A recruiter can be an important advocate for you during the interview process and help you achieve your professional goals. The key, however, lies in building a good rapport.
When the interview comes to a close, don’t give your recruiter the silent treatment. This list of interview questions will help you build your relationship with your recruiter and create a dialogue that benefits both of you.
1. WHAT WAS IT ABOUT MY RESUME THAT PIQUED YOUR INTEREST?
There was obviously something about your resume that made you stand out to the recruiter. Asking this question will help you gauge what skills are the most important markers of success in this role.
2. IS THIS A NEW ROLE, OR IS IT A BACKFILL?
There’s no right or wrong answer to look for here, but asking this interview question will give you a better idea of job expectations and the history of the position. Keep in mind: a new role will likely require the development of a brand new compensation package, so salary negotiations may take a bit longer.
3. HOW LONG HAS THIS ROLE BEEN OPEN?
The length of time a position has been open can be indicative of a couple of different things.
1: If the role has been open for a short amount of time, prepare yourself for additional time during the interview process. Most managers like to meet with a few potential candidates, so this could potentially draw out your timeline.
2: If the role has been open for quite some time, you might have a bigger problem on your hands. A long time-to-fill might be due to a picky hiring manager, undesirable job requirements, or a challenging skill set required for the role. Use the other questions in this list to start digging into the “why” if this is the case.
4. WHAT CAN YOU TELL ME ABOUT THE HIRING MANAGER?
Recruiters have a unique understanding of the objectives and culture of the hiring company. Use this insight to your advantage to better understand the hiring manager’s priorities and personality style. Doing so will help you decide what areas of your skills and experience to highlight if you move on to the next phase of the interview.
5. WHAT’S YOUR RELATIONSHIP LIKE WITH THIS HIRING COMPANY?
The best agency recruiters tend to have deep connections with the companies that they hire on behalf of. Interview questions like this will tell you how knowledgeable the recruiter is about the company, its history, and how open their line of communication is.
6. WHAT CAN YOU TELL ME ABOUT THE COMPANY’S CULTURE?
We all know that culture is king in today’s tight labor market. Ask your recruiter a couple interview questions their impression of the company’s culture so you can begin to decide whether this organization is the right fit for you.
7. WHAT DOES PROFESSIONAL DEVELOPMENT LOOK LIKE AT THIS COMPANY?
If growth is on your mind, be sure to sneak in a question about the opportunity for internal mobility. This question is especially important if you’re looking for a role with longevity.
8. WHAT ARE SOME REASONS OTHER CANDIDATES HAVEN’T BEEN SELECTED?
The initial conversation with your recruiter is the perfect time to get the lowdown on the skills or traits other candidates exhibited that halted them in the process. A hiring manager likely won’t be as apt to answer later on, so use this time to understand what mistakes to avoid.
9. WHAT DOES THE REST OF THE HIRING PROCESS LOOK LIKE?
Try to lean in to your recruiter’s knowledge of the hiring company and how they operate during the interview process. Asking this question upfront demonstrates that you’re eager to move forward in the process. It will also help you understand the timeline and mindset of the hiring company so you can be prepared for what’s to come.
To take a step forward in your career or discuss any other recruitment matter, contact EG. info@eg-us.com
So you’ve decided it’s time to add to your team. You want someone that’s fresh out of college, has 5 years of management experience, speaks 3 different languages, and doesn’t mind making below the median pay. If this hard-to-fill job sounds familiar to your organization, you’re probably chasing after a purple squirrel.
What’s a purple squirrel? In the recruiting world, it’s defined as the perfect candidate with an excruciatingly long list of “must-haves”. That means finding the right person is going to be a challenge—and maybe even a little unrealistic.
We’ve rounded up a few insights on what it will take to recruit your perfect candidate and move the needle in your favor with a hard-to-fill job opening.
DECIDE WHAT MATTERS MOST
To start, you need to weed out the requirements that aren’t an absolute must. Make a “nice to have” and a “must-have” list of the position’s requirements. These distinctions will help you manage expectations and remain focused during your candidate search.
As you begin reviewing candidate profiles, it’s also important to consider soft skills (think: empathy, critical thinking, or time management). Soft skills are a key contributor to on-the-job success. In fact, many times, hiring based on a cultural fit and training the candidate on a job-specific skill improves retention and leads to cost-savings in the long-run.
PUT YOUR BEST FOOT FORWARD
With unemployment at a staggeringly low 3.8% as of March 2019, chances are that your ideal candidate is likely already employed by someone else.
Turning to passive candidates can be a challenge in itself, mainly because you’ll need to make a compelling case as to why they should leave their current employer to partner with you. Here, dialing in your employer brand will be a key advantage.
CONSIDER A PARTNER
It’s important to remember that you can’t always go it alone. Partnering with a staffing agency is often a smart step to make when it comes to a hard-to-fill job opening.
Recruiting agencies typically have access to tools, networks, and resources that a corporate employer may not otherwise have. At EG, for example, our recruiters are deeply ingrained in their communities. In our Professional Recruiting sector, our recruiters have decades of connections available to them.
Contact EG to discuss this or any matter relating to human resources or candidate recruiting issues. info@eg-us.com
Starting a new job is an exciting time filled with change and new opportunities. The only downside? Change and new opportunities can also be a little overwhelming, especially when it comes to your first day at a new job.
This checklist will set you up for success and take the guesswork out of getting prepared for your first day on the job.
1. GATHER IMPORTANT DOCUMENTS
Even if you’ve already completed your new hire paperwork, it’s always a good rule of thumb to bring your ID and social security card with you in case revisions need to be made. Since you probably don’t use these documents too often, set them out the night before your first day so you aren’t rushing to locate them in the morning.
2. LAY OUT YOUR CLOTHES
If your job site requires a specific uniform, you were likely already prepped on what you need to wear. If not, give your recruiter or human resources contact a quick call just to be sure. Whether it’s steel-toed shoes and safety goggles, business casual wear, or just a simple t-shirt and jeans, gather these items the night before and set them aside.
3. HAVE A BREAKFAST PLAN
We’ve all heard it before: breakfast is the most important meal of the day. Starting your morning with a healthy meal will help you power through your day and remain focused through lunchtime.
4. GET A GOOD NIGHT’S SLEEP
Give yourself a little extra time to rest so you’re on top of your game. According to Harvard University, getting an adequate amount of sleep has a direct impact on your ability to retain new information and focus, both of which are especially important when you’re starting a new job.
5. ARRIVE EARLY
Before you go to sleep, check out your commute distance and set your alarm accordingly. First impressions are important, so you’ll want to budget in an extra 15 minutes so you can arrive early and make time for introductions.
6. KEEP AN OPEN MIND
Being the new kid on the block can always feel a little daunting, but maintaining a positive outlook and being open to new experiences will help you find your way in your new environment.
Finally, download our free printable checklist so you can embark on your new career journey with peace of mind.
For more tips like this, apply now or contact EG. We’re here to help you succeed.
The reasons for not negotiating a higher salary seem insurmountable: “It’s just not the right time.” “I shouldn’t come across as pushy.” “I’m comfortable with where I’m at.”
Are you guilty of telling yourself any of these lies? According to a recent survey conducted by Robert Half, the answer is probably yes. Only 39% of people negotiate a higher salary upon receiving a job offer. Furthermore, women in the workplace are even less likely to negotiate. In a study conducted at Stanford University, only 7% of women attempted to ask for a higher wage.
With the right preparation, you can overcome those negative thoughts circling around your head and set yourself up for a salary that’s truly representative of your value.
DEFINE YOUR NEEDS
Before you begin negotiating, you need to define the salary that will help you achieve your personal financial goals. Consider different factors such as:
- Cost of benefits
- Cost of living
- The employer’s contribution to your retirement savings account
- The distance of your commute
Taking a look at these different factors will give you a more holistic view of what that number means to you.
Most importantly, you should be willing to walk away if the employer isn’t going to meet the parameters you defined. That’s because your current salary is the number one indicator of future earning potential. Since most raises are percentage-based, that means your negotiation today will impact how much you earn for years to come.
CALCULATE YOUR VALUE
Consider your skills, years in your line of work, or certifications that make you a desirable candidate. In addition, refer to wage-analysis sites like PayScale to gain a better understanding of what other people in your industry and geographic location are being paid.
This research, combined with your personal parameters, will give you better leverage so that the employer doesn’t control the conversation when it’s time to negotiate.
BE CONFIDENT IN YOURSELF
Research is the easy part of any negotiation. The real challenge will come when it’s time to confront the situation.
Preparation is key to guiding the conversation in your favor. If you’re feeling nervous, write out all the reasons that support why you deserve the wage you’re targeting. Practice this speech in a mirror, or likewise, rehearse with a trusted friend or mentor so you can get comfortable with the verbiage.
Taking these steps will help you better understand your worth and ensure your current—and future—compensation is indicative of what you deserve.
For more job search tips or to speak with someone on our team, contact EG. info@eg-us.com
Your employer brand consists of much more than a logo. It’s everything someone thinks, feels, or experiences relating to your company. Without a strong employer brand, your company is likely missing out on the best applicants. You may even be struggling to retain the employees you do have. That’s a scary thought, huh?
What’s even scarier is that your brand is generally out of your control. People are free to think and feel whatever they want to and have zero obligation to share what’s going on in their head.
However, what you can control is the narrative that your brand communicates. You have the power to impact your brand’s position in the market through every interaction you have with a current or potential employee.
CONDUCT A SIMPLE AUDIT
Before you can make any improvements to your employer brand, you first need to understand its current position in the market. First, you’ll want to conduct a simple brand audit. The word “audit” might sound intimidating, but it’s really just an in-depth review of your brand’s elements in relation to competitors.
This article on HireVue outlines the three key goals of an employer brand audit:
- Identify gaps. What areas or content do your competitors do well that you don’t?
- Identify opportunities. What aren’t your competitors doing that could set you apart?
- Evaluate messaging. How do your competitors talk to potential applicants?
Spend some time with all of your brand elements. You’ll begin to understand how your organization is currently being perceived by your target audiences. Examples of the elements you might review include your career page experience, ease of application, activity on social media platforms, or online reviews.
CREATE AN ENGAGING EXPERIENCE
According to JobVite’s 2019 Recruiting Benchmark Report, the number one source of hires is an employer’s career site. Consequently, we can assume that candidates are being more selective about the employers they choose to partner with. Because employees are doing more homework on companies before applying, employers with a strong identity have the potential to save on their recruitment budget by reducing their promotion across external hiring sites.
So, how can you help your employer brand rise above the rest? Build an experience that feels cohesive and authentic. For example, in your marketing materials, you should include real photos of your employees in action. Create an onboarding experience that makes your new hires feel special. Share employee testimonials on social media. Implement a training program to promote continuing education. Whatever initiatives you take, make sure they align with your organization’s big picture goals.
BUILD A TEAM OF ADVOCATES
While a strong employer brand is essential for attracting new employees, it’s also a key strategy for retaining the talent you already have on your team. In his article on adage.com, Scott Gardner advises that “the first audience you need to be passionate about your brand is your own employees. If they are all aligned and excited, they will help companies with even average offerings succeed.”
Everyone in your company should be able to voice the values and culture that keep the organization thriving. By investing in a positive employee experience, you’re building a team of brand ambassadors. As a result, happy people will help you attract more happy people.
Contact EG to discuss this or any matter relating to human resources or candidate recruiting issues. info@eg-us.com