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    How to Ask Better Interview Questions

    If you want to hire the best people, you need to ask the best interview questions. Online CV builder gathered the most effective interview questions from successful business leaders and entrepreneurs. And it added some helpful tips and advice on how to incorporate them during your next big recruitment drive.
    Good interviews start with good questions. Those questions need to be open-ended and probing. Open-ended questions can’t be answered with a “yes” or “no” or a static response. They’re often phrased as a statement and are designed to get your candidates talking as much as possible.
    Common open-ended interview questions:

    Tell me about yourself.
    How would you describe yourself?
    How would your boss or co-workers describe you?
    What motivates you?
    What do you see as your strengths?
    What accomplishments are you proud of?

    The best open-ended questions
    Not all open-ended questions are created equal. “How would you describe yourself?” is vague and could lead the interview down an unfruitful path.
    Instead, the trick is to ask open-ended questions that reveal the candidates’ suitability for the role you’re trying to fill.
    Porter Braswell, CEO of diversity hiring startup Jopwell, asks his applicants, “What does success mean to you?”
    Shippo CEO Laura Behrens Wu asks something similar. She inquires, “What are some things outside of work that you’re irrationally passionate about?”
    Both questions appear unrelated to a specific role. However, they’re excellent tools for hiring managers who want to understand what drives and motivates their candidates.
    For example, if your candidate plays a competitive sport and is motivated by a high salary, bonuses, and awards, then there’s a good chance they’ll thrive in a fast-paced, high-pressure sales environment.
    Asking uncomfortable questions
    According to billionaire entrepreneur Tim Ferriss, your success in life can usually be measured by the number of uncomfortable conversations you’re willing to have.
    This is certainly the case for recruiters, who should never be afraid of asking really tough questions. After all, every candidate can look like a star if you keep pitching slow balls. Only an elite few can handle the fastballs and curveballs.
    But finding the right balance is crucial. You want the candidate to open up, not clam up.
    Former Etsy CEO Chad Dickerson uses this question to challenge anyone he interviews:
    “Tell me about a time you really screwed something up. How did you handle it, and how did you address the mistake?”
    It’s an excellent interview question. It assesses the candidates’ honesty and humility – would you really want to hire someone who claims they never make mistakes – and it’s an opportunity to tick off other essential competencies, including problem-solving and the ability to respond positively to feedback.
    Here are some more ‘uncomfortable’ questions from successful business leaders:

    “What would someone who doesn’t like you tell us about you?” – Luis Von Ahn, Duolingo CEO.
    “What’s one piece of critical feedback you received that was difficult to hear?” – Pema Lin-Moore, VP of People Operations.
    “Describe yourself in three words,” – Sara Blakely, Spanx CEO.
    “If you were in my shoes, what attributes would you look for in hiring for this role?” – Tim Chen, Co-found and CEO of NerdWallet.

    Get your candidates thinking
    Elon Musk drops this brain-teaser in during his interviews:
    “You’re standing on the surface of the earth. You walk one mile south, one mile east, and one mile north. You end up exactly where you started. Where are you?”
    It’s not a trick question; the answer is The North Pole.
    For Musk, the question tests a candidate’s cognitive ability – and that needs to be high if you’re designing rockets to Mars.
    But the question is helpful in other ways, too – even if the candidate doesn’t know the answer. In fact, how they respond to not knowing can be extremely revealing.
    Are they humble enough to say they don’t know? Curious enough to ask you to explain the answer? And if they try to wing or blag it, what else are they not being 100% honest about?
    Start trying these questions out in your next interviews. You’ll be surprised by how much they’ll help you find the right person for the job.

    Ashley Murphy graduated with a BA (Hons) in English Literature and Creative Writing from the University of Manchester. He works as a content writer for, specializing in technology, higher education, and entrepreneurship.
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    How Recruiters Can Create a Predictable Candidate Pipeline

    What You’ll Learn Key challenges of recruiting and how to address them Ways to get a jump on sourcing Connections between insights and zeroing on the best fit Tips to keep candidates engaged How transparency helps close the deal copy About this eBook: Your recruiting pipeline is as important to your organization as your sales pipeline, […] More

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    What Does Your Recruitment Process Say About You?

    With the easing of lockdown kickstarting the economy and more employers seeking new staff, candidates have become far more selective about the jobs they decide to take. And where does a candidate gain their first impression of your business? During the recruitment process.
    If you still think your ideal recruit will jump through hoops for the chance of an interview, think again. Candidates have far greater expectations when it comes to recruitment in 2022, and there are around 36% fewer applicants across industries in the first place. So, you cannot afford to let the ideal candidate slip through your fingers.
    Where businesses go wrong with recruitment
    Two key reasons why candidates decline a position include:

    However, 52% of job seekers place lack of response from employers (or recruiters!) as the number one frustration during the job search — which explains why 89% of potential candidates drop out of the hiring process due to a drawn-out timeline.
    During this new age of remote and hybrid working, company culture is also more important than ever. Failure to display a progressive attitude to work-life balance could be the ultimate turn-off for a potential candidate. According to Glassdoor, 77% of people consider company culture before applying for a job — and even believe it is more important than salary when it comes to job satisfaction.
    What’s more, since the pandemic necessitated the widespread adoption of remote working, many people are reluctant to accept roles involving a long commute. Only one in seven workers expect to commute into their place of work five days a week — so, if your business cannot offer a flexible approach to work, your top candidates will likely seek it elsewhere.
    How to improve the recruitment process
    A candidate will gain their first impression of your business by checking it out online before even thinking about applying. So, if your online presence is inconsistent, incomplete, or out of date, people are unlikely to view your organization as a suitable match.
    Ensuring everything — from your website and social channels to the job ad itself — is well written, accurate, and demonstrates a positive company culture will go a long way to reassuring a potential employee that your business is a legitimate and appealing prospect.
    A business’ reputation also speaks volumes about its culture and values. Quality online reviews and feedback from current or past employees are crucial, so it is essential to build a positive working environment and reputation to prove how great your business is to work for.
    Clear communication and timeliness from the start are also critical elements of the recruitment process. It takes a lot of time and resources for HR departments to keep up with multiple ongoing applications; by embracing technology and integrating digital processes, you can automate responses and streamline applications.
    Once you have refined your software and remote onboarding processes, your pool of available candidates will expand significantly — especially since 43% of graduates have had to turn down interviews due to the cost of getting there. Plus, as the average cost of replacing an employee is 150% of their salary, it is well worth investing in the correct processes to get recruitment right the first time.
    By Julie Mott, Managing Director, Howett Thorpe.
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    A Step-By-Step Checklist To Inclusive Hiring in 2022

    Many HR departments are attempting to create a diverse workplace in today’s world, but you can’t have diversity without inclusion.
    To construct a diverse team and a modern and attractive workplace culture, HR staff must create an environment that welcomes all individuals and fosters equal engagement and representation.
    In recent years, there has been a significant effort in the UK to fight for equality, to the point that employers are instituting quotas based on gender, BAME, disability, and even sexual orientation.
    There are two significant types of diversity in today’s workplace:
    First, inherent diversity is concerned with qualities such as race, gender, and age. Education, experience, beliefs, skills, and knowledge are all aspects of acquired variety.
    Natural HR has set out to explore our top ideas for making a diverse and inclusive recruitment process a standard element of your people talent strategy in this article.
    What is the definition of workplace diversity?
    It is critical to remember that workplace diversity is defined as when a company understands, accepts, and values differences between people of different races, ethnicities, genders, ages, religions, disabilities, and sexual orientations, as well as differences in personalities, skill sets, experiences, and knowledge.
    What are the benefits of diversity and inclusivity recruitment?
    Having a functional diversity and inclusion strategy that is incorporated into your recruitment workflow will provide your company with various benefits, including:

    Hiring better talent.
    Being able to make more informed business decisions.
    Increasing the performance of your teams.
    Accelerating innovation by allowing different mindsets to collaborate.
    Gaining more decadent customer satisfaction due to high-quality staff.
    Improving company culture with improved employee satisfaction.

    The inclusive hiring in the workplace checklist
    The tutorial below will walk you through the whole recruitment process, from bringing on a new team member to crafting a job advertisement and interviewing qualified candidates. It will include critical considerations to ensure that diversity and inclusion are prioritized at each stage.
    1. Audit your job adverts to remove bias:
    When it comes to inclusive and diverse recruitment, you can’t look forward without looking back. As a result, the first step you must take is to assess your whole recruitment pipeline to identify faults and begin implementing improvements that will address diversity and inclusivity concerns.
    When reviewing historical job advertisements, you may find a propensity to employ more masculine or feminine language in job advertisements, which may discourage particular groups from applying for specific roles. Based on the findings of this analysis, you may then retroactively apply new conditions to the recruiting procedure to reduce biases in future recruitment drives.
    2. Target sources where diverse candidates are focused:
    It is now easier than ever to recruit applicants from a large skill pool with the Internet’s strength. To that end, sourcing individuals from several sources is a terrific method to diversify your recruitment pool.
    Rather than relying solely on traditional job boards or recruitment agencies, look for chances to diversify candidates through alternative sources such as educational institutions, government agencies, and even rehabilitation centers.
    You might also communicate directly with organizations that focus on specific areas; for example, for a technology post, you could interact directly with women in technology groups to connect with suitable female applicants.
    3. Encourage your employees to utilize their network:
    If you want to hire more of a specific group of under-represented people, reach out to some of your current team members who fall into that category.
    Creating an internal applicant recommendation program is one approach to accomplish this. You will be able to connect with similar candidates from varied backgrounds by utilizing your existing internal pool of diverse workers.
    4. Offer internships targeted at underrepresented groups:
    Offering internships to folks with specialized credentials is a terrific approach to foster up-and-coming talent in your sector. To accomplish this, you may form collaborations with education and community organizations in your area to provide an opportunity to groups that may struggle to take the first steps into the roles you’re recruiting for.
    5. Develop an employer brand that showcases your diversity:
    When developing a brand identity, don’t overlook the significance of diversity and inclusivity. You should encourage employees from various backgrounds to share their experiences with your organization, which you should then incorporate into your employer and recruiting branding.
    Having these stories in place and actively pushing them in your applicant sourcing is a terrific approach to ensure your diversity recruiting strategy is working properly.
    6. Utilize blind recruitment:
    Blind recruitment is one of the most popular trends in the industry. To reduce bias during the first recruitment stage, it takes steps to blackout essential information such as name, age, education, and candidate photos. The idea here is to avoid further discrimination in who you choose to interview.
    7. Rethink what factors you screen for when hiring:
    When determining what your ideal recruit looks like, it is vital to ensure that your possible candidates exhibit the characteristics that your firm values. Throughout the recruitment process, examine how you’re screening candidates and yourself to see whether you’re directing the outcomes towards specific types of people owing to potential bias.
    Chris Bourne is Head of Marketing at Natural HR. Natural HR is a cloud-based HR software for small businesses and organizations looking to improve staff management and pay. 
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    The Great Resignation Now: 5 Ways to Rethink Recruiting in 2022

    WHAT YOU’LL LEARN The story of the “Great Resignation” and where we are now in 2022 3 key trends to navigate, coupled with our exclusive data 5 strategies to invigorate pipelines, increase efficiency, expand talent pools, and retain talent once they’re onboard About this eBook We’ve taken one of our most popular eBooks for employers […] More

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    Why AI Recruiting is Key to Growth in 2022

    Business priorities in 2022 have all shifted to center around talent. Primarily, finding it. The Great Resignation, or the Great Reshuffle, or the Big Quit — whatever you want to call it — continues to dominate headlines and highlight the ongoing shortage of labor. But companies need to understand that the skewed supply and demand ratio for talent is here to stay. One study even predicts a global human talent shortage of 85 million workers by 2030.
    Despite this trend seeming to look like old news at this point, many organizations’ hiring programs were still completely caught off guard over the last year. In a report by Hiretual, 61% of recruiters said sourcing talent was their biggest challenge in 2021. At the end of 2020, when asked about their biggest anticipated concern, sourcing talent didn’t even make it to the top three.
    That same report found the second and third biggest challenges for recruiters surveyed went to candidate engagement and employer competition, respectively. Again, when recruiters were asked the same question the year before, neither of these obstacles was high on the list.
    What these responses signal is a shift in priority from inbound to outbound recruiting. That is, rather than relying on workers to go out and find jobs, companies are now having to sell available jobs to workers — and doing so at scale is proving difficult. While companies and recruiters may be beginning to understand this, the amount of LinkedIn posts we’re still seeing from leaders exclaiming, “We’re Hiring!” — expecting qualified prospects to go out of their way and click through to a boring careers page — shows not many have adapted to compete.
    As organizations around the world refine strategies for the future, now is the time to commit to growth, and adapt to achieve it. Companies that do will stand to benefit from a final post-pandemic jolt to productivity, setting themselves up for a more sustainable future. But with more jobs available than there are workers to do them, those that fail to change their recruiting strategy will see their workforce — and success — atrophy.
    Getting More Human With AI
    The pressure is on for talent acquisition, but changing priorities brought on by the pandemic will require recruiters to do more than fill jobs. Going forward, recruiters must offer opportunities that meet heightened needs from talent (such as more inclusive cultures and more flexible work schedules) and align with refined company objectives (like scaling skill sets and leading product innovation).
    To do that effectively, recruiters need to be able to spend more time doing the more human aspects of the job, to provide a better experience to candidates, and better qualify talent for the needs of the business — now and for the future.
    If 2021 investment data is any indication, talent acquisition tech stacks are getting reevaluated. In fact, 62% of companies increased their investment in talent acquisition technology last year, according to Aptitude Research. Because something has to give, more companies than ever before will look to AI recruitment technologies to give themselves a competitive advantage. Here are a few ways AI will help companies address key recruiting challenges in 2022.
    Revealing Blind Spots
    Not all talent is accessible in the same places, and many recruiters are looking for candidates with too narrow of a view into the available talent pool. Usually limited by a handful of disparate job boards, with limited search functionality or candidate profile visibility, talent acquisition pros end up missing access to a large share of qualified talent.
    AI recruiting tools will broaden the scope of available talent. By pulling candidate profile data from multiple talent pools, hiring teams can access significantly more of the total talent population and search from a single source. Some platforms are approaching access to almost a billion candidates. Companies that need to scale growth will have more options, and more opportunities to hire.
    In addition, AI will help recruiting teams remove limitations to how they find talent by mitigating unconscious bias from the process to make more equitable hiring decisions. This works by automatically matching candidates based on the skills relevancy of what a recruiter is looking for, rather than focusing on any other candidate’s features. For example, blind searches can be conducted to remove attributes like gender or race, or even education, to help remove bias and lack of diversity in the hiring process.
    By managing diversity in the outbound phase of the recruiting process — as opposed to scrubbing data in ATSs or CRMs — organizations can take a more proactive approach to make equitable hiring decisions.
    Meeting the Need for Speed
    To reach goals for scale, hiring teams need to shorten the time it takes to bring the right jobs to the right people. With AI, organizations will begin to automate more of the transactional and respective aspects of the hiring process. This will give recruiters more time to focus on building relationships by engaging prospective talent in meaningful ways.
    Without the right technology, recruiters will spend less time adding value to the process. Automation will free up the time it takes for recruiters to facilitate communication by removing manual tasks like bulk outreach, scheduling, and managing candidate pipeline data, so they can spend more time consulting with talent to place them in roles that best fit their interests, ambitions, and experience.
    Teams leveraging AI will encounter fewer obstacles with potential candidates in misaligned job expectations and broken feedback loops, resulting in faster time to hire and smoother onboarding experiences.
    Establishing a Foundation for Growth
    For many candidates, contact with a recruiter is the first moment of exposure they have with an organization. That first impression has the potential to create interest by offering the candidate valuable and relevant experience. It also has the potential to diminish the brand in the eye of prospects and their peers.
    With the help of AI, organizations will set up hiring teams to showcase their brand to candidates in the best light and build a workforce that better supports company objectives for the long run. By engaging talent with a more inclusive approach, increasing the speed and ease of the hiring process, and broadening the scope of talent they see and consider, only organizations leaning on AI will overcome today’s hiring challenges to build workforces that grow.
    Shannon Pritchett is Head of Community at both Hiretual and Evry1 (which she co-founded in 2021). 
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    2022 Recruiting Benchmarks for Scaling Startups

    What You’ll Learn: Top recruiting trends for small to medium size businesses (in the US, companies with less than 10,000 employees, in the UK, less than 1000) Benchmarking metrics for value-driven recruitment strategies, including equity, efficiency, and transparency As a scaling startup or mid-size business, what your 2022 recruiting metric goals should be About this […] More