Interviews And Hiring Vo

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Jim Thibodeau

Interview and Hiring Tips

Business Technologie

Getting your new employee off to a great start. Tips for interviewing & hiring.

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By now, you’ve probably heard how important a positive candidate experience can be to your hiring efforts. It can help your organization hire faster and attract better candidates. A great candidate experience can also help you secure new hires when it comes to decision time, as 87% of candidates say a positive interview experience can change their minds about a role or company they once doubted. The connection between candidate experience and hiring success is undeniable. When you create a positive candidate experience, you create candidate engagement, which you can roll into into employee engagement through smart onboarding and other strategies. With strong engagement, you can retain the talent you’ve worked so hard to recruit. Join experts from BambooHR and Lever as they explain how to use candidate experience to boost employee engagement and retention in your organization.

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Research the company: Thoroughly research the company to understand its mission, values, products, and recent news. This will help you tailor your answers and demonstrate your interest in the company during the interview. Craft your resume: Create a well-structured resume that highlights your relevant skills, experiences, and achievements. Relevant information - Tailor your resume to match the job requirements and use action verbs to showcase your accomplishments. Include your contact details, professional summary, work experience, education, and relevant skills. Tailor your resume to the specific job you are applying for. Highlight achievements - Highlight your accomplishments and quantifiable results in your work experience section. Use bullet points to make it easy to read and focus on your strengths. Use a clean and professional format with consistent fonts and formatting. Use bullet points, headings, and subheadings to organize your information. Demonstrate your skills and experience: Teamwork- Collaborated with cross-functional teams to launch a new product, coordinating efforts and ensuring successful product release. Project was delivered ahead of schedule, resulting in increased client satisfaction. Problem Solving- Developed a new algorithm that reduced processing time by 50% for a critical data analysis task. Improved efficiency and saved the company significant time and resources. Here are some thoughtful questions you can ask at the end of an interview: 1. Can you tell me more about the company culture and values? 2. What opportunities for growth and professional development are available? 3. How does the company support work-life balance? 4. Can you share any recent success stories or projects that the team has worked on? 5. How does the company promote diversity and inclusion? 6. What are the next steps in the hiring process? Asking thoughtful questions not only helps you gather valuable information but also leaves a positive impression on the interviewer. Send a Thank you Email: After the interview, it is recommended to send a thank-you email to the interviewer(s). This email should express your gratitude for the opportunity to interview and reiterate your interest in the position. Alternatively, you can also send a handwritten thank-you note. This is a more personal touch and can help you stand out from other candidates. Make sure to mention specific points from the interview and reiterate your interest in the position.

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At first glance, stay interviews seem way too simple. Can managers really keep employees longer and cause them to work better, just by asking how they can help? The answer is “yes”, and research tells us stay interviews can drive turnover down by 20% and more, and also improve employee engagement. The reason is simple: Stay interviews help managers build trust with their teams. Well-respected research calls out these findings: Voluntary turnover is skyrocketing in the U.S Employee engagement has been flat for 15 years Companies continuously survey employees and implement new programs to “fix” things …All while employees most want a manager they can trust. In fact, U.S. companies spend $1.5 billion each year to fix engagement but work around managers rather than through them…and hence make no progress at all. Stay interviews offer retention and engagement solutions that cannot be achieved with employee surveys or exit surveys. These interviews are conducted one-on-one, put managers in the solution seat, and provide focus on top performers. To be most effective, stay interviews must be implemented as a process rather than a one-time, solitary event. This process includes assigning managers retention goals, providing stay interview training to build probing skills, training managers to build effective, individualized stay plans, and forecasting how long each employee will stay. What You’ll Learn The value and limitations of employee surveys as they provide data but not solutions. Study data that drives home the importance of supervisor effectiveness as the linchpin that drives each individual employee’s engagement and retention. The value and techniques for converting engagement and retention to dollar values rather than continue to report them only as scores and percentages which fail to drive executive action. Specific stay interview tools including questions to ask, data to record, and potential solutions. The four required skills leaders must learn to make their interviews successful. How to develop a tool to forecast employee turnover based on interview results. This session is based on the presenter’s book, The Power of Stay Interviews for Engagement and Retention, which is Society for Human Resources Management’s top-selling book in history.

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