Employer branding | TalentEgg Trends

Category: Employer branding (page 18 of 32)

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

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?

The Most Successful Campus Recruiters Do These 7 Things. Do You?

April 7, 2015 / Veronica Yao / 0 Comments

Campus recruitment, while rewarding, can be challenging. It requires recruiters to think outside the box, and identify potential within students and grads who are, by and large, inexperienced. Some individuals have a natural talent for their job, while others learn techniques that eventually separate them from the pack. There’s no magic formula for becoming the best in your field – but there’s definitely a lot to be said for those who observe and emulate the best qualities of successful professionals in their business. We’ve compiled 7 habits of successful campus recruiters for you to try during your next recruitment event.

1. They learn about their target audience

It’s not just about knowing what they’re looking for in a job – it’s about being in tune with students and grads in general. Get involved with a few popular trends that your target audience is into, whether it’s getting an Instagram account or watching some popular movies. Even if you don’t end up talking about that activity, you’ll gain insight on their “culture,” and how you can effectively engage and communicate with them. A little effort can go a long way!

2. They create interactive spaces

During info sessions, students and grads come in with the expectation that they’ll be talked at, not talked to. The best campus recruiters take advantage of that expectation – they think outside the box and get them involved in more hands-on activities during the event, whether it’s role playing or doing a survey. When candidates are physically engaged, they are more likely to create a subconscious bond with the company.

3. They ask questions that matter

It’s important to show students and grads that, first and foremost, you are interested in them. Yes, it’s important to go over their education and their past work experience. But students don’t want to show you a work history – they want to talk about their passions and qualities, and how their work ethic makes them stand out from your other candidates. Plus, they’ll feel a lot better knowing they were hired because they were the right person for the job – not because they simply matched the job requirements.

4. They engage with the best in their business

What better way to stay on top of your recruitment game than by connecting with others in your industry? The internet makes it very easy to stay up to date with other campus recruitment professionals – join related groups on LinkedIn and follow established recruiters online. If you get the opportunity to attend a networking event, don’t shy away from swapping a few business cards.

Tip: Have you thought about attending TalentEgg’s Campus Recruitment Excellence Awards and Conference? It’s one of the best ways to meet the best in the business – find out more here.

5. They always have an open door

It’s no secret that campus recruiters are always on the move. But no matter how busy they get, the best campus recruiters always make it clear that their door is open. Eliminating a student or grad’s hesitancy to send an email helps to move the recruitment process along, and allows candidates with initiative to reach out to you. Plus, it’s a great means for forging a great and lasting connection.

6. They respond promptly

If you make it clear that your door is open, but don’t answer in a timely fashion, chances are you’ll look dishonest and unprofessional. Keep your promises – if you say the best way to reach you is by email, be sure to respond to them within 24-48 hours. If you don’t have a response right away, a quick email letting them know that you’ll look into it does wonders. If you’re worried about them falling off your radar, invite them to follow up by a certain date if they haven’t heard back from you.

7. They know when to relinquish control

Finally, the best recruiters know that in order to examine the potential in a candidate, it’s important to give them space to act freely. Although they’re in a controlled environment, you can still loosen the structure they have to follow, and see how they respond. Talk to them like a colleague and engage them in casual conversation. When you equalize the roles of the candidate and the recruiter, you can get a sense of how they’ll behave in a work environment. Discussion: Do you agree with the above points? What would you add/adjust on this list?

Do you agree with the above points? What would you add/adjust on this list?

12 Tips For Conducting Video Interviews With Students And Grads

March 31, 2015 / Veronica Yao / 0 Comments

With the development of technology, video interviews are becoming the go-to method for a lot of recruiters. Although most students and new grads are familiar with webcams and computers, engaging in a professional on-screen meeting can still feel like unfamiliar territory.

Even the most experiences interviewee can experience nerves during their first online interview. So how do you help them perform at their best? Consider these 12 tips:

Setting up the interview

1. Establish the tone – Students and grads will sometimes get the impression that online interactions are casual. It’s important to make it clear that this video interview is just as important as a face-to-face meeting. Simply mentioning to your candidate that they should treat this interview as a face to face engagement should suffice.

2. Plan for technical issues – Every type of engagement comes with their possible setbacks. For video interviews, weak internet signals and computer malfunctions can be enough to derail the meeting. Be sure to establish an alternate phone number your candidate can reach you at, and ensure that they have a phone nearby in case you need to reach them.

3. Give them some tips – When scheduling your engagement, it helps to casually ask if your candidate has done a video interview before. If this if your candidate’s first time, encourage them to do some research online. This will help them feel more prepared on the day of the interview, and help them perform better.

Tip: TalentEgg has a great introduction to video interviews for students and grads. Check it out here.

4. Remember the time difference – Often, video interviews are used to interview candidates that live a distance away. If they’re in another time zone, make sure you’re clear when scheduling the date and time. For example: “So we’ll meet this upcoming Monday at 10am Toronto time. That will be 11am Halifax time for you.” This will help clear any confusion.

Right before the interview

5. Test your technology – Have a co-worker do a test video call with you. Ensure the connection is strong, and they can see and hear you well (it’s best to use a headset for engagements like these). Doing this beforehand can minimize the risk of something going wrong during the interview.

6. Check your lighting – While you don’t need professional lighting, it’s best to have a flattering light when chatting with your candidate. Try facing a window for a soft, natural light (not harsh sunlight!). Alternatively, set yourself up in a well-lit room. The last thing you want is a candidate squinting and struggling to see you, ultimately creating a distracting performance.

7. Send a message – If you are using a program like Skype, use the chat feature to send your candidate a message ten minutes before the interview. Otherwise, send them a quick email. Let them know that you’re preparing for the interview, and you will call them at the agreed time. This will take some pressure off of them, so they don’t have to worry whether or not you’re online and ready to go.

8. Minimize distractions – If you had a candidate come into your office for an interview, would you permit noisy co-workers in the room with you? Likely, your answer is no – as it should be! Be sure that you have a quiet room to work in, and if necessary, leave a note to let your colleagues know you’re in an interview.

Tip: Most companies will provide a branded backdrop for conducting interviews. If you don’t have one of these, try to have a wall as your background. Try not to have co-workers walking back and forth – it can be very distracting for a candidate.

During the interview

9. Engage in small talk – In a face to face interview, there is usually that period of “down time” before and after the interview where you are able to casually chat with the candidate. Don’t leave that out – take a few minutes to ease them into the conversation before diving into your questions.

Tip: Depending on the software your company uses, you can tailor any of these tips to the features that the program offers (pre-recorded videos, scheduling features, etc.). Get creative – but make sure that that in the end, there is a personal, “human” quality of interaction.

10. Validate their apprehensions – Talking to a camera can feel weird to a lot of students and grads. If they seem out of their element, casually let them know they’re not alone. A comment as simple as “it can feel a bit strange, I know.” or “I remember my first video interview. You get used to it.” can be enough to help them feel at ease.

11. Be aware of the delay – Connection delay may just be the most annoying part of a video interview. Candidates may experience heightened nerves if their technology shorts out – often they’ll feel like it may cost them the interview. Let them know that you’re experiencing a poor connection on your end as well, and assure them that it happens from time to time.

12. Don’t forget to interact – Sometimes it’s easy to forget that you’re talking to a person, and not a screen. Be sure to give the candidate feedback: nod and give verbal responses when appropriate. There’s always the worry that your conversation partner can’t hear you, so having constant responses throughout the interview can help set your candidate’s mind at ease.

Discussion: Which type of interview do you find students and grads perform best in… video or in-person?

The 3 Quickest Ways To Lose A Star Candidate

March 24, 2015 / Veronica Yao / 0 Comments

It’s a rare moment when everything comes together perfectly in the hiring process. You meet a new grad that exudes confidence, and they fit the job description to a tee – and then some! But that surreal moment also comes with the realization that if this candidate is at the top of your hire list, they’re likely at the top of another recruiter’s as well.

The truth of the matter is, in an interview, the recruiter is being evaluated just as much as the candidate is. New grads with impressive resumes can afford to be picky, so make sure you’re not committing any of these hiring faux-pas.

Leaving emails unanswered

In most cases, a recruiter is the one and only connection between a candidate and the company. For many students and grads, they’re seen as the only acceptable means of communication with the company. So when these lines of communication become unreachable, or unreasonably slow, it can send a message to the candidate that they are not a priority – or worse, that the company has weak communication.

Make an effort to answer each email within 24-48 hours, and make sure your candidates know that you’re open to answering questions. Students and grads will feel more at ease when they realize the company they are interviewing for is not only transparent, but willing to support them during the hiring process.

Taking the “superior” persona

One of the biggest turn-offs for millennial candidates are employers who talk down to them. Students and grads are highly aware that they lack extensive experience, and that they’re applying for an entry level job. However, they are looking to be treated like the competent professionals they are.

Treat your candidates like you would treat a company client, no matter their age or experience. Tell them about the job, but don’t present it to them as a basic entry-level job for new grads with limited experience. Show them the potential of the position, and offer them the opportunity to take on responsibilities in their role and extend their experiences. Chances are, your star candidate will be excited for the challenge.

Sharing incorrect/inconsistent information

Candidates expect you to be their primary source for information. But as we all know, recruiters are human – and often, you’ll find yourself stumped without a proper answer. The worst thing you can do is make something up, or give inaccurate information. Even if it was given with good intentions, this info could potentially trip up your candidate down the road, and come back on you. Plus, it may give off the impression that your company has poor communication.

If you truly don’t know the answer to one of their questions, approach it head on. Let them know that you’re not sure about the answer, and that you’ll find out the answer for them. This will give you some time to ask a colleague and find out the appropriate answer – plus, it never hurts to show your candidate that you’re human, and not just an interviewing machine. Take this opportunity to build rapport with your star candidate… but don’t forget to follow up with them!

Discussion: What is your go-to strategy to appeal to outstanding new grads?

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