I had a great conversation this week with a recruiting leader about good interview questions to ask and how making simple changes can result in getting more useful responses from a candidate.
While it may seem trivial to obsess over word choice, I happen to think that every word you select when crafting an interview question should have a reason behind it. That reason can often be the difference between gathering the information you need to make a great hiring decision OR getting a false positive response from a below average candidate.
My first job in Talent Acquisition was as a Technical Recruiter for a pharmaceutical company. It was a sleepy 400 person manufacturing site located in the shadows of Three Mile Island — a nuclear power plant situated just south of Harrisburg, Pennsylvania. Continue reading
I’ve been a fan of Gary Vaynerchuk since the early days when he was pioneering the use of video content to grow his family wine business via WineLibrary TV. I’ve read all of his books on the power of social media and, most recently, I’ve enjoyed his high energy rants on the #AskGaryVee Show. Continue reading
Last week I was conducting a phone screen on a job candidate for a management level role. The person’s resume was almost an exact copy of the job description and she was from a top tier company that was known for developing great people for the position I was trying to fill.
Combine these attributes with the fact that I received this candidate as a referral from an executive who claimed that this person was a “rock star”. To say I was excited to get on the phone with this candidate would be an understatement! Continue reading
Google is notorious for it’s hiring practices. I can’t think of any other company on the planet that gets more press related to their hiring process than Google. What a great employment brand strategy, huh? Don’t believe me? Just watch the movie The Internship. Yes, it’s a Hollywood flick designed to make money, but that movie was a 119 minute commercial for working at Google. Absolutely brilliant.
You can often find Google’s head of People Operations (HR) Laszlo Bock talking about their recruiting engine and the Google hiring philosophy which is famous for being harder to crack than getting into Harvard. In this short video below, you can hear directly from Laszlo about the importance of using Behavioral Interview questions, a practice that we fully support here at HireBar.
Gone are the days of asking silly brain benders, Google is more interested in how you behaved in the past. Specifically, how did you take the lead on doing something when no one asked you to do so?
While behavioral-based interviews aren’t perfect, when done correctly, they are a great way to assess talent.
A couple months ago I was flipping through my Netflix account putting some movies in my queue when I stumbled across a Japanese film called “Jiro Dreams of Sushi”.
Now, I’m not a big fan of eating raw fish but I do like documentaries about chefs and food so I decided to give it a try. The title alone was worth at least a 15 minute investment.
As I watched the opening few scenes, I was leaning heavily toward shutting it off and switching to something with more explosives, car chases and bad acting, but I hung in there.
And then something cool happened. A really strong message appeared as a thread through the movie and I connected with it on a really deep level.
(Bear with me here as I attempt to connect work and sushi) Continue reading
Culture eats strategy for breakfast. Ever hear that saying?
I hear it all the time. And it’s true. Basically what it means is that no matter how brilliant your strategic “plan on a page” is, it won’t happen if the company culture doesn’t support it.
While I’m not a fan of using the word “fit”, it’s a term that most people understand as meaning — someone who fits the culture. The problem that I have with that mindset is that when you over-index on “fit” you become blind to building a diverse workforce. That’s how an “old boys network” gets built.
To combat this, I recommend assessing for cultural fit AFTER you’ve identified what your culture really is and what types of behaviors you’ll allow inside your company. Continue reading
The freelance movement is upon us!
In the United States alone, it is estimated that 30% of all employable people are working as freelancers. Since they’re not on anyone’s payroll, our government calls them “unemployed.” The truth is, they’re anything BUT unemployed.
One of the biggest challenges that people have when hiring a freelancer is knowing who to select. Since there are hundreds of thousands of freelancers in the U.S. and many millions more concentrated in talent surplus areas across the world, buyers have more than enough candidates to choose from. As a result, learning how to interview a freelancer is critical. Continue reading
In the last several years it’s become clear to me that companies need to start rethinking their interview process and the questions that they ask.
While some companies have begun to design modern assessments, most are simply reusing the same questions that have been asked for the last 100 years.
To be truly effective at interviewing, you need to spend time constructing questions that have the ability to uncover the skills or motivations necessary to be successful at your company.
So why do we, as interviewers, continue to fall back to the line of questioning that began at the dawn of the industrial revolution?
Recently, I was so shocked by the transformation that one of my coworkers made during a panel interview that I decided to sit down and write about a topic that no one ever really talks about — interview styles.