Beruflich Dokumente
Kultur Dokumente
Top 7 Questions
From Recruiters
INTRODUCTION
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1 How do you hire for
culture and diversity?
First, make sure you are pulling diversity into your pipeline.
You can accomplish that through your own active sourcing
efforts as well as thoughtful marketing of your positions in your
job ads. There are many tactical methods for ensuring a diverse
pipeline, and by prioritizing them, you ensure that managers
have the diversity in front of them to make the best decisions.
Second, you need to make sure you are training interviewers and
hiring managers to recognize and combat their own biases. In fact,
entire training sessions can (and likely should) be built around
eliminating unconscious bias from the candidate review process. It is
all too common for hiring managers to assume that because they do
their job well, people like them will be successful in a similar position.
They pigeonhole themselves into thinking that only a particular edu-
cational background or a particular kind of work experience will lend
itself to success in their teams. You can train against that by showing
the productivity and value of teams that have diversity of thought.
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Third, make sure you have a well-defined culture.
(Hint: “Work hard, play hard” is not a culture, it’s
recruitment marketing gimmick — don’t fall prey to that).
Many times a company’s culture forms accidentally
after much of the hiring has been done. Rather,
defining a company’s culture should be a deliberate
action taken as early as possible.
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2 How do you avoid making people
think they got the job while still providing
a positive candidate experience?
It’s no secret that the job market is candidate-driven. That means providing a great candidate
experience is more important than ever. Job seekers check out company interview reviews and
questions on Glassdoor to get a feel for what your company’s process is like. The more positive
experiences are reflected there, the more quality candidates will be interested in pursuing
a job at your company, which is why organizations that invest in a strong candidate experience
improve their quality of hires by 70%.
1. Source: Brandon Hall, The True Cost of a Bad Hire, September 2015
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3 What do you do with
serial re-schedulers?
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4 What are some
best practices for
sending out surveys
to candidates?
Many companies even keep a tablet or laptop ready at the reception area so
interviewees can quickly submit their feedback while the experience is still fresh in
PRO TIP their minds. Another way to do this is to include a call-to-action in your follow-up
email communications. It’s as simple as inserting a link to your Glassdoor
profile into the email with a phrase like, “Let us know what you thought about
interviewing at our company. We’d love to hear from you.”
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The third tip is to let candidates know
that the data isn’t tracked. Their feedback
is completely anonymous and will be used
simply to learn about and improve your
interview experience.
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5 What are the best interview
questions to ask?
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Try to discover candidates’ true motivations. An interview
isn’t just about evaluating applicants to find the best tool for the job;
it’s also about understanding whether the position is a good fit for the
person. Are their values and aspirations aligned well with what the job
and company can provide? If not, you’re asking for turnover, and the
need to backfill this position in the next 6-12 months. Save yourself the
work and find out up front if they will be happy with this experience.
Throw away the script. It’s fine to ask the same question of
multiple candidates, but your questions should come from your intake
meeting with hiring managers as you seek to build a detailed job
description and understand the day-to-day needs of the position.
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6 How do you make sure someone
is a great fit for the job, not just
the company and culture?
Focus on gauging their passion for the job itself, and dig deeper to
uncover their motivations. Ask the “why” behind their interest. You
may know quite a lot about the position, but candidates have their
own perception of it and what it can do for them.
It’s a great thing when candidates continue to bring up the company and culture, but a good
cultural fit won’t matter if they don’t enjoy the work or possess the skill set to excel at it. Even
if you love an organization, what you do every day and the team members you work with are
larger determining factors to your overall job satisfaction. Whether the applicant feels the
same way or not, your organization is likely to be better served in the long run by a candidate
who fits both the job and the company.
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7 How can you make
rejections positive?
Rejection is inevitable; the keys are when and how you do it. Timing
and tact are everything. Most candidate frustrations are the result
of not knowing — of being in the dark after interviewing or sending
their resume into the cosmos of your ATS. Every applicant should get
a response about the status of their candidacy or application, and
while rejections can sting, candidates will more often be grateful that
you took the time to communicate with them in some form.
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CONCLUSION
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About Glassdoor
Glassdoor is one of the largest and fastest growing job sites in the US today.1
Set apart by the tens of millions of reviews and insights provided by employees and
candidates, Glassdoor combines all the jobs with this valuable data to make it easy
for people to find a job that is uniquely right for them. As a result, Glassdoor helps
employers hire truly informed candidates at scale through effective recruiting
solutions like job advertising and employer branding products. Launched in 2008,
Glassdoor now has reviews and insights for approximately 700,000 companies in
more than 190 countries.2 To stay up to date on employer-related news, industry
trends and hiring tips, visit the Glassdoor for Employers Blog.
To get involved in the conversation on Glassdoor and start managing and promoting your employer brand,
email employers@glassdoor.com, call (415) 339-9105 or visit www.glassdoor.com/employers.
For the latest in recruitment marketing tips, best practices and case studies, follow us on Twitter: @GDforEmployers.