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Cost Benefits of Using Digital Interviews

You’ve probably either heard or even said the phrase “time is money” once or twice before. And it’s true, the amount of time an employee wastes trying to work through their role’s pain points during the work days costs your organization […]
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Filling High Volume Positions in Education

Schools and universities put a lot of effort into finding the right person to make sure that their students get the best educational experience. But putting in effort doesn’t need to mean time. Quite frankly, districts don’t have the time for […]
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Video Interviews: Words to Know & What They Mean

It may be easy to get confused when discussing the many terms used to describe video interviews. To help with the confusion of this rapidly growing and successful tool for recruiters, we wanted to provide a quick video interview encyclopedia. […]
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4 Must-Know Data Points About Video Interviews

Video interviews have come a long way in the past 10 years. In 2005, the use of video interviews as a recruitment tool was basically unheard of. By 2010, about 15% of recruiters were using video interviews; by 2012, this had jumped […]
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How Digital Interviews Increase Conversion Rates

Imagine instead that the hiring process was done in a way that maximized the efficiency of the process, removed the waiting games for both the candidates and the company, and limited face time to those candidates who proved themselves worthy of it. With the utilization of digital interviewing processes, it is not only possible, but successful.
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Illegal interview questions employers may not know they’re asking

Chances are you've encountered unusual — even eccentric — job interview questions in your lifetime, but have you ever been asked something illegal? If you're scratching your head because you aren't sure, you're not alone. A new CareerBuilder survey of more than 2,100 hiring and HR managers across the U.S. shows that the boundaries aren't clear when it comes to what's OK to ask versus questions that are off limits from a legal perspective.

According to Rosemary Haefner, chief human resources officer at CareerBuilder:

"It's important for both interviewer and interviewee to understand what employers do and don't have a legal right to ask in a job interview — for both parties' protection. Though their intentions may be harmless, hiring managers could unknowingly be putting themselves at risk for legal action, as a job candidate could argue that certain questions were used to discriminate against him or her."

To ask or not to ask

Even something as simple as "How old are you?" or "What is your political affiliation?" could land an employer in hot water.

Questions like these are also off-limits:

  • What is your religious affiliation?
  • Are you pregnant?
  • Are you disabled?
  • Do you have children or plan to?
  • Are you in debt?
  • Do you drink or smoke socially?

Interestingly, it's perfectly legal for an employer to ask you what superpower you would like to have or if you believe in life on other planets.

Here are a few other questions that may catch you off-guard but are nonetheless acceptable:

  • If you were trapped in a blender, what would you do to get out? This question can help hiring managers assess a candidate's problem-solving skills.
  • If you did not have to work, what would you do? This question can give employers a sneak peek into candidates' lives outside of work and potentially gauge cultural fit.
  • If you were stranded on an island, which two items would you like to have with you? Employers may be trying to determine whether a candidate can overcome a tight spot with limited resources.
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5 Popular Candidate Excuses & How to Handle Them

Among the many skills a recruiter must carry in their tool kit is the ability to judge character.  Knowing who is the real deal and who is full of you know what is an ongoing battle in the heads of […]
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Why Job Descriptions Matter More Than You Think

So what's the trick? Put the information in the ad that allows you to decide if a candidate fits the need. If you need them to have a certain amount of experience, make sure it says so. If the job demands a certain amount of travel or offers a certain amount of flexibility, say so. If it is part-time with the potential of becoming full-time, say so. If you only want to read applications from people who have the necessary qualifications, say so.
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3 Employees to Include in Your Next Interview

When deciding who will join your next live video interview or in-person interview, it’s important to think about the interests of both the organization and the candidate.   Failing to choose a team that meets the needs of either side will […]
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Why Staffing Firms Are Implimenting Video Interviews

Why should a company choose your firm for their staffing needs? What sets your company apart from other agencies? As you well know, these are important questions that prospective clients ask to help make their decision. What answers will you give […]
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How to follow up after your interviews

“Follow-up is a must,” says Danny Kirkwood, director of recruitment and staffing for Town Sports International. “You’d be surprised how many candidates don’t follow up these days.” If you’ve ever been confused after a job interview about what expectations there are for communication, you’re not alone. But this follow-up slip-up could cost you a job opportunity if there are other candidates taking the extra step to stay involved in the hiring process till the end.

To avoid a follow-up faux pas, check out the video above for how to follow up after a job interview, and check out these resources below on how to ace every part of the interview.

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How One-Way Video Interviews Trump Phone Screens

Among the vast majority of our clients, one-way video interviews have completely replaced phone screens and has heightened their ability to screen for top candidates for their organizations. Below we list the three top reasons why our clients believe video […]
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How to Choose an HR Technology Vendor

Everyone knows that HR technology is critical to a winning talent acquisition strategy, but with the plethora of options available in the marketplace, how do you know what to choose? Where do you even start? What you really need is a technology solution that will help you evolve with the rapidly changing recruitment landscape — […]

The post How to Choose an HR Technology Vendor appeared first on TalentCulture.

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A Beginner’s Guide To The HR Tech Conference

The HR Technology Conference and Exposition (also know as HR Technology® or just ‘HR Tech’) is the world’s biggest and best conference on HR technology. Launched 17 years ago, the focus of HR Technology® is the business process and organizational success enabled by technology. This year’s event is expected to attract a whopping 4000 hr pros, […]

The post A Beginner’s Guide To The HR Tech Conference appeared first on TalentCulture.

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VIDEO: The Office ‘Bad Guy’ Explained

Not everyone needs to be liked at work. Many people find ways to handle—or even thrive in—the role of being the office "bad guy." WSJ looks at five ty...
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Digital Interviews as a Sales Training Tool

Digital interviews are most often used for talent acquisition, but over the years we've had a couple other use cases that have evolved organically and taken on a life of their own. One such case is the use of digital interviews for sales training.
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Video Interviews: “It’s Great to See You!”

Video interviews are more humanizing than a phone screen, resume screen, or written question screen -- by a mile!  There is something natural and comfortable about being able to see and interact with the person you are considering, especially when it comes to customer-facing roles.  Digital interviews make it possible, and easy!
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Lights, camera, job search: Interview tips from actors

In order to be successful, actors audition a lot; often anywhere from once a week to multiple times a day. Just like with interviewing, auditioning is often terrifying the first several times, and then it becomes (a little) less intimidating.
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Digital Interviews that Benefit Candidates and Employers

Digital interviews came into existence due to the needs of both employers and candidates, not just one or the other. We talk with our client companies (employers) every day, and we also speak with candidates every day, so we thought it would be insightful to summarize what we're hearing from both sides. The hiring process, after all, is meant to identify a mutual fit.
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Back up your passion with proof on CareerBuilder’s Find Your Calling website

Millions of young people want to find that truly meaningful career, but they struggle amid a deluge of options and unknowns. How can they predict what the economy will be like after graduation? Which occupations provide career security? What college education do they need, and where should they pursue it?

To help answer these questions, CareerBuilder created Find Your Calling, a free, national website that guides students and their parents to their ideal career and education, based on the students' interests and personality. Interactive and user-friendly, Find Your Calling lets visitors explore comprehensive, real-time labor market data for any occupation in the US—including job growth projections, salary ranges, businesses that are hiring, and relevant college programs.

Here's how it works. Find Your Calling starts with a simple personality test that assesses the student's likes and job-type preferences. It then produces a list of top careers and overviews of the required education, including associated majors and schools that specialize in the field. With just a few clicks, Find Your Calling helps connect students and future employers by providing simple but compelling data that is easy to digest and immediately actionable. And students can continue to mold their career path by coming back to the site as often as they like.

Find Your Calling has gained a lot of attention. It was first showcased at the White House during a meeting that addressed youth employment. From there, it has gained momentum as a resource to help students and their parents become more knowledgeable career and education consumers. Here is more on why we are doing this.

Open information and resources to empower your education
One of the groups that was hurt the most by the Great Recession was recent college graduates – many of whom paid a high price for making decisions about what areas of study and major they would pursue with little to no understanding of the economic consequences of such decisions. As a result, these graduates were faced with a lean job market that frequently them to take on jobs that didn't utilize their degree or require their level of education. Much of the economic recovery has been led by occupations that require more specialized and technical STEM related education and training. If they had known this, would graduates who entered the job market during the recession have repeated their education decisions?

A nationwide CareerBuilder study found that 41 percent of workers wish they had had more guidance when choosing their career.1 Moreover, another CareerBuilder study found that nearly 1 in 4 high school seniors (24 percent) said they have no idea what career they want to pursue.2

Matt Ferguson, CEO of CareerBuilder and co-author of "The Talent Equation," believes having the right economic information and insight can solve these issues. As he says: "The skills gap in our country is in large part an 'information gap.' Many young people are unaware of jobs that are in high demand, pay well, and are aligned with what they're passionate about. Find Your Calling is our way to help solve the youth unemployment problem in the U.S. and replace guesswork with eye-opening data needed to choose the right career. The information is presented in a fun, engaging way to empower students to take on 21st-century jobs."

It is more important than ever to help educate and empower today's students for the future. Find Your Calling does just that by helping users make informed decisions about their career path based on who they are and what they want to accomplish.

1 CareerBuilder's "The Shocking Truth About the Skills Gap" report, 2014

2 CareerBuilder's Q2 2015 nationwide survey of 210 high school seniors conducted by Harris Poll, June 2015

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5 Tips for Conducting Digital Interviews – Video

Getting started with digital interviews and looking for best practices that give you the edge? Here are five top tips to help you unlock the value of digital interviews. You'll be a digital interviewing pro in no time!
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3 Careers for Long-Term Success

Picking the right profession can result in better pay and job prospects for years to come. (more…)...
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Digital Interviews Found “The One” (out of 34)

Digital interviews humanize what could otherwise be an impersonal, resume-based screening process. In this post, we share how the process worked as we filled one of our recently open positions.
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Complimentary Subscription of HR Magazine

The publication contains editorial on benefits, training and development, employment and staffing, compensation, retirement planning, safety and security, awards and incentives, HR technology, relocation, management, diversity, international HR, as well as strategic planning.
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4 Tips to Schedule Interviews with Candidates Effectively

“Are you available Wednesday at 9? No? How about Thursday at 2?” To actually schedule interviews with candidates and agree on a time that works best for you and your candidate is similar to a not-so-fun game of tennis. You lob […]
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Case Study: Hoovers, Inc. Creates a Successful Talent Management Process

Hoover's turned to Zapoint SkillsMapper™, a unique employee career development tool that has transformed their succession planning process with a 'holistic' approach of “succession development.” SkillsMapper provides Hoover's with a collaborative, employee-driven learning framework that engages employees with a unique profile application that maps employees skills and qualifications against the future needs of the business. Download this case study to learn more about how Zapoint is helping Hoover's make better talent decisions.
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Why “Culture Fit” Means Nothing

Looking specifically for “culture fits” is one of the biggest mistakes a tech startup can make. Yet, with so many tech industry giants incessantly reiteratin...