out of your control (i.e. it’s not the right fit, they cannot commit to certain components of the role, etc.), there are times when you may be able to clarify any misunderstandings and get things back on track.

1. Give them the floor: If you give your candidate a safe space to voice their concerns, you can react accordingly. Be sure not to approach this situation in a patronizing manner – be understanding, and perhaps start the conversation with a phrase like, “I was hoping to get some feedback from you – is there anything about this position that you have any concerns about?” Position yourself so that they know you’re asking because you want to make sure they feel this position is the right fit so that both parties will be happy with the outcome.

2. Listen, don’t judge: This is more tricky than it sounds – pay attention to your posture, expressions, and reactions to make sure you’re not giving off an aura of judgement. Asking a student or grad to voice their concerns can make them feel like they’re in a vulnerable position, and you don’t want to make them feel like they’re being backed into a corner. If you’ve build a strong rapport with your candidate in advance, it will be easier to address concerns like these.

3. Address concerns: Having students and grads voice their concerns puts you in a prime position to address them. As mentioned above, sometimes their concerns are out of your hands. But if their concerns are within your control, or a misunderstanding/miscommunication, then take steps to correct it. Going out of your way to make sure they have the right info shows your candidate that you’re looking out for them, and you’re willing to go above and beyond to make sure they’re well informed.

Discussion: If a candidate has visibly lost interest during an interview, do you feel it is worth pursuing?

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