5 Interview Skills Every Interviewer Should Have in 2016

Posted by Mark Jackson on Tue, Jan, 05, 2016 @ 07:01 AM


Go ahead. Google “Interview Questions”. I guarantee you that most, if not all, of the results will be for job seekers and candidates on how to ace their interview. Perfect! But what about new Human Resource professionals who need to learn how to interview properly? Where is the resource for great interview questions for hiring managers who need to brush up on their interview skills? Or perhaps you’re a startup that needs to learn how to hire that first employee and interviewing is something you’ve only ever done from the other side of the table.

No matter what your interviewing situation, here are tips that will help you ace the interview… when you’re the interviewer.

Do ask the same general interview questions, in the same manner, with everyone.

EEOC is not a joke and it was put in place to override the subjective nature of human beings. Asking the same general interview questions of each interviewee is a great way to avoid discrimination claims in the future. Tools like phone screens and pre-recorded video interviewing software also help with this. ClearCompany’s own video screening tool integrates with the ATS and has a question bank included. Or you can use these general interviewing questions. 

Don’t use “icebreaker” questions in an interview

It’s only natural to want to get socially comfortable with a jobseeker or candidate. However, it’s not only a bad idea, it’s illegal. Consider what Lori Adelson, a labor and employment attorney and partner with law firm Arnstein & Lehr, tells Business Insider.

"State and federal laws make discrimination based on certain protected categories, such as national origin, citizenship, age, marital status, disabilities, arrest and conviction record, military discharge status, race, gender, or pregnancy status, illegal. Any question that asks a candidate to reveal information about such topics without the question having a job related basis will violate the various state and federal discrimination laws.”

In fact, a recent CareerBuilder survey, 20% of hiring managers indicated they have asked a question in a job interview only to find out later that it was illegal to ask.

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Do ensure the interviewee has a fair shot

If you’re interviewing for an open position, chances are there’s someone, somewhere in your organization doing the work of two or more people. While this is frustrating, you can only make the very best hire for your company if you are prepared for the interview. Having any materials handy (like a resume or portfolio) printed or on your screen, allows you to ask about specific assignments and deliverables. Encourage hiring managers to do the same and send you three important questions to ask the interviewee about their skill set. Best practices suggest interviewers spend just 20-30% of the interview talking and the remainder, listening closely.

Don’t just skim the surface

Achievements on a resume are to be celebrated because they (sometimes) prove the applicant knows their stuff. But don’t take numbers or certificates earned at face value. Ask specific questions about the project or skill mentioned and what the numbers were based on or what they learned from a specific project mentioned by the candidate, as notable. You might be surprised by the answers!

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Do keep great records

It’s never a good idea to let applicants float off into the ephemera. If you liked them enough to bring them in for one interview but don’t think they’re a fit for your currently open positions, enter them into your applicant tracking system or Recruitment Management System to follow up with later. It’s never too late to start building your future talent pool!

Visibility Software’s recruitment system is the perfect tool to get you started. See what makes our applicant tracking system one of the best.

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How to Recruit the Under-Sourced Veteran Talent Pool

Posted by Mark Jackson on Tue, Jul, 28, 2015 @ 08:07 AM

We’ve all fallen prey to resting on our laurels, but as recruiters, staying stagnant is a recipe for failure. Between workforce generational gaps, skills gaps and gaps in talent, it is necessary to learn of different talent pools to pull from to accommodate these breaches in acquisitions. 


So what is a pool you can recruit from for not only highly experienced, but highly qualified candidates as well? Veterans. However, sometimes the lack of medical accommodations dissuade these valuable potential candidates from divulging this information. Even though unemployment rates for female veterans who have been discharged since September 11, 2001 has declined to 9.3% in 2013 since it’s hiatus in 2011, there is still room for improvement.

Perhaps recruiters can step in to help repair the higher than average veteran unemployment rate. Here are some ways you can tap these frequently unused candidate pools to help boost your talent pipeline. 


Understand where to source candidates

Veterans, like any other particular group of candidates, have specific places they congregate when they look to find new jobs. In the case of veteran women, a Women Veteran Program Manager at the Veteran’s Association Medical Center can help you to source your candidates easily. These appointed officials are there to help the women veterans find employment after their service (among other things). Unfortunately, many female veterans don’t disclose this information as often as they should. Col. Steve Parker, Executive Director of Joining Forces (the joint initiative from Michelle Obama and Jill Biden to support military families said: 

“Female veterans also don’t all readily identify themselves as veterans.”

Only 21% of organizations say it was their top priority to build a strong relationship with their candidates and recruits. If you’re considering a strategic move towards hiring veterans, they may not have much experience outside the service. However, this time serving their country can involve numerous different roles and responsibilities. Determine veteran candidate fit by asking questions during the interview about how their time-served helped to prepare them for this role. Understanding their background and setting a solid foundation from the start with your candidates to improve cost-per-hire.


Tweet This: In search for highly experienced and qualified candidates? You may be under-sourcing this talent pool:


Network and Engage

Brand familiarity and a healthy employer brand can help you find qualified and interested candidates through the social platforms your ideal talent flocks to. Aberdeen found 73% of 18 to 34-year olds discovered their last employer via social media. Although Millennials account for 30% of the modern workplace, they constitute nearly three-quarters of the United States Military. 

Because Millennials are so active on social media, it’s important to target the social media pages that attract them as well. There are plenty of military affiliated organizations that use Twitter handles and Facebook pages to establish relationships with their followers. After establishing a relationship with your talent pool, familiarize yourself with additional organizations they engage with on personal and professional social sites. Notice the positive and negative interactions you are gaining with these audiences in order to adjust accordingly in the future.


Tweet This: Only 21% of organizations say it was their top priority to build a strong relationship with their recruits


Common misconceptions

Many veterans face pre-determined opinions regarding their service. Like the majority of stereotypes, they are anything but true. According to the veteran candidate pool, some of the most offensive assumptions organizations have about those who have served include:

      They are too rigid to deal with sudden changes

      Veterans are unable to think outside the box

      They shouldn’t have been deployed in the first place


Of the 50% of HR professionals that have hired veterans, however, they have said these misconceptions are far from the truth. There are many benefits to recruiting veterans including their strong responsibility and ability to work under pressure.

Stepping outside of your comfort zone isn’t always easy, but doing so opens the doors to experienced candidates like military veterans. Despite the fact they may not always be the most forthcoming with their service, they have a wide set of skills and abilities you may not be able to find in the traditional sources. Once you’ve adapted the changes in recruiting these predominantly untapped talent pools (compared to others), you can reach any audience, schedule interviews virtually and onboard to accommodate to everyone’s needs with the use of Cyber Recruiter, applicant tracking system, for quick, easy-to-follow processes.

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