How to Ensure Candidates Come Well-prepared for the Interview?

As a hiring manager, what steps can you take if your rate of hire is abysmally low and most candidates you interview fall short of some parameter or the other and are unable to meet with success? We often assume that the complete responsibility to be successful in interviews rests with the candidate.

 
Hiring managers do have a role to play in improving candidates’ success rate for interviews. Many recruiters are put off when candidates have not done their homework about the organization well enough and obviously appear uncomfortable during the interview.  Most often nervousness in candidates becomes a barrier for the real talent to come out and this becomes a reason for rejection too. Those out of college and perhaps attending their first interview may not be used to the whole process and will be uncomfortable during the interview.

There are many ways hiring managers can help applicants enjoy the interview process and also improve the number of placements. Be clear about the interview process.  As a recruiter it might be a good idea to share with the applicant about the process of interview to ease the air and clear any ambiguity.  A way to do this could be to publish a blog post on the company blog and direct candidates to it or even communicate to the applicant via e-mail. Share interview tips.  You can use any medium to share interview tips with applicants.  A write up about the company with short and crisp interviewing advice will provide some idea to candidates about the whole process.

This way you have also given a good chance for candidates to do their homework properly and can easily weed out those who did not bother to be well informed before the scheduled interview. Links to social media.  At most times applicants are meeting interviewers for the first time.  To ease their nerves and also prepare them well for the interview, as a hiring manager you could also enable a list of people who could be meeting the applicant and give a link to their social media accounts.  Applicants will have an idea who they are likely to meet on the interview and this will keep the environment more ambient.  This will also give an opportunity to improve preparation for the interview.

Further, as a recruiter you could also help applicants with an idea about what they would like to know about the applicant in a particular area, skill or experience.  Such information to the applicant before time helps the applicant prepare well for his interview and enable an opportunity to exhibit skills and abilities with respect to the job applied for. Prospective jobseekers can partner with TheGongzuo to not only get valuable tips to crack interviews, but also use it as a platform to network with the decision-makers of top companies and startups. 

Ways To Create A Cherish Employer Brand Image And Attract Best Candidates

Building a magnetic employer brand to attract best candidates in the industry can prove immensely beneficial for your organization’s success. A robust strategy has to be chalked out to methodically approach the challenge of being a desirable brand. TheGongzuo offers here some strategic tips for the employers.

Refrain from concealing anything

The choicest candidate would fall in your basket, but just imagine the prospect that would welcome you when the candidate would come to know about the aspects that have been craftily hidden. It would also bring bad reputation for your brand through word of mouth promotion.

Present a cheerful picture of your organization

On your organization’s site, the reigning mood should be that of optimism and jauntiness. You should consider hiring the services of a professional photographer who can piquantly capture the ambience of the office and worksites. This would serve as an incentive for eligible aspirants.

Reflect the policy decisions strategically

Corporate culture has a sway on employees. This holds true for new entrants. If any upheaval has dramatic impact on the management policies, the same should be reflected through official media. Other changes that should be given due prominence may include top executives vacating strategic positions or rehashing of the organizational order.

Highlight your organization’s accomplishments with bold statements

The career page of your brand’s site can be intelligently decked up with press releases that highlight the accomplishments in terms of awards, accolades etc. This would serve as a subliminal catalyst for potential candidates and your brand would command authoritative respect from them. The information should be readily available from a platform which can be accessed by everyone easily.

Plan interviews strategically

The interview panel should feature officials who are conversant with the demands of the position interviewed for and the aspects of the candidate’s experience/ skills that would optimally complement the position. Interview questions should not be monotonous; those that may make the candidates feel jaded. This would diminish your brand identity.

Prepare offers swiftly and discerningly

Your organization’s HR managers should be discerning enough to mentally appraise the worth of the candidate during the interviewing process itself and prepare a package for offer that would attract the aspirant. The package offered should be in accordance with your brand’s deemed value, the capability of the candidate to fit in your team patterns, expected pay package, family conditions, incidental factors and the motivational quotient.

Treat the candidate humanely during interviews

If the interview session is going to be a protracted one, make enough provisions for the candidates to make them comfortable. This hospitality would speak volumes about your brand. Welcome the candidates with a cup of tea or soft drink. If the interview goes beyond the lunch period, the candidates should be provided lunch in the corporate canteen. Directions to the washroom or rest lounge should be indicated clearly.

Innovatively engage the candidates

Candidates would be drawn towards your brand if they get the overall feeling that their families would not get a sense of being isolated by landing new jobs. Shortlisted candidates’ wives can be invited for a tour across company’s locations and residential facilities. This would convince them that once their spouses migrate to new jobs, they would not suffer due to lack of companionship.

TheGongzuo.com is a premiere job search site that carries valuable tips for companies who are keen to craft a formidable brand reputation to attract the best talents in the industry.

Strategies You Must Adopt When Hiring And Recruiting It Professionals

IT professionals are human assets who hold the potential to turn around the fortune of an organization with their acumen, incisive minds and experience. HR managers entrusted with the responsibility of recruiting IT professionals can re-assess their approach to attract and hire better talents with these insightful tips by TheGongzuo experts.

Refrain from being swayed by popular sentiments while recruiting

Recruiting IT professionals is essentially a challenging task. The depth of knowledge and inherent analytical skills of a candidate cannot be gauged by a mere interview or test. Good candidates may be overlooked in an attempt to align oneself with the assumptions, personal experiences and biased tendencies that have been relied on to select the suitable talent. It is imperative that you research the background of the candidate thoroughly, go through the reviews posted about his/ her capabilities by previous employers and get in touch with your industry peers/ contacts to learn more. It is prudent to rely less on your intuition and depend more on facts. Experience counts. Adopt a scientific approach of screening the candidate to learn about his latent talents that have not been apparent at first.

Measure up academic qualifications factually

IT professionals shortlisted for the organization should have venerable degrees under their belts; this notion is true but may not be valid under all circumstances. Many professionals from other branches may have undergone extensive training in IT during the course of their jobs when a specific need may have arisen or the previous organization had set them apart for specific tasks. Assuming that the academic background of the candidate would not live up to the requirements of the position may not hold true.

Objectively judge the capabilities of the candidates, don’t be subjective

Your organization’s mission and vision would be accomplished optimally by candidates who possess the entire breadth of knowledge pertaining to IT. A candidate who may have formidable degrees under his title but have no relevant industry experience would not serve any useful purpose for your organization initially. Additionally, you would be required to invest significantly in his training and nurturing to acclimatize his skills to complement your needs. Always judge the candidate based on his past achievements, his proven contribution in the field of IT and other incidental aspects. Unbiased appraisal of IT candidates would spell success for your organization in the short as well as long haul.

Perspicaciously differentiate between new comers and veterans

Most of us are under the impression that veterans can add more value to the organization as compared to the new entrants in the IT sector. Veterans undoubtedly possess insights, intuition, organizational exposure etc. that would count, but new comers also are equipped with contemporary knowledge and skills that may prove valuable in delivering projects in real time. Fresh from the college, these wet behind the ears’ candidates can prove useful in driving your organizational goals forward.

The above insightful ways in analysing your approach to hiring and recruiting IT professionals can prove extremely beneficial for your organization. Get more information and guidance on recruiting IT professionals at TheGongzuo website. TheGongzuo is a leading job portal to look for IT and other professionals.

How To Write Error-Free And Impressive Job Postings?

Writing job postings is a recruiter’s lot and some of them can really make their day while some can get under their skin.  Scratching the surface, why do so many recruiters reconcile to insipid lack luster and typo-ridden ungrammatically worded job postings? Some postings go on full speed without so much as a pause and readers have to guess that the job posting is over.

Recruiters sure have had enough of such job postings and even though most concede that they get put off and even angry when they see job postings full of typos and grammatical mistakes. Some organizations dismiss such errors as a technology glitch and not a slip up on their part, which is perhaps the worst error investigation done so far. What organizations must know is that to hire the best talent, the job description needs to be interesting and the role needs to come across as exciting.  Only then can they hire top level talent.  If organizations cannot sound convincing enough about why their workplace is great to be in, they can put off most aspirants or get ones that are not good enough.

Following tips should help write an impressive job posting.

Standard Job Title: The intent of a good job title is it should show up in external search results.  If the job title adheres to a standard recognized by the industry it will be picked up when candidates are looking for an opportunity.  Using a posting which is completely organization specific may not bring the desired results.

Salary: It is a good idea to convey the remuneration or at least speak about it as a competitive package.  Job seekers wish to know what they will get and may not be interested in ambiguous job postings.

Location: A job posting with no mention about the location will offer no direction and will not meet with desired results as location is often used as a search term when aspirants scout for jobs.

Well written introduction: Candidates look for some idea of what to expect in the job therefore the introduction should be crisp, creative, well-worded and should be punchy to make them want to read more of it.  Also it should give them an idea of the organization with a mention of the company’s USP.

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Ways to Create a Cherish Employer Brand Image and Attract Best Candidates

Insulate your brand from talent drain and scarcity of proficient candidates by painting it with an attractive image. Get tip from TheGongzuo experts to fascinate candidates brimming with talent.
Read more: https://www.thegongzuo.com/Ways-to-Create-a-Cherish-Employer