Finding top-tier candidates in a tight job market is tough without the proper strategy to help you navigate the terrain. Here is what you need to know.Continue reading
“To ask the right question is already half the solution of a problem.”
- Carl Jung, Swiss Psychiatrist
In this day and age, the workplace isn’t what it used to be. The pandemic proved how valuable job security and satisfaction were for employees. When it comes down to the recruitment process, the job interview is often the defining moment for both employer and employee. In such a rapidly changing landscape, you as the employee, need to also have the assurance that your potential employer has your best interest at heart. You also need to be sure that there is room for growth and that they are adapting to the ever-changing landscape. This blog aims to give candidates and jobseekers alike a helping hand in framing some impressive questions that can not only help your chances at landing a job but also help you assess the company for compatibility. Without delay, let’s get into it!
Job Interview Question 1: What's Your Strategy for Surviving the Pandemic?
Don’t think of this as an offensive question. It’s completely fair for you as a potential future employee to want to know if your employer has a viable business model. You need to make sure you have some level of job security before diving in right? Besides, it’s no secret that a lot of companies went under during the pandemic-induced shutdowns. If not that, it’s been downsized or restructured. Everyone had to learn to adapt or drown, so you need to know how they survived so you can go forward.
It would also be a good idea to check if they have a plan to survive the next pandemic if there ever was one. Given the different variants out there and the consecutive waves across the globe, it’s hard to be certain of anything. Make sure your employer has a backup plan in place.
Your future rides on you asking the right questions during a job interview, so make it count!
Job Interview Question 2: How Did You Add Value During the Pandemic?
Keeping to the pandemic centric questions, this is another one. It was a time when the world was forced to come together. Industries relied on each other and had to go the extra mile to survive. Some companies like food delivery services and grocery stores became key social enablers that people depended on daily. Alcohol distilleries started manufacturing hand sanitisers in some parts of the world.
The point being, asking your prospective employer about how they added value to other businesses or society in general during this time is very insightful. They tell you a lot about the employer’s character and intentions.
Job Interview Question 3: What Are Your Policies on Flexible Work?
Most people have gotten used to the remote work model. It’s flexible and convenient most days. If not that, then a hybrid work model. Whatever the case, not many are in favor of the usual 9-to-5 work model. If you find yourself a part of this crowd, then you should ask your prospective employer if they have flexible work policies. If they don’t ask them what the average week looks like. This is a great job interview question to help you decide where you want to work.
Job Interview Question 4: What Are Your Future Plans?
If the pandemic taught us anything, it is that the future is uncertain. As a potential employee, it makes sense for you to want to know what your prospective company envisions for its future. What are they working towards and are you interested in being a part of that vision? Ask them about projects or strategies that they have in the pipeline.
"I will prepare and someday my chance will come."
- Abraham Lincoln, 16th U.S. President
Job Interview Question 5: What is the Work Culture Like?
To be able to grow or even work at a company, you need to know if you would get along with the other employees. Ask your employer about what the culture is like, how open and free the general atmosphere is most days and what they strive to achieve in that. This job interview question is very important because most employees quit after a few months. This is often due to the company culture not being what they expected.
Job Interview Question 6: What Does Career Growth Look Like in Your Company?
This job interview question has always been a relevant one. Coming back to the idea of job security. You need to know if there is room for career growth within the company. Ask them what incentives they provide, how often do they have their employee assessments, how much do they alter salary increments and even how often they promote people. There is no point in joining a company where you hit a dead-end in terms of career growth.
Skill Shortages in the Modern Workplace: How to Overcome It
“Don’t get distracted by the shiny object (and if a crisis comes), execute on the fundamentals.”
- Reed Hastings, CEO of Netflix
In recent years with the shift in work modes as a result of the pandemic, many have lost their jobs. This is partly also due to the changes in technology that were forced into commission as a result of the circumstances. The rapid changes in the needs of businesses left gaping canyons of disparity when it comes to skill shortages. As job demands increase and change new skills are being found to fill the gaps. This leaves some skills outdated, unfortunately.
When all is said and done, businesses are struggling to find the right skill sets to address the skill shortages they face. More than that, talent is also becoming scarce. Without the right recruitment strategy, the shrinking talent pool may eventually dry up. Having said that, in today’s blog, we will address these skill shortages by showing you what steps you can take to improve your hiring strategy.
Skill Shortages Tip #1: Focus on Hiring the Right Candidate
When skill shortages are concerned, it becomes critical to hire the right people at the right time. As you would imagine, with such a scenario, the competition is likely to be high for the existing talent pool. The more the competition, the longer it might take you to find the right person for the job.
The candidate also gets more leverage due to the high demand for their skills. This can lead to a high payout to land a certain candidate. However, even if you win this race, there is no guarantee that you will find the right candidate. The chances of hiring the wrong person go up in a shrinking talent pool. This is partly because you are just grabbing the first best opportunity you get. That’s why it’s important to take the time to assess your options and make sure you focus on hiring the right person.
Automated Reference Checking technology can be a great help in identifying the right candidate for you!
Skill Shortages Tip #2: Use the Right Technology for Better Quality
Sometimes all it boils down to is using the right technology. For instance one of the main reasons that the recruitment process takes so long, is the reference checking and cross verification. What if you had a tool that could help you automate that process so your hiring manager can focus on what matters. This is where automated reference checking like Credibled comes in.
Credibled was founded by highly experienced recruiting industry leaders to provide cost-effective, automated reference checking solutions. We have utilized reference checking services ourselves and felt that there is a lot of room for growth and change in the industry. We took our prior experience to develop an industry-leading software solution. In the fierce race to secure top talent, Credibled enables you to win the battle with transparent, accurate and accelerated reference checks.
Our powerful API gives you an unmatched verification experience in the recruitment process. This means that you can start building on our platform effortlessly and make your background checks faster, easier, and more accurate. So, it’s worth considering.
Skill Shortages Tip #3: Shoot for Better Employee Retention
Many hiring managers will tell you that losing your existing employees takes more of a toll on the company than hiring new ones. Therefore, when you do find the right person, make sure you employ strategies to retain them for the long run. However, before you can jump in and try to create an employee retention plan to address the skill shortages, you need to identify the reasons for low retention.
It could be a variety of different things from poor quality of management, tough work-life balance, poor cultural fit, or even a lack of opportunity to grow within the company. Then once you identify the issues, you can go about creating solutions to address them. For example, you could pay competitive salaries, offer on-the-job training, reward and appreciate employees for their efforts or just re-invent the culture of the company to make it more inclusive.
"Choose the right employees and then set them loose."
- Carlos Slim, Mexican Business Magnate
Skill Shortages Tip #4: Stay Connected With Your Talent Pool
During the recruitment process, you build a repository of candidates. The mistake most hiring managers make is that they forget about all the ones that didn’t make it past screening. This is perhaps one of the most valuable resources you can have in the fight against skill shortages. As time goes on, these individuals are constantly studying, training and gaining new skills that might be useful later down the line.
A talent pool is never stagnant. Hence, you need to stay in touch with them and do regular follow-ups. This is especially useful when you’re headhunting and in the race for top talent.
Skill Shortages Tip #5: Adapt Your Workforce to Suit Current Trends
As we mentioned earlier, the onset of the pandemic forced mass migrations in technology and workforce trends. Most of the world was working from home. People got a taste for it. Now, even with offices opening back up, a lot of workers prefer the flexibility of working from home, which directly conflicts with the workforce composition of many companies. What hiring managers need to do, is to rethink their hiring policies and workforce compositions going forward. This includes accommodating the needs of remote workers.
Hiring Metrics You Should be Tracking in 2022
“It is much more difficult to measure nonperformance than performance.”
- Harold S. Geneen, Ex-President of ITT Corporation
Attracting high-quality candidates seems to be one of the biggest challenges that hiring managers face these days. To help drive the odds in their favour, one would measure and track certain hiring metrics. These metrics serve the purpose of acting as indicators. They show you where you stand in terms of success. They also show how much you have to grow and the changes you need to make to get there. Keep in mind that there are plenty of hiring metrics to track when attempting to capture the cream of the crop. However, some metrics are more important than others.
Determining which ones are more important depends to how your business defines success. Having said that, for growing businesses, it can be tough to know which metrics to prioritize. Hence, we have put together a list of hiring metrics for you that you need in 2022. Regardless of the direction your business might go in, these indicators can be applied to a variety of scenarios!
Hiring Metrics #1: Hires per Month
Hires per month and headcount growth is some of the most universal metrics when it comes to recruitment. Tracking your hires per month is essential. It tells you how many people your company hires on an average monthly basis. On the other hand, the headcount growth is a figure that you can aim for over a period of time- sort of like a recruitment goal.
By having these two metrics measured and tracked side-by-side you can have hard facts that tell you how well you are performing. You could have just one of those metrics, but having both works together is ideal. This is especially good for a business that plans to consistently hire and expand. However, you need to make sure that the growth targets are realistic. Take into account the size and capacity of the hiring team, the market trends, the nature of the role and so on.
Hiring Metrics #2: Cost per Hire
While you track how often you hire people and how many you hire, it’s also important to measure the cost to the business. Remember, labour is not free and quality talent will make a dent in your budget. Now the cost to hire goes beyond just your employee’s salary. You have to take into consideration things like how much you’re paying a hiring agency (if applicable), the cost to be listed on a job board, membership fees for certain networks and so on. In some cases, you might even have to take into consideration the recruit’s relocation costs. All this will tell you how efficient your overall recruitment process is.
Hiring Metrics #3: Average Time per Interview
This metric is often mixed up with time to hire. The truth of the matter is, in the modern hiring landscape, the time to hire is too broad a concept. For example, the time to hire someone as a waiter will not be the same as the time it takes to hire an IT professional. These are two vastly different occupations with different hiring criteria and need to be handled as such. Therefore, having an average measure of time to hire, from the date of advertising the position to filling it, is unrealistic!
A better way to go about it is to measure the average time to interview candidates. This in itself will give you a measure of the time a candidate spends interviewing with your company. It will also give you additional data such as the candidate’s interviewing experience as well as your overall time to hire an individual. It’s a more compartmentalized approach, yet it works quite well for all intents and purposes.
Hiring Metrics #4: Probation Pass Percentage
Hiring a candidate that doesn’t stick around is a drain on your company’s time and resources. It is therefore all the more surprising how few companies consider post-hiring performance as an effective hiring metric. This is where the probation period comes in handy. By measuring the percentage of candidates that pass the probation, you can efficiently identify whether you’re hiring the right candidate. It will also give you a better idea of what kind of candidate might best fit the company culture and the quality standards you expect.
Yes, the probation pass numbers are a reflection of the recruitment efforts of your team or the recruitment agency that you employ. However, it is also a measure of the candidate’s willingness and aptitude. If there is a high percentage of candidates that fail the probation period, it could be that you are not hiring the right people or their skills aren’t measuring up to your expectations. In which case, you need to set clearer expectations and communicate the same when hiring. This metric is a good indicator of how to best alter the recruitment strategy.
Hiring Metrics #5: Measure Percentage of Inbound Hires
This is an important one. As a business with a working recruitment strategy, you need to know the percentage of your inbound hires. That is to say, how many people are approaching you, through the ads or job postings that you have put out. When you track this, you will get an idea of whether your recruitment efforts are reaching the right candidates and job market. If the inbound hires are not up to your expectations, then that means that you’re spending more time reaching out to candidates than they approach you.
Having a huge ratio of outbound hires to inbound hires could mean that the majority of your strategy isn’t reaching the right audience. It could also mean that it is reaching them, but not converting into anything of significance. This hiring metric will tell you how to adjust your advertising strategy and drive your efforts from that point.
Hiring Metrics #6: Offer Acceptance Rate
This is one of the more obvious hiring metrics, but a necessary one nonetheless. Of course, you need to track the offer acceptance rate to identify how often you achieve the goal of securing talent. However, you should consider this metric as a primary indicator for other feedback points. If the offer acceptance rate is low, then the hiring experience might be poor, or you could be taking too long to process the candidate. Having said that, you shouldn’t aim for an unrealistic, ‘perfect’ acceptance rate score either. Doing that could take away from the attention you give to the quality of the candidate experience or the candidate themselves. Neither extreme is good for business. Maintaining a 75% to 85% acceptance rate is ideal in most cases.