Students | TalentEgg Trends

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Interviewing Students? Here’s How To Get Past Their “Perfect” Answers

In an ideal world, the hiring process would be viewed as a meeting between two professionals who are looking to create a partnership.

It would be an engagement where both individuals viewed each other as an equal. It would be a chance to assess each other to see if this long-term agreement would be beneficial for both parties.

However, to a student or grad looking to start gaining experience in their field, the playing field is anything but level. An over-saturated job market combined with a lack of experience can shift an aspiring professional’s view to survival mode… a desire to increase their chances by whatever means possible.

At first, this may seem like a plus for the recruiter. After all, you have the upper hand – there are tons of qualified students and grads vying for your attention and eager to please. However, all this can backfire when you realize that you’ve hired the wrong person.

The problem: Inauthentic engagements

Many students and grads are under the impression that they have to fit into a specific mould when presenting themselves to an employer. Why? Because everyone has told them to.

When’s the last time you wrote a job posting that asked for introverted qualities versus extroverted? And every employer seems to be asking for the same thing: top communication skills, assertiveness, and fast-paced people who thrive under pressure.

It makes sense that students feel that they need to fulfill these requirements, even if it’s not who they are. They need a foot-in-the-door, and they believe the best way to do that is to tell an employer they can ride a horse, and then learn how to do it later.

What does this mean for recruiters? It means they will be going through applications that are not a reflection of who the candidate is, but rather, what they think the employer wants them to be. It means spending many hours meeting people who play up qualities that they think you want. And in the end, you end up hiring an individual who is nothing like the person you met during the interview. And a mismatched hire is a waste of time for everyone.

The solution: Refocus your approach

More specifically, show candidates that you want to hire them – not an adjusted version of them. Focus your interactions on getting to know them, without making them feel like there is a cookie-cutter persona you are looking for that they have to fill. Of course, you may have a general idea of what you want your hire to look like, and that’s okay. But you may find that the best individual for the role does not 100% fit what you initially expected.

Job postings

Job postings set the tone for a job-seeker. It conveys the expectations and requirements of the role, and dictates the form the successful candidate must take in order to have a chance to prove themselves in the face-to-face interview. A good job posting also reflects the company culture through the copy and layout.

Be careful not to specify what you require of the candidates outside of the technical skills you need. For example, you can tell them you’re looking for individuals who will thrive in a fast-paced environment. But refrain from telling them that you require people who are outgoing and assertive. This will encourage applicants to assess themselves before applying.

Interviews

Interviews are an employer’s opportunity to meet face-to-face with candidates and see if the personality matches the application. Like the job posting, it’s important to focus on the technical skills rather than the personality traits you want the candidate to have. But you can take your assessment a step further by asking the right questions.

Turn the questions around on a candidate by asking them what they are looking for. For example, instead of asking “What can you do for our company to deliver results?” consider reframing your question to “If you could create any work environment, and control all the elements involved, what scenario would get the best results out of you?” Asking the second question will force your candidate to assess themselves once again, and they are less likely to come up with answers they think you’re looking for.

The benefits

Students will feel valued.

During a long job hunt, many students may start to get discouraged: constantly trying to sell themselves, only to fall short of their ultimate goal. Employers have the opportunity to inject a fresh and engaging element to the hiring process by focusing on the individual candidate on a different level. Asking students and grads who they are and what their interests are will really make a difference, and help you stand out among other organizations.

You will get more honest answers.

This process really helps build rapport with students. The more they feel valued, the more willing they will be to open up. Putting a spin on questions in order to highlight their preferences will often encourage them to share more (as most people love talking about themselves). However, you’ll find that their answers will be much more revealing, so you can determine whether or not they’d be the right fit.

You may find a new persona that fits the role.

Almost every campus recruiter is guilty of going into an event or an interview with a specific persona in mind. It can be easy to sit down in an interview and immediately dismiss the person in front of you because they don’t fit your expectations. By keeping your options open, and encouraging students to show you why their qualities and skills make them a great fit, you may find someone who you never expected to fill the position.

Discussion: As a recruiter, how do you reposition classic interview questions to gain new information about students and grads?

6 Things Students Want From Your Company’s Talent Programs

June 24, 2015 / Veronica Yao / 0 Comments

With talent programs on the rise, employers are constantly looking for new ways to make their opportunities stand out to the best and the brightest students and grads.

These aspiring young professionals see talent programs as an opportunity to transition from school to work in a more controlled environment, which makes working with companies that offer them very attractive. However, there are certain elements that make certain talent programs more desirable to millennials over others.

1. A rotational feature

Students and grads know that in this day and age, it’s more valuable to have a wide range of skills, rather than just one or two specialized skills. Most fields demand flexibility from their candidates, so a rotational feature is the perfect setting for them to learn multiple roles within a single business.

Many students and grads say they love taking on different roles within a single business because it allows them to see how the different departments work together to create a fully functioning system. As an employer, offering to cross-train these individuals in different fields attracts them to your program, as well as helps them build an appreciation for your organization.

2. Feedback and recognition

It can be frustrating for a young student or grad to enter the professional working world without knowing if they’re doing a good job. After all, they most likely don’t have a point of reference to base their performances off of.

Feedback doesn’t always have to be given in a performance review. Casual engagements from management can do a lot for millennials. A simple “I like how you did this” or “why don’t you try this approach this time?” will help motivate and provide direction for their work. You will see better performance from your hire when they feel you are just as invested in their development as they are.

3. Mentorship

Consider setting up a mentorship program within your existing talent program if you haven’t already. When entering a new work environment, students and grads can feel hesitant to approach managers or co-workers with their problems if they don’t know who their questions are best suited for.

Something as simple as assigning each individual with an experienced professional at your work help students and grads feel like their questions and comments are welcome. Plus, they are looking for the chance to build connections during this experience, and a workplace mentor is a great place to start. As they build relationships within the company, and learn more about the business, you’ll have an easier time retaining your top talent for permanent positions. After all, millennials are very focused on finding a company where they fit in.

4. Courses and learning opportunities

Since every millennial is different, they have different preferences for how they gain new experiences. Class environments provide familiarity for students and grads making their transition from the school environment they’ve been raised in.

So why not offer a wide variety of learning opportunities to suit as many individuals as possible? Giving students and grads the opportunity to pursue different courses shows you’re willing to invest in their learning experiences. Plus, it’s a chance to create a unique and memorable experience by using new technology and workshop techniques to make it even more engaging. Having a unique selling point like this is sure to attract a wide pool of candidates to your talent programs, allowing you to select from the best of the best – and build them up to be even better!

5. Networking events

Students and grads don’t just wants workplace experience. They want to meet the best of the best in their field. Hosting networking events is a great way to have your talent come together in a more social environment.

Even something as simple as having your company’s management team meet the students and grads means a lot to an aspiring professional. Millennials who have had the opportunity to meet executives and top management from their organizations say that they felt the company really cared about their success within the program. This small gesture from a large company, which takes little effort and time to organize, can go a long way when it comes to putting your company in a positive light for your hires.

6. Community involvement

The millennial generation is all about making positive change. Their passions for social change and activism is reflected through their activity on social media and kickstarter programs, as well as their high involvement in community organizations.

Many students and grads say that workplace culture is highly important to them, and that they want the company they work for to reflect their values. Having company events to give back to the community not only creates a great social event for your talent, but also provides a solid selling point when they’re deciding whether or not to join your program. Plus, it’s great publicity for your company in general, so everyone wins!

Discussion: What is the most effective way to retain students and grads in your talent program?

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

June 17, 2015 / Veronica Yao / 0 Comments

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?

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