Julie Salerno's Posts - RecruitingBlogs2024-03-28T19:48:35ZJulie Salernohttps://recruitingblogs.com/profile/JulieSalernohttps://storage.ning.com/topology/rest/1.0/file/get/1526867005?profile=RESIZE_48X48&width=48&height=48&crop=1%3A1https://recruitingblogs.com/profiles/blog/feed?user=1axzib8cs0qcy&xn_auth=noGeneration Y Are You Leaving?tag:recruitingblogs.com,2015-05-07:502551:BlogPost:18847072015-05-07T13:30:00.000ZJulie Salernohttps://recruitingblogs.com/profile/JulieSalerno
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557555917?profile=original" target="_self"><img class="align-left" height="254" src="http://storage.ning.com/topology/rest/1.0/file/get/1557555917?profile=RESIZE_1024x1024" width="381"></img></a> 70% of <a href="http://www.forbes.com/sites/danschawbel/2011/11/22/whos-at-fault-for-high-gen-y-turnover/" target="_blank">Generation Y employees</a> are leaving job positions within the first two years of their onboarding programs. Since we spend a lot of our time helping companies source, screen and hire people, this stat is a little disconcerting. Add to that, the fact…</p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557555917?profile=original" target="_self"><img width="750" src="http://storage.ning.com/topology/rest/1.0/file/get/1557555917?profile=RESIZE_1024x1024" width="381" class="align-left" height="254"/></a>70% of <a href="http://www.forbes.com/sites/danschawbel/2011/11/22/whos-at-fault-for-high-gen-y-turnover/" target="_blank">Generation Y employees</a> are leaving job positions within the first two years of their onboarding programs. Since we spend a lot of our time helping companies source, screen and hire people, this stat is a little disconcerting. Add to that, the fact that Gen Y or Millennials are poised to become the largest generational pie piece of the workforce by 2020, and it’s a whopper of an issue!</p>
<h3><strong>Change the Hiring Process</strong></h3>
<p>Many times, recruiters are likely to be turned off by a candidate that spent a short amount of time with their past employers. Hiring managers are more attracted to those carrying experience and loyalty in fear of handling high costs of turnover rates. On the flipside, Stephen Coco and <a href="http://www.linkedin.com/pub/moira-ceconi-phr/b/269/854" target="_blank">Moira Ceconi</a>, Talent & HR Solutions for Xerox, believe the automatic turn-off response to short-term employees isn’t always the smart move.</p>
<p>Gen Y job hoppers may have been short-term employees in past positions due to involuntary termination or required internships during college which require short-term employment; past short-term positions do not always indicate the candidate is likely to cause termination in the future. Teach your sourcers or calibrate your ATS not to auto-reject these candidates, as the 24-monther is far more common today than he or she was prior to the 2008 recession.</p>
<p>Coco and Ceconi suggest inquiring why the candidate was only short-term in past positions within the <a href="http://greenjobinterview.com/2014/11/3-reasons-recruiters-thankful-video-interviewing/" target="_blank">very first video or phone interview</a>. Doing so will save recruiters time and money depending on the given answer; trusting the candidate gave an honest answer will aid recruiters on what should be done next in the recruiting process. You can include this simple question in a video screening interview.</p>
<h3><strong>Turnover Rates are Turnover Rates, Period.</strong></h3>
<p>Whether it’s a Gen Y employee leaving your company or a Baby Boomer, <a href="http://www.forbes.com/sites/danschawbel/2011/11/22/whos-at-fault-for-high-gen-y-turnover/" target="_blank">turnover rates</a> are going to cost you. Separation cost, replacement cost and training cost all have the potential to add up to 3x salary – yikes! Avoiding these high-cost turnover rates should be top of mind for all talent acquisition and HR Professionals.</p>
<h3><strong>Keeping Your Employees On Their Toes</strong></h3>
<p>Losing Gen Y employees is as simply done as losing the drive for fresh ideas in the workforce. As routine as we can be, it’s important to apply change in the office to keep your employees engaged and interested; this lowers chances of employees searching for new positions elsewhere. 56% of organizations report <a href="http://chinagorman.com/tag/aberdeen-group/" target="_blank">business leaders are implementing talent management</a> into their teams including: hiring, development and performance management.</p>
<p>Engagement throughout this process is another “must have”. For example, addressing workforce flexibility, getting involved with mentor/mentee programs and internal hiring programs are all engaging tactics to attract your employees. Mentor/mentee programs are a great way to expand knowledge throughout the office and inspire new ideas or build ideas toward in-progress projects.</p>
<p>Providing your employees a sense of purpose will ensure their stay. If employees are kicked to the side and not challenged to present the skill set they displayed during the interview process, they are more likely to go on to bigger and better opportunities. In fact, studies performed show as much as 75% of a <a href="http://www.forbes.com/sites/danschawbel/2011/11/22/whos-at-fault-for-high-gen-y-turnover/" target="_blank">businesses’ top employees</a> are likely to leave an organization after three years.</p>
<p>Apply new technologies and high trend software and hardware within your company to give your employees the opportunity to keep up with the times and expand their knowledge on our vastly changing world.</p>
<p dir="ltr"><strong><em>Bio: Julie Salerno, VP Sales</em></strong></p>
<p dir="ltr"><em>Julie Salerno provides guidance and leadership to <a rel="nofollow" href="http://greenjobinterview.com/">GreenJobInterview</a>’s sales team and is responsible for the ongoing growth of the company’s revenues and profitability. She is involved in strategic planning, helping to managing the company’s resources, and improving its business processes.</em></p>
<p dir="ltr"><em>Previously, she served as a partner and senior executive recruiter at Personnel Strategies, Inc.</em></p>
<p dir="ltr"><em><span id="docs-internal-guid-881ed2b9-0a3b-e962-06ed-9c7d7df84b1d">Tweet us at <a rel="nofollow" href="https://twitter.com/GrJobInterview">@GrJobInterview</a></span></em></p>
<p></p>The Recruiting Robot: Is Human Interaction Ancient News?tag:recruitingblogs.com,2015-04-28:502551:BlogPost:18803012015-04-28T12:30:00.000ZJulie Salernohttps://recruitingblogs.com/profile/JulieSalerno
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557553945?profile=original" target="_self"><img class="align-left" height="240" src="http://storage.ning.com/topology/rest/1.0/file/get/1557553945?profile=RESIZE_1024x1024" width="361"></img></a> Ever since the development of the electronic computer in the 1950s, we’ve been figuring out ways we can use technology to its fullest potential. The evolution of computers and the internet affects the recruiting process as well, including screening candidates and hiring new employees onto a team. Akin to the internet, video interviewing is on the rise as part of the…</p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557553945?profile=original" target="_self"><img width="750" src="http://storage.ning.com/topology/rest/1.0/file/get/1557553945?profile=RESIZE_1024x1024" width="361" class="align-left" height="240"/></a>Ever since the development of the electronic computer in the 1950s, we’ve been figuring out ways we can use technology to its fullest potential. The evolution of computers and the internet affects the recruiting process as well, including screening candidates and hiring new employees onto a team. Akin to the internet, video interviewing is on the rise as part of the recruitment process. What does this mean for HR professionals and hiring managers? Does the inclining popularity surrounding video interviewing mean fewer recruiter jobs in the future? Are robots replacing the human recruiter?</p>
<p>Fear not, as much as we love the automation technology provides, we still need recruiters and HR managers. Don’t sweat it. Here’s a few pointers on bridging <a title="3 Ways Recruiters Can Improve Their Applicant Screening Process" href="http://greenjobinterview.com/2015/01/3-ways-recruiters-can-improve-applicant-screening-process/" target="_blank">video interviewing and screening</a> with recruiters during the hiring process. You might be surprised to see just how human, human resources can be. </p>
<h3><strong>Algorithms Lack Character</strong></h3>
<p>One aspect humans can provide that technology will likely never replace is the human touch. Because these systems are designed to assess, match and sort; they can <a href="http://greenjobinterview.com/2014/03/6-reasons-switch-video-screening/" target="_blank">make sourcing and recruiting faster</a>, but humans are responsible for building the candidate experience. <strong> </strong><a title="5 Steps You Can Eliminate from Your Screening Process with Video" href="http://greenjobinterview.com/2014/05/5-steps-can-eliminate-screening-process-video/" target="_blank">Video applicant screening</a> is a favored tool by many HR professionals for a plethora of reasons including:</p>
<p>● Video Interviewing increases the total candidate pool</p>
<p>● Video Screening is user-friendly</p>
<p>● Using video in the interviewing process globalizes talent pool</p>
<p>● Interviewing via video can be less time-consuming</p>
<p>Although these benefits are wonderful for aggrandizing the quality of the talent pool, the human element of recruiting still plays a major role in the acquisition of qualified talent.</p>
<p>Leadership advisor for Fortune 500 CEOs and boards and author of <a href="http://www.mikemyatt.com/" target="_blank">Hacking Leadership</a>, <a href="http://www.mikemyatt.com/" target="_blank">Mike Myatt </a>(<a href="http://www.twitter.com/mikemyatt" target="_blank">@MikeMyatt</a>), says since the growing virtual talent pool is far larger than what recruiters would find on a job board, hiring managers have the ability to hire candidates with “must have” skills rather than the regular “nice to have” skill sets.</p>
<p>“Compromise has its place in business, but it has no role in the acquisition of talent,” says Myatt. He advises leaders not to be distracted by insignificant factors. The booming popularity in video screening has become extremely beneficial for recruiters, but also keep in mind judgement from an experienced recruiter is still crucial for <a href="http://www.inc.com/adam-vaccaro/the-future-of-recruiting-automation.html" target="_blank">current and future recruiters</a> to maintain.</p>
<p>The Adler Group says <a href="http://www.inc.com/adam-vaccaro/the-future-of-recruiting-automation.html" target="_blank">advancements are necessary</a> but not for making judgement calls. Technology can be implemented in the recruiting process by reviewing data and weeding out the less qualified candidates; eliminating this part of the process for the recruiter saves time that can be used to be attentive to choosing the most deserving candidate.</p>
<h3><strong>Home Sweet Office or Home Sweet Home?</strong></h3>
<p>Kevin Wheeler (<a href="https://twitter.com/kwheeler" target="_blank">@Kwheeler</a>), President and Founder of Global Learning Resources, Inc. says recruiters tend to make assumptions when <a href="http://greenjobinterview.com/2014/12/hr-video-interviewing-forever-enemies-fast-friends/" target="_blank">onboarding a new hire</a>. A lot of the time, hiring managers like to assume new hires prefer to come into the new office and become familiar with the new space. Although, this makes plenty of sense, many interviews and surveys conducted by ERE have shown that new hires admire the objectivity of virtual processes. Engaging videos during hiring and onboarding processes are shorter and more fun for the new hires.</p>
<p>Alternately, there are three generations in the workforce currently; with this, hitting all audiences is vital to maintain a wide range of candidates. For those new hires not technologically savvy, be mindful of the human interaction aspect of onboarding as well. <a href="http://www.linkedin.com/in/sarapollock" target="_blank">Sara Pollock</a> for ClearCompany writes that 20% of new hires are no-shows on the first day of work. This proves how crucial the human interaction is <a href="http://blog.clearcompany.com/why-the-human-side-of-onboarding-is-the-most-important-side" target="_blank">during the onboarding process</a> for certain hires.</p>
<h3> <strong>I’ll Pencil You In For...Whenever</strong></h3>
<p>CareerBuilder studies have shown 77% of the <a href="http://greenjobinterview.com/2014/03/6-reasons-switch-video-screening/" target="_blank">candidates searching for new jobs</a> already work full-time positions. How might this play out for interviewing and onboarding? This large pool of candidates who are already working don’t have to worry about missing part of their work day for an interview when they have the ability to complete one on their own time.</p>
<p>As for the recruiter’s benefit: recruiters, too, can improve their time management because they have less slots being filled with candidates filtering through the office. This leaves more time for recruiters and hiring managers to closely evaluate video interviews being sent through. The <a title="6 Reasons to Switch to Video Screening" href="http://greenjobinterview.com/2014/03/6-reasons-switch-video-screening/" target="_blank">video applicant screening process</a> is more efficient because the interviews can be generated by a software but reviewed by professional recruiters.</p>
<p>While technology has become one of our greatest helpers throughout the work day with quick searching, personal branding, engaging training and onboarding, we still need to apply ourselves to the process.</p>
<p dir="ltr"><strong><em>Bio: Julie Salerno, VP Sales</em></strong></p>
<p dir="ltr"><em>Julie Salerno provides guidance and leadership to <a rel="nofollow" href="http://greenjobinterview.com/">GreenJobInterview</a>’s sales team and is responsible for the ongoing growth of the company’s revenues and profitability. She is involved in strategic planning, helping to managing the company’s resources, and improving its business processes.</em></p>
<p dir="ltr"><em>Previously, she served as a partner and senior executive recruiter at Personnel Strategies, Inc.</em></p>
<p dir="ltr"><em><span id="docs-internal-guid-881ed2b9-0a3b-e962-06ed-9c7d7df84b1d">Tweet us at <a rel="nofollow" href="https://twitter.com/GrJobInterview">@GrJobInterview</a></span></em></p>5 Common Candidate Pains and What Recruiters Can Do About Themtag:recruitingblogs.com,2015-04-21:502551:BlogPost:18791392015-04-21T14:08:02.000ZJulie Salernohttps://recruitingblogs.com/profile/JulieSalerno
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557554055?profile=original" target="_self"><img class="align-left" height="253" src="http://storage.ning.com/topology/rest/1.0/file/get/1557554055?profile=RESIZE_1024x1024" width="380"></img></a> Today’s job market is run by candidates. Good candidates are getting harder to come by, and they’re <a href="http://www.fordyceletter.com/2013/12/12/more-offers-being-rejected-as-candidates-drive-market/" target="_blank">refusing job offers</a>. Recruiters are aware of this too: 79% of recruiters say the current market is candidate-driven.</p>
<p>So you have to make every…</p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557554055?profile=original" target="_self"><img width="750" src="http://storage.ning.com/topology/rest/1.0/file/get/1557554055?profile=RESIZE_1024x1024" width="380" class="align-left" height="253"/></a>Today’s job market is run by candidates. Good candidates are getting harder to come by, and they’re <a href="http://www.fordyceletter.com/2013/12/12/more-offers-being-rejected-as-candidates-drive-market/" target="_blank">refusing job offers</a>. Recruiters are aware of this too: 79% of recruiters say the current market is candidate-driven.</p>
<p>So you have to make every part of the hiring process easier for candidates and you have to build your brand a little bit better… a little bit sooner. Luckily, there are a few common sticking points candidates that you can easily fix before you lose your next candidate.</p>
<h3><strong>Convoluted Application Processes</strong></h3>
<p>If you need to find a common pain point for many of your current and future candidates, look no further than the application process. 60% of candidates say <a href="http://www.theoverturegroup.com/blog/ease-candidate-application-pain-points/" target="_blank">job applications are among the three most complex</a> forms they have to fill out, and it could cause problems for your candidate pool and your reputation. 23% of candidates who have problems applying don’t apply again, and 25% of talent acquisition professionals believe bad application processes prevent people from buying products from that company.</p>
<p><strong>What you can do: </strong>Simplify the process, of course! Don’t ask for irrelevant information like <a href="http://lifehacker.com/wait-until-a-formal-job-offer-before-handing-over-your-1641260619" target="_blank">a Social Security Number</a> or their last ten jobs until you extend a more formal job offer, and make sure applicants can upload their resume instead of having to copy and paste it into a field. 45-minute process? Let it go until you need that information (hint: that’s hiring day).</p>
<h3><strong>Setting Up An Interview</strong></h3>
<p>An estimated 74% of job seekers are <a href="http://www.tlnt.com/2011/03/08/survey-74-of-workers-are-passive-job-seekers-ready-to-consider-a-move/" target="_blank">“passive” job seekers</a>, meaning they may already have a job and aren’t actively looking for work. While passive job seekers are good for recruiters since having a job shows you’re already familiar with the work environment, scheduling an interview can be an issue, since you have to deal with their reduced availability. Candidates can find it difficult to be available even on the week they’re asked for an interview, and sticking a company’s strict schedule can make for a <a href="http://www.askamanager.org/2013/04/why-do-companies-make-it-so-hard-for-employed-candidates-to-interview.html" target="_blank">frustrating application process</a>. In an age when you can schedule anything, anywhere; candidates expect to be able to interview with some degree of flexibility. Fortunately you can give them that!</p>
<p><strong>What you can do: </strong>Be flexible. Unless you have to fill the job ASAP, there’s no reason an interview can’t happen on the candidate’s timeline, especially if they have to contend with a full-time work schedule. Using digital screening and video interviewing allows interviewers and candidates to handle interviews on their schedule and can gather multiple hiring managers in a flash! </p>
<h3><strong>Being Interviewed</strong></h3>
<p>Companies can make the interview itself a little easier. According to a survey done by AfterCollege, 34% of students cited the interview as <a href="http://employer.aftercollege.com/2014/students-really-think-recruiting-efforts/" target="_blank">the biggest problem with the application process</a>. It’s easy to understand why the interview would be the biggest sticking point for many candidates, since it’s often the most important part of the process and thus the most stressful. In fact, 92% of Americans experience <a href="http://greenjobinterview.com/2015/01/video-interview/" target="_blank">anxiety related to the interview process</a>, and this can cause a potential candidate to put an early end to the process.</p>
<p><strong>What you can do: </strong>Avoid the “<a href="http://labs.openviewpartners.com/how-to-avoid-a-long-interview-process/" target="_blank">Death by Interview</a>” process by asking only the most relevant questions during the interview, and keeping the number of interviews for important roles as low as possible. Silly questions that only seek to trip up the candidates should be eliminated and any possibility to streamline the interview process (with quick screenings, questions candidates can answer ahead or behind the scenes hiring manager collaboration) should be used! Don’t be the company that takes six months to extend an offer.</p>
<h3><strong>Slow Turnaround Times</strong></h3>
<p>When asked what companies could to do to <a href="http://employer.aftercollege.com/2014/students-really-think-recruiting-efforts/" target="_blank">make the application process easier</a> for them, 56% of students asked for faster response times when it came to updates about their application process. When juggling multiple offers, applications, and interviews, the faster you can get back to a candidate, the more likely they are to stick with you.</p>
<p><strong>What to do:</strong> Make getting back to your candidates a top priority. No one wants to wait months to hear about an interview, and if you have <em>that </em>many candidates, make sure to let candidates know that it could take a while to get back to them. Simple marketing hacks like autoresponders, a FAQs section on your website and nurturing campaigns at different stages of the interview process are all must-haves for even the smallest of recruiting departments.</p>
<h3><strong>Relying On Career Fairs</strong></h3>
<p>If you’re one of those companies relying on Career Fairs to get a quick survey of your candidates, you may not be getting through to candidates. The AfterCollege survey reports that 39% of students find that job fairs are too crowded, and they can’t talk to companies sparking their interest as a result. 26% of them have never even been to a job fair. If you’re looking for candidates at job fairs, you may want to reconsider your strategy (you’re missing a quarter of the applicants).</p>
<p><strong>What to do: </strong>Don’t make job fairs your primary recruiting method. Even if a candidate didn’t get the chance to talk to you at the fair, make sure they can apply online without missing a beat, and that your contact info is visible at your booth. Use your digital brand to reach out via both mobile and social and create a “can’t miss it” path on your website to your careers page or job advertisements.</p>
<p dir="ltr"><strong><em>Bio: Julie Salerno, VP Sales</em></strong></p>
<p dir="ltr"><em>Julie Salerno provides guidance and leadership to <a rel="nofollow" href="http://greenjobinterview.com/">GreenJobInterview</a>’s sales team and is responsible for the ongoing growth of the company’s revenues and profitability. She is involved in strategic planning, helping to managing the company’s resources, and improving its business processes.</em></p>
<p dir="ltr"><em>Previously, she served as a partner and senior executive recruiter at Personnel Strategies, Inc.</em></p>
<p dir="ltr"><em><span id="docs-internal-guid-881ed2b9-0a3b-e962-06ed-9c7d7df84b1d">Tweet us at <a rel="nofollow" href="https://twitter.com/GrJobInterview">@GrJobInterview</a></span></em></p>
<p></p>3 Ways Recruiters Can improve Their Applicant Screening Processtag:recruitingblogs.com,2015-04-15:502551:BlogPost:18777822015-04-15T14:54:05.000ZJulie Salernohttps://recruitingblogs.com/profile/JulieSalerno
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557553350?profile=original" target="_self"><img class="align-left" height="203" src="http://storage.ning.com/topology/rest/1.0/file/get/1557553350?profile=RESIZE_1024x1024" width="305"></img></a> Recruiting dates back to military beginnings in early Greece, Rome, and Egypt. While we still continue to use tactics from these ancient worlds, recruiters have found more effective <a href="http://greenjobinterview.com/2014/06/4-reasons-you-should-dive-in-video-interviewing/" target="_blank">ways to recruit employees</a>. In fact, here are three of the most successful ways…</p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557553350?profile=original" target="_self"><img width="750" src="http://storage.ning.com/topology/rest/1.0/file/get/1557553350?profile=RESIZE_1024x1024" width="305" class="align-left" height="203"/></a>Recruiting dates back to military beginnings in early Greece, Rome, and Egypt. While we still continue to use tactics from these ancient worlds, recruiters have found more effective <a href="http://greenjobinterview.com/2014/06/4-reasons-you-should-dive-in-video-interviewing/" target="_blank">ways to recruit employees</a>. In fact, here are three of the most successful ways recruiters and HR professionals can <a href="http://greenjobinterview.com/2014/12/6-screening-questions-always-ask-interview/" target="_blank">improve applicant screening.</a></p>
<h2 dir="ltr">Social Applicant Screening</h2>
<p dir="ltr">Double-tapping, tweeting and hashtagging are almost considered second nature in today’s age. The average American spends up to 11 hours per day on <a href="http://mashable.com/2014/03/05/american-digital-media-hours/" target="_blank">electronic media</a>. Whether it’s a status update or new hashtags for an event, professionalism needs to be maintained throughout all social sites. The various social mediums have consumed us both professionally and personally.</p>
<p dir="ltr">A report by Reppler reveals how recruiters use <a href="http://theundercoverrecruiter.com/infographic-how-recruiters-use-social-media-screen-applicants/" target="_blank">popular social screening</a> across the board. The results show 91% of HR professionals and hiring managers consider <a href="https://www.recruiter.com/i/3-new-ways-to-dig-up-digital-dirt/" target="_blank">social media a necessary applicant screening tool</a>. Furthermore, 76% of recruiters primarily screen Facebook, 53% of recruiters screen via Twitter and a small 48% of recruiters check LinkedIn.</p>
<p dir="ltr">The Reppler survey digs deeper and asks what big turn-offs for recruiters were when applicant screening socially. Common responses include:</p>
<ul>
<li dir="ltr"><p dir="ltr">Lying about qualifications</p>
</li>
<li dir="ltr"><p dir="ltr">Posting negative comments about past employers</p>
</li>
<li dir="ltr"><p dir="ltr">Posting inappropriate content</p>
</li>
<li dir="ltr"><p dir="ltr">Demonstrating poor or lack of communication</p>
</li>
</ul>
<p dir="ltr">Not all social screening desperately searches for candidate flaws. 68% of recruiters admit they have hired a candidate because of positive content displayed on social mediums. Positive posts from social review include:</p>
<ul>
<li dir="ltr"><p dir="ltr">Pleasant display of personality</p>
</li>
<li dir="ltr"><p dir="ltr">Social content showed creativity</p>
</li>
<li dir="ltr"><p dir="ltr">Proper set of reasonable professional qualifications</p>
</li>
<li dir="ltr"><p dir="ltr">Candidate provided usable references on social sites</p>
</li>
</ul>
<p dir="ltr">Just as you would in your resume and cover letter, honesty and your demeanor on social media are important to consider. While some might argue social screening to be an invasion of privacy, it’s public information that is fair game for anyone to view, even recruiters.</p>
<h2 dir="ltr">Let Your Candidate Shine</h2>
<p dir="ltr">If there’s one topic everyone likes to talk about, it’s personal success. Give your candidates an opportunity to brag about themselves and allow them to display some past projects. Looking through a portfolio before an interview can give recruiters an image of the candidate’s quality of work. Also, having a <a href="http://theundercoverrecruiter.com/recruiters-cv/" target="_blank">creative portfolio</a> in the hands of a recruiter can prompt them to ask how long the candidate took to work on a project, how effective their work has been in the past, what they did to promote it, etc.</p>
<p dir="ltr">Access to a portfolio is a better way for recruiters to view a candidate through a creative lens. Many times, job postings can pull between <a href="http://theundercoverrecruiter.com/infographic-how-recruiters-use-social-media-screen-applicants/" target="_blank">200-300 </a><a href="http://theundercoverrecruiter.com/infographic-how-recruiters-use-social-media-screen-applicants/" target="_blank">candidates</a>; which makes resumes and cover letters blur together. The ability to refer back to recorded content developed by the candidates removes these blurred lines. </p>
<h2 dir="ltr">One-Way Video Interviews</h2>
<p dir="ltr">The interview process frightens 92% of job seekers. Reduce stress by offering your candidates to participate in one-way video interviews. This style provides the candidate with a set of questions to answer and then the candidate can simply film themselves responding to the questions and submit recorded responses to the hiring manager. This reduces recruiting pains for nervous candidates and aids hiring teams with the following in:</p>
<ul>
<li dir="ltr"><p dir="ltr">Narrowing the talent pool</p>
</li>
<li dir="ltr"><p dir="ltr">Separating candidates when resumes/cover letters begin to blur</p>
</li>
<li dir="ltr"><p dir="ltr">Increasing convenience for both parties</p>
</li>
<li dir="ltr"><p dir="ltr">Providing a more relaxed first impression</p>
</li>
</ul>
<p>The ability to screen your candidates via video is vital when an individual is far from the headquarters office while giving recruiters a better understanding of a candidate’s communication style. Eliminating candidates quickly through screening can provide better results to find the best fit for your company culture. Implement social applicant screening, personal performance and <a href="http://greenjobinterview.com/" target="_blank">video interviewing</a> into your next round of recruits for a more manageable hiring process.</p>
<p dir="ltr"><strong><em>Bio: Julie Salerno, VP Sales</em></strong></p>
<p dir="ltr"><em>Julie Salerno provides guidance and leadership to <a rel="nofollow" href="http://greenjobinterview.com/">GreenJobInterview</a>’s sales team and is responsible for the ongoing growth of the company’s revenues and profitability. She is involved in strategic planning, helping to managing the company’s resources, and improving its business processes.</em></p>
<p dir="ltr"><em>Previously, she served as a partner and senior executive recruiter at Personnel Strategies, Inc.</em></p>
<p dir="ltr"><em><span id="docs-internal-guid-881ed2b9-0a3b-e962-06ed-9c7d7df84b1d">Tweet us at <a rel="nofollow" href="https://twitter.com/GrJobInterview">@GrJobInterview</a></span></em></p>
<p><strong><em> </em></strong></p>The 4 Elements of an Archaic HR Departmenttag:recruitingblogs.com,2015-04-09:502551:BlogPost:18767322015-04-09T14:37:52.000ZJulie Salernohttps://recruitingblogs.com/profile/JulieSalerno
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557558158?profile=original" target="_self"><img class="align-left" height="209" src="http://storage.ning.com/topology/rest/1.0/file/get/1557558158?profile=original" width="279"></img></a> Human Resources is still an invaluable pillar of any business venture, but the sentiment that it’s unnecessary is definitely out there. <a href="http://www.forbes.com/sites/kylesmith/2013/04/04/its-time-for-companies-to-fire-their-human-resource-departments/" target="_blank">HR can feel like a minefield</a> of byzantine bureaucracy, where something as simple as changing the…</p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557558158?profile=original" target="_self"><img src="http://storage.ning.com/topology/rest/1.0/file/get/1557558158?profile=original" width="279" class="align-left" height="209"/></a>Human Resources is still an invaluable pillar of any business venture, but the sentiment that it’s unnecessary is definitely out there. <a href="http://www.forbes.com/sites/kylesmith/2013/04/04/its-time-for-companies-to-fire-their-human-resource-departments/" target="_blank">HR can feel like a minefield</a> of byzantine bureaucracy, where something as simple as changing the address on a paycheck takes far more effort than it should. This toxic sentiment comes from a misunderstanding of what human resources was created to do. Manage and advocate for both employees and the companies that employ them!</p>
<p>We don’t think that, of course! HR is still a valuable department and can be as central to the operation of a business as any other division. If you don’t think Human Resources is important, just talk to the<a href="http://www.forbes.com/sites/kylesmith/2013/04/04/its-time-for-companies-to-fire-their-human-resource-departments/" target="_blank"> small business owners</a> who spend up to 46% of their time on HR issues. With that said, any department can fall a bit behind the times. If you think this might apply to your organization’s HR department, you may want to look at these 4 signs it needs a overhaul.</p>
<h2>Your HR Department Isn't Social</h2>
<p>In case any HR departments don’t see the writing on the wall, here’s a wake-up call: over 90% of <a href="http://www.job-hunt.org/social-networking/LinkedIn-job-search/attracting-recruiters-linkedin.shtml" target="_blank">recruiters use social media</a>. Simply stated, HR should follow suit. HR professionals can use social media for more than just recruiting, too. <a href="http://www.adweek.com/socialtimes/hr-social-media/492469" target="_blank">They can use it for team-building, onboarding, training, and communications</a>. If HR pros aren’t using social media to find the next new hire, organizations may as well play the recruiting game blindfolded.</p>
<h2>Your Recruiting Team Has Never Heard of Video Interviews</h2>
<p>Another sign of an outdated HR department is the lack of video interviewing efforts. Which is unfortunate considering 66% of <a href="http://greenjobinterview.com/2014/10/thats-amore-candidates-love-video-interviews/" target="_blank">candidates prefer video interviews</a>, and recruiters are beginning to listen. Video interviews are more cost-effective, time-efficient, and can be set up to work with just about any schedule. Your next hire may not live in the same city, so video interviews are invaluable when a candidate simply can’t attend an in-person interview.</p>
<h2>Your HR Pro Refuses to Put Salary Ranges in Their Job Ads</h2>
<p>Whether or not you should post the position salary in your job ads gets a lot of attention, and many companies – who are in every other way modern – don’t post their salaries for all to see. Even words as vague as “negotiable” or “competitive”<a href="http://www.flexjobs.com/blog/post/why-isnt-salary-always-listed-on-a-postin/" target="_blank">send the signal to candidates</a> the job is worth applying for, and many understand that they’ll have to discuss the terms of their salary.</p>
<p>However, in <a href="http://www.fordyceletter.com/2013/12/12/more-offers-being-rejected-as-candidates-drive-market/" target="_blank">a candidate-driven market</a>, you can’t afford to let talent slip away. If they don’t see a salary in the job posting, they’re bound to search around for what a salary for a similar position might be, which means they could already be looking somewhere else. This could lose potential hires, so consider clarity in compensation when creating the job posting.</p>
<h2>Hiring Managers Ask the Wrong Questions During Interviews</h2>
<p>Let’s not beat around the bush: 33% of <a href="http://theundercoverrecruiter.com/infographic-how-interviewers-know-when-hire-you-90-seconds/" target="_blank">interviewers will know in the first 90 seconds</a>of an interview whether or not they’ll hire the candidate. This means talent needs to make a positive impression quickly, and the interviewers have to ask the right questions to let them shine and affirm (or reverse) their initial impressions.</p>
<p>Questions like “Where do you see yourself in five years?” don’t do this. Candidates don’t always have answers to these questions and interviewers don’t need to hear them. Instead, consider asking<a href="http://www.ere.net/2014/05/08/6-interview-questions-to-ask-candidates-in-a-video-interview/" target="_blank"> more relevant questions</a> during the interview.</p>
<p>Your talent acquisition team doesn’t have to be archaic. Bring in popular technology to modernize your interviewing process and ask the right questions to make the most of the time you have with candidates. Don’t risk losing candidates because your recruitment department has become antiquated.</p>
<p dir="ltr"><strong><em>Bio: Julie Salerno, VP Sales</em></strong></p>
<p dir="ltr"><em>Julie Salerno provides guidance and leadership to <a rel="nofollow" href="http://greenjobinterview.com/">GreenJobInterview</a>’s sales team and is responsible for the ongoing growth of the company’s revenues and profitability. She is involved in strategic planning, helping to managing the company’s resources, and improving its business processes.</em></p>
<p dir="ltr"><em>Previously, she served as a partner and senior executive recruiter at Personnel Strategies, Inc.</em></p>
<p dir="ltr"><em><span id="docs-internal-guid-881ed2b9-0a3b-e962-06ed-9c7d7df84b1d">Tweet us at <a rel="nofollow" href="https://twitter.com/GrJobInterview">@GrJobInterview</a></span></em></p>How and When to Hire a Contingent Workertag:recruitingblogs.com,2015-03-30:502551:BlogPost:18743822015-03-30T10:30:00.000ZJulie Salernohttps://recruitingblogs.com/profile/JulieSalerno
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557556841?profile=original" target="_self"><img class="align-left" height="264" src="http://storage.ning.com/topology/rest/1.0/file/get/1557556841?profile=RESIZE_1024x1024" width="396"></img></a> Contingent workers have the “always on” mentality. The self-employed workers live and breathe time management since they work according to their own schedule. They also pick and choose how many clients they want to have. This means contingent employees must use their time wisely and take advantage of any time-saving tactics available. Managers with tight hiring budgets can…</p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557556841?profile=original" target="_self"><img width="750" src="http://storage.ning.com/topology/rest/1.0/file/get/1557556841?profile=RESIZE_1024x1024" width="396" class="align-left" height="264"/></a>Contingent workers have the “always on” mentality. The self-employed workers live and breathe time management since they work according to their own schedule. They also pick and choose how many clients they want to have. This means contingent employees must use their time wisely and take advantage of any time-saving tactics available. Managers with tight hiring budgets can benefit from onboarding contingent workers for special projects or part-time needs. While contractors can save managers time and money, there are a few steps to consider before taking a leap into hiring the contingent workforce.</p>
<h2 dir="ltr">The Monetary Benefits of Hiring a Contingent Employee</h2>
<p dir="ltr">Those who work independently contribute <a href="http://benrmatthews.com/2014/09/freelance-statistics-2015/" target="_blank">$715 billion in earnings to our economy</a> (high five!). Why do managers want to onboard contingent workers (or independent contractors) anyway? While contingent workers can make 20-40% more than <a href="http://www.nolo.com/legal-encyclopedia/being-consultant-freelancer-or-contractor-29593.html" target="_blank">the traditional 9-5 employee</a>, employers are not responsible for paying Social Security taxes, unemployment compensation taxes, workers’ compensation coverage or provide employee benefits such as health insurance and paid time off. These costly expenses employers normally have to pay for with traditional employees drop when considering an independent contractor.</p>
<h2 dir="ltr">Accommodating Time Crunches</h2>
<p dir="ltr">When a new full-time employee doesn’t fit the budget, managers and their companies can benefit from hiring an independent worker. 14.3% of independent workers are also considered “moonlighters”– meaning, the IC works a traditional employee while managing private consulting and side jobs for extra cash. Hiring managers rushing to get a big project done, but without the budget for a new salaried employee can benefit from this subset of the workforce.</p>
<h2 dir="ltr">Best Practices For Scheduling Interviews</h2>
<p dir="ltr">Because many contingent workers are juggling multiple projects, hiring one calls for mobility and flexibility. One way to accommodate the needs of a contingent worker’s time is by integrating mobile interviewing within your company. This allows for on-the-go interviews when hiring for specific, part-time projects while maintaining face-to-face contact and creating a reduced time-to-hire.</p>
<p dir="ltr">Companies around the globe are seeking contingent employees, which means your hiring process should be global and scalable. Contingent employees selling their skills across the world have a high need for web contact with potential employers. <a href="http://greenjobinterview.com/2014/12/6-screening-questions-always-ask-interview/" target="_blank">Two-way video interviews</a> can save employers and employees up to 67% on regular <a href="http://greenjobinterview.com/2014/01/going-global-in-your-hiring-process/" target="_blank">travel costs</a> while creating professional interpersonal relationships before, during and after the hire.</p>
<p dir="ltr"><a href="http://internationalfreelancersacademy.com/6-practical-time-management-strategies-for-freelancers-and-solos/" target="_blank">Saving the candidate and the company</a> time and money starts with the scheduling time. Preparing for an interview or call takes on average 10-15 minutes, so it’s common for most people to run 5 minutes late for a meeting or phone call. Because meetings and interviews generally take 45 minutes, start the interview 15 minutes past the hour. Candidates are likely to have plenty of time to prepare themselves for the interview and can comfortably give you their full attention.</p>
<h2 dir="ltr">Accessibility</h2>
<p dir="ltr">Since a large percent of independent contractors do have day jobs, they may not have much free time after hours. This is where <a href="http://greenjobinterview.com/our-solutions/mobile/" target="_blank">mobile interviewing</a> can benefit the candidates managers wish to hire. There are many options for the user of the video interviewing software via a mobile app to speak with hiring managers at their convenience. Having access to mobile interviews maximizes opportunity for both the candidate and the company using the video interviewing software.</p>
<p dir="ltr"><strong><em>Bio: Julie Salerno, VP Sales</em></strong></p>
<p dir="ltr"><em>Julie Salerno provides guidance and leadership to <a rel="nofollow" href="http://greenjobinterview.com/">GreenJobInterview</a>’s sales team and is responsible for the ongoing growth of the company’s revenues and profitability. She is involved in strategic planning, helping to managing the company’s resources, and improving its business processes.</em></p>
<p dir="ltr"><em>Previously, she served as a partner and senior executive recruiter at Personnel Strategies, Inc.</em></p>
<p dir="ltr"><em><span id="docs-internal-guid-881ed2b9-0a3b-e962-06ed-9c7d7df84b1d">Tweet us at <a rel="nofollow" href="https://twitter.com/GrJobInterview">@GrJobInterview</a></span></em></p>Employer Branding: The Never Ending Storytag:recruitingblogs.com,2015-03-24:502551:BlogPost:18738072015-03-24T10:30:00.000ZJulie Salernohttps://recruitingblogs.com/profile/JulieSalerno
<blockquote><p><i><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557558050?profile=original" target="_self"><img class="align-left" height="180" src="http://storage.ning.com/topology/rest/1.0/file/get/1557558050?profile=RESIZE_1024x1024" width="270"></img></a> “</i><a href="http://jorgensundberg.net/top-10-personal-branding-quotes-those-who-made-it/" target="_blank"><i>Branding demands commitment</i></a><i>; commitment to continual re-invention; striking chords with people to stir their emotions; and commitment to imagination. It is easy to be cynical about such things, much harder to be successful.” – Sir Richard…</i></p>
</blockquote>
<blockquote><p><i><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557558050?profile=original" target="_self"><img width="750" src="http://storage.ning.com/topology/rest/1.0/file/get/1557558050?profile=RESIZE_1024x1024" width="270" class="align-left" height="180"/></a>“</i><a href="http://jorgensundberg.net/top-10-personal-branding-quotes-those-who-made-it/" target="_blank"><i>Branding demands commitment</i></a><i>; commitment to continual re-invention; striking chords with people to stir their emotions; and commitment to imagination. It is easy to be cynical about such things, much harder to be successful.” – Sir Richard Branson, CEO of Virgin</i></p>
</blockquote>
<p>Branding is not an idle thing. It has been compared to an airplane because once a company gets the big metal bird off the ground, the flight is not over. If left to soar without any propulsion, a brand will surely lose all height it may have gained at one time. While the effort to<span> </span><a href="http://www.ere.net/2014/12/10/employers-say-employer-branding-is-working/" target="_blank">create a strong employer brand</a> seems challenging, companies are finding that it works. Out of more than 100 respondents from varying sizes of organizations, 80% believe that their successful branding has brought down costs, increased top candidate applications and made them top of mind as employers of choice.</p>
<h3><span>WHAT’S THE BIG DEAL?</span></h3>
<p>Employer brand, like company culture, is definitely receiving a few bad reps. That’s mostly because many companies are seen throwing big budgets and employee time trying to simply improve what many consider something out of their own hands. While it’s true that employer branding is more than an internal campaign and new logo, it isn’t completely out of a company’s control. Yes, most companies cannot build a brand like Google or Coca Cola, but that doesn’t mean the initiative to create a strong and positive reputation is wasted. Brandemix found in their Employer Branding Survey that 55% of companies attribute a recent employer branding initiative to an<span> </span><a href="http://brandemix.com/presentation/2014-employer-branding-survey/" target="_blank">increase in career site traffic</a>, employee engagement and quality of hire.</p>
<h3><span>START THE JOURNEY OFF RIGHT</span></h3>
<p>The biggest advocates of employer brand are the ones who come into the office everyday and keep the company afloat. <a href="http://blog.ongig.com/employer-branding/3-tips-to-start-with-employer-branding" target="_blank">That is right, </a><a href="http://blog.ongig.com/employer-branding/3-tips-to-start-with-employer-branding" target="_blank">employees are the brand ambassadors</a> and should be considered when taking steps to improve it. For hard facts, put together a short employee survey (like the one below) that will gather what employees feel the company is doing correctly while revealing what may need improvement. Consider new hires as well. Ask questions about expectations and if they were met or fell short. Leave nothing off the table because employees want honesty. In fact,<span> </span><a href="https://www.linkedin.com/pulse/20140729172514-10000795-92-of-employees-list-honesty-as-the-number-one-thing-they-want-from-a-manager" target="_blank">92% of employees say they find honesty</a> to be the number one most important trait found in managers.</p>
<p>While hard facts and employee opinions are important to the development of employer brand, there is something important in the softer side of the company. This is the story that the employer wants to tell, the environment the company has created and wants to continue creating. Bring in social media and published content to not only report the things the company is doing well, but to tell the story of the company.<br/> Employee outings, the office culture, appropriate jokes and projects all have a place in the eye of the public. The result could be happier, more proud employees and a higher income of interested, qualified applicants. Not to mention, it is more likely that employees will <a href="http://theundercoverrecruiter.com/hire-perfect-grad/" target="_blank">refer candidates to the company</a>. Referred candidates are 3-4 times more likely to be hired and have lower turnover rates.</p>
<h3><span>NO END IS A HAPPY END</span></h3>
<p><span><span>There is </span><a href="http://www.marketingprofs.com/chirp/2014/24245/what-does-social-media-growth-look-like-infographic" target="_blank">no end to employer branding</a><span> and while that seems exhausting, it’s actually wonderful news. While it demands attention, cultivating reputation means there is something worth growing behind it. A company doesn’t sit stagnate, so neither should it’s brand. In 2010, Facebook had 600+ million users, Twitter had 26 million and Google+ didn’t even exist. In just 3 years, Facebook grew to 1.15 billion, Twitter hit 554.7 million and Google+ had 1 billion registered users. The point is, times change and not one company is left unaffected in some way by new technology, trends and protocols. What was hip three years ago, may not be the end all be all today.</span></span></p>
<p><span><span>If an organization stops moving with employee wants, it will probably begin losing appeal to candidates as well. The most comprehensive employer branding stories don’t just take distribution channels, </span><a href="http://blog.clearcompany.com/7-statistics-that-will-change-your-mind-about-talent-forecasting" target="_blank">internal programs or managerial training</a><span> as the solution; they devise strategies that incorporate all these things. Companies are reporting that employee branding initiatives are working and leaving positive effects in their wake, but only when planned and executed properly. While some argue that employee branding is nothing to be concerned with, others are growing better relationships with their employees and developing ways to attract and retain talent.</span></span></p>
<p dir="ltr"><strong><em>Bio: Julie Salerno, VP Sales</em></strong></p>
<p dir="ltr"><em>Julie Salerno provides guidance and leadership to <a rel="nofollow" href="http://greenjobinterview.com/">GreenJobInterview</a>’s sales team and is responsible for the ongoing growth of the company’s revenues and profitability. She is involved in strategic planning, helping to managing the company’s resources, and improving its business processes.</em></p>
<p dir="ltr"><em>Previously, she served as a partner and senior executive recruiter at Personnel Strategies, Inc.</em></p>
<p dir="ltr"><em><span id="docs-internal-guid-881ed2b9-0a3b-e962-06ed-9c7d7df84b1d">Tweet us at <a rel="nofollow" href="https://twitter.com/GrJobInterview">@GrJobInterview</a></span></em></p>Today's Workforce Cares About Social Causestag:recruitingblogs.com,2015-03-18:502551:BlogPost:18726692015-03-18T14:40:18.000ZJulie Salernohttps://recruitingblogs.com/profile/JulieSalerno
<p><em><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557553926?profile=original" target="_self"><img class="align-left" src="http://storage.ning.com/topology/rest/1.0/file/get/1557553926?profile=original" width="300"></img></a> “If we’re destroying our trees and destroying our environment and hurting animals and hurting one another and all that stuff, there’s got to be a very powerful energy to fight that. I think we need more love in the world. We need more kindness, more compassion, more joy, more laughter. I definitely want to contribute to that.” – …</em></p>
<p><em><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557553926?profile=original" target="_self"><img src="http://storage.ning.com/topology/rest/1.0/file/get/1557553926?profile=original" width="300" class="align-left"/></a>“If we’re destroying our trees and destroying our environment and hurting animals and hurting one another and all that stuff, there’s got to be a very powerful energy to fight that. I think we need more love in the world. We need more kindness, more compassion, more joy, more laughter. I definitely want to contribute to that.” – </em><em><a href="http://www.brainyquote.com/quotes/quotes/e/ellendegen451776.html" target="_blank">Ellen DeGeneres</a></em></p>
<p>Millennials are overwhelmingly concerned with the environment and social causes. Noted to be the <a href="http://switchandshift.com/why-millennials-are-the-new-greatest-generation" target="_blank">most civic-minded generation</a> since the <a href="http://www.careerplanner.com/Career-Articles/Generations.cfm" target="_blank">Greatest Generation</a> (those born between 1910-1925), they have strong opinions on the sustainability of our societies and natural resources.</p>
<p>As fresh graduates enter our office doors, they are compelled to participate in activities that contribute to the preservation of our environment and closing the income gap in the workplace. They are attracted to companies that have an indoctrinated corporate responsibility for social causes. With the heightened interest in these causes, the following statistics aren’t that astounding. The surprising factor for some Baby Boomers, however, is the <a href="http://www.google.com/url?q=http%3A%2F%2Fwww.buzzback.com%2Fblog%2Fmillennials-sustainability%2F&sa=D&sntz=1&usg=AFQjCNHRgFl_OCNsUCQS96U3Mqil_KFFOg" target="_blank">sheer Millennial accountability</a> for these hot issues in the first place.</p>
<p>Millennials share our concern for environmental preservation. We are focused on creating environmental sustainability by eliminating the need for travel and reducing the mounds of paper generated during the entire hiring process. The <a href="http://press.clintonglobalinitiative.org/press_releases_cgiu/president-clinton-secretary-clinton-and-chelsea-clinton-announce-695-new-commitments/" target="_blank">Clinton Global Initiative University</a> released a survey in March delineating the Millennial concern for the global community. Of those polled, education, economy, and human rights were of the utmost concern this year. 62% of respondents said they feel their generation is “better equipped to handle the greatest issues facing society.” Furthermore, 79% said they are “optimistic about the direction of their local community.” When those entering the workforce today are the leaders of tomorrow, we’ll see increased dedication to sustainable initiatives and scalable technology.</p>
<blockquote><p><em>“Business as usual is changing. While once companies saw sustainability issues as risks to be managed, many now also see sustainability as a source of innovation that drives growth and profitability.” – </em><a href="https://www.unglobalcompact.org/resources/811" target="_blank"><em>The Value Driver Model</em></a><em>: A tool for communicating the business value of sustainability</em></p>
</blockquote>
<p>Companies that use resource-saving technology attract these young job seekers. Corporate social responsibility is a key factor in attracting and ultimately retaining Millennials. The generation as a whole has a <a href="http://www.pbs.org/newshour/rundown/millennials-changing-jobs-less-frequent-rate-prior-generations/" target="_blank">lower turnover rate</a> than the generations preceding them. After the recession, only 35% of Millennials changed jobs each year – a 25% decrease since 1980. The 20-somethings remain loyal to organizations that are dedicated to sustaining environmental preservation. Companies looking to attract these types of candidates should invest in a CSR program and put significant effort behind its communication and implementation.</p>
<p>Last year, Pew Research Center found that 75% of Millennial women and 57% of Millennial men said that more changes are needed to <a href="http://www.pewsocialtrends.org/2013/12/11/on-pay-gap-millennial-women-near-parity-for-now/" target="_blank">bridge the gender gap in compensation</a>. Furthermore, 60% of Millennial women and 48% of Millennial men say that women do the same amount of work, yet still get paid less than their male counterparts. Despite the fact that there is a greater awareness now than 20 or even 30 years ago, there is still much to be done about the disparity in male to female pay in the workplace. Karen Wimbish, Director of Retail Retirement at Wells Fargo Bank, said:</p>
<blockquote><p><em>“I thought that if ever there was a group that would have some parity of income, it would be this one.”</em></p>
</blockquote>
<p>Unfortunately, evidence says otherwise. Although Millennials want to create and sustain equal pay in the workplace, the Millennial man makes about 27 cents per hour <a href="http://www.theguardian.com/money/us-money-blog/2014/jun/12/gender-income-inequality-millennial-women-men" target="_blank">more than the Millennial female</a>. That equates to about $77,000 per year for men and $56,000 for women. This gap is slightly wider than the national average. The national average differs by industry and state; 11 states have <a href="http://www.pewtrusts.org/en/research-and-analysis/blogs/stateline/2014/01/23/size-of-gender-pay-gap-varies-by-state-job" target="_blank">equal pay legislation</a> that was introduced in 2013. By implementing fair interviewing practices and committing to compensation parity within your workplace, you can make your workplace a leader in this area (and do the right thing to boot!)</p>
<p>Millennials share the same concern for sustaining environmental and corporate health. Companies who foster a sense of corporate responsibility for social and natural sustainability attract fresh college graduates. Millennials, despite the uphill battle against them, strive towards an increase in technology as to reduce the use of natural resources. Because they are the most civic-minded generation since their grandparents and great-grandparents, they are interested in fixing the gender compensation gap. </p>
<p dir="ltr"><strong><em>Bio: Julie Salerno, VP Sales</em></strong></p>
<p dir="ltr"><em>Julie Salerno provides guidance and leadership to <a rel="nofollow" href="http://greenjobinterview.com/">GreenJobInterview</a>’s sales team and is responsible for the ongoing growth of the company’s revenues and profitability. She is involved in strategic planning, helping to managing the company’s resources, and improving its business processes.</em></p>
<p dir="ltr"><em>Previously, she served as a partner and senior executive recruiter at Personnel Strategies, Inc.</em></p>
<p dir="ltr"><em><span id="docs-internal-guid-881ed2b9-0a3b-e962-06ed-9c7d7df84b1d">Tweet us at <a rel="nofollow" href="https://twitter.com/GrJobInterview">@GrJobInterview</a></span></em></p>Reduce Your Time-to-Hire with These 3 Tipstag:recruitingblogs.com,2015-03-04:502551:BlogPost:18698582015-03-04T16:03:47.000ZJulie Salernohttps://recruitingblogs.com/profile/JulieSalerno
<p><a href="http://greenjobinterview.com/wp-content/uploads/2014/12/Time-to-Hire-300x214.jpg" target="_blank"><img class="align-left" src="http://greenjobinterview.com/wp-content/uploads/2014/12/Time-to-Hire-300x214.jpg?width=300" width="300"></img></a> The bane of a recruiter’s job… not finding the right candidate. Most recruiters want to find the right candidate in the right amount of time without sacrificing candidate experience. Sounds easy enough, so why is it so hard? <a href="http://thehiringsite.careerbuilder.com/2014/12/10/hr-trends-myths-2015/" target="_blank">Tim Sackett recently wrote about how simple…</a></p>
<p><a href="http://greenjobinterview.com/wp-content/uploads/2014/12/Time-to-Hire-300x214.jpg" target="_blank"><img src="http://greenjobinterview.com/wp-content/uploads/2014/12/Time-to-Hire-300x214.jpg?width=300" width="300" class="align-left"/></a>The bane of a recruiter’s job… not finding the right candidate. Most recruiters want to find the right candidate in the right amount of time without sacrificing candidate experience. Sounds easy enough, so why is it so hard? <a href="http://thehiringsite.careerbuilder.com/2014/12/10/hr-trends-myths-2015/" target="_blank">Tim Sackett recently wrote about how simple sourcing</a> is (or at least it’s easier than ever before).</p>
<p>While there are no overnight ways to speed up your job process, there are processes you can put in place that will allow you to reduce your time to hire, and just in time for a new year!</p>
<h3><strong>1. </strong><strong>IT ALL STARTS WITH A JOB DESCRIPTION</strong></h3>
<p>First things first. Create a job description marketed towards job seekers. I know it’s easier to use what you used last time but if it’s not the most effective messaging you have, what’s the point? Using the same tired language you always have gurantees that the best candidates will tune you out or worse perceive that you take forever to hire.</p>
<p>Organizational lingo and boring descriptions are two of the quickest ways to detract from the position and your company. Instead, insert a touch of company culture into the job description with pictures, tone and even a sense of humor. While it’s important to be creative, it’s crucial to be honest about what your company is and isn’t. A candidate applies for the position with the understanding that the image you’ve painted in the job description is true. If they get to the interview and realize they were (sadly) mistaken, they may reject a job offer. Rachelle Falls (<a href="https://twitter.com/CorporateHRGirl" target="_blank">@CorporateHRGirl</a>), Founder & Engagement Strategist of Sun Strategies, said:</p>
<blockquote><p><em>“If you find that your </em><a href="https://www.linkedin.com/pulse/article/20141007154222-10276635-how-to-identify-cultural-fit-hr" target="_blank">employer brand</a><em> looks one way on the outside but is not the same internally, work to make those changes. Think of it this way: your brand visibility is like a children’s storybook. A great book has consistent messaging throughout, with illustrations that support the messaging. The story is clear. However, if your story doesn’t match the pictures, candidates can’t follow along. It’s confusing, prompts anxiety, and causes more questions about what the job will really look like.”</em></p>
</blockquote>
<h3><strong>2. </strong><strong>EXPEDITE THE INTERVIEW PROCESS</strong></h3>
<p>This doesn’t mean sacrificing quality for speed. Candidate experience still affects an employer brand. Instead, eliminate unnecessary steps during the hiring process. Have three or four interviews before the team thinks about making a hiring decision? Assess whether those are necessary. Worried about applicant flow when you’ve got the CEO interviewing every candidate? Running the interview process longer than it<em>honestly </em>needs to go, can cost you valuable candidates. Moreover, hiring slower does <em>not </em>improve the quality of the candidate pool either, according to Dr. John Sullivan (<a href="https://twitter.com/DrJohnSullivan" target="_blank">@DrJohnSullivan</a>), HR thought leader. He continues to say:</p>
<blockquote><p><em>“</em><a href="http://www.ere.net/2014/04/21/the-top-12-reasons-why-slow-hiring-severely-damages-recruiting-and-business-results/" target="_blank">Slow hiring</a><em> may actually doom your firm to an extended period where you only hire average or slightly above-average candidates. Recruiters may offer the excuse that the weak applicant pool that they presented is a result of the highly competitive marketplace, but in many cases the actual reason may be a slow hiring process that only exists at your firm.”</em></p>
</blockquote>
<h3><strong>3. </strong><strong>TRAIN YOUR HIRING TEAM</strong></h3>
<p>Properly educate the hiring decision makers on what the position needs. If they are unaware of the kind of candidate they are looking for in the first place, how can they find a new hire in a timely manner? Without a trained hiring team with a direct line to the hiring manager, they are left to figure out the best candidate qualities as they screen. This can leave some candidates at a disadvantage and it lengthens the entire process. Dedicate a little extra budget to educating your hiring team on the best practices for the organization’s hiring process. Yes, it is money up front,<em>however, </em>that money upfront can save the organization in the extra costs that come from having an under-trained team. Margery Weinstein (<a href="https://twitter.com/MargeryW" target="_blank">@MargeryW</a>), Senior Associate Editor at Training Magazine, says:</p>
<blockquote><p><em>“When managers work with your Human Resources department to post job ads, how much guidance are they given about the next step – the applicant’s interview? Recruitment and applicant interview techniques should be part of the new </em><a href="http://www.trainingmag.com/what-have-you-trained-your-hiring-managers-value" target="_blank">manager training</a><em>, and maybe it usually is, but as a person who has been on the receiving end of the process, it often seems like the hiring manager is flying blind.”</em></p>
</blockquote>
<p>When you have several people involved in the hiring process, it can be difficult to reduce your time-to-hire. With different video interviewing platforms, however, you can save time and money by interviewing candidates and sharing the interview with those involved. Video interviewing can save time during the interview process by removing the need to travel to the interview. It can save money by shortening the interview process. Train your hiring managers on the best practices for hiring processes and have the team formulate a well-rounded job description so you attract the right candidates from the beginning.</p>
<p dir="ltr"><strong><em>Bio: Julie Salerno, VP Sales</em></strong></p>
<p dir="ltr"><em>Julie Salerno provides guidance and leadership to <a rel="nofollow" href="http://greenjobinterview.com/">GreenJobInterview</a>’s sales team and is responsible for the ongoing growth of the company’s revenues and profitability. She is involved in strategic planning, helping to managing the company’s resources, and improving its business processes.</em></p>
<p dir="ltr"><em>Previously, she served as a partner and senior executive recruiter at Personnel Strategies, Inc.</em></p>
<p dir="ltr"><em><span id="docs-internal-guid-881ed2b9-0a3b-e962-06ed-9c7d7df84b1d">Tweet us at <a rel="nofollow" href="https://twitter.com/GrJobInterview">@GrJobInterview</a></span></em></p>Functional vs. Cultural Fit: Hiring Beyond the Interviewtag:recruitingblogs.com,2015-02-25:502551:BlogPost:18662712015-02-25T15:22:59.000ZJulie Salernohttps://recruitingblogs.com/profile/JulieSalerno
<p><a href="http://greenjobinterview.com/2014/07/video-interviewing-can-help-hire-cultural-fit/" target="_blank"><img class="align-left" src="http://greenjobinterview.com/wp-content/uploads/2014/12/Cultural-Fit-copy-300x200.jpg?width=300" width="300"></img></a> <a href="http://greenjobinterview.com/2014/07/video-interviewing-can-help-hire-cultural-fit/" target="_blank" title="How Video Interviewing Can Help You Hire for Cultural Fit">Hiring for cultural fit</a> is a popular term amongst HR professionals and recruiters. While the latest trends tell us to hire for personality, hiring decision makers can’t ignore a lack of skill…</p>
<p><a href="http://greenjobinterview.com/2014/07/video-interviewing-can-help-hire-cultural-fit/" target="_blank"><img src="http://greenjobinterview.com/wp-content/uploads/2014/12/Cultural-Fit-copy-300x200.jpg?width=300" width="300" class="align-left"/></a><a title="How Video Interviewing Can Help You Hire for Cultural Fit" href="http://greenjobinterview.com/2014/07/video-interviewing-can-help-hire-cultural-fit/" target="_blank">Hiring for cultural fit</a> is a popular term amongst HR professionals and recruiters. While the latest trends tell us to hire for personality, hiring decision makers can’t ignore a lack of skill or training when assessing a candidate’s fit for a position, especially those that ubiquitously require brand new hires to “hit the ground running”.</p>
<p>The fast learners, tech-savvy, and those with a certain level of understanding of professional decorum, can take the cake during the interview process. But mere good interview skills don’t necessarily mean they have the know-how for the job. Hiring managers have to be able to assess fit for the position. This is why recruiters and hiring managers have to find the delicate balance between a perfect cultural fit and those that fit the functional requirements to DO the job.</p>
<h3><strong>FUNCTIONAL FIT: HOW TO MEASURE?</strong></h3>
<p>If organizations were to <a title="6 Skills You Didn’t Know Employers Look For" href="http://greenjobinterview.com/2014/11/6-skills-didnt-know-employers-look/" target="_blank">assess candidates simply based on skills</a> and training, then interviews would be a moot point! To assess for functional fit beyond brief descriptions on a resume, ask candidates to bring an example of their work; a portfolio, writing samples, even snippets of code on a professional network will suffice. Other skills that are hard to display but easy to quantify like sales and marketing, can be assessed via measurable results.</p>
<p>If you can’t measure; assess. Sometimes, a position requires skills so advanced or niche, recruiting pros must implement assessments during the screening process. If you are hiring for such a position, implement the assessment early in the process to avoid <a title="Your Corporate Clock is Ticking (Infographic)" href="http://greenjobinterview.com/2014/07/corporate-clock-ticking-infographic/" target="_blank">wasting time on interviews</a> with unqualified applicants.</p>
<p>Every candidate should have so-called “standard” professional abilities like the potential to lead, teamwork capabilities, and acceptable communication skills. Unfortunately, much of the entering workforce has underdeveloped communication skills. Although it is a soft skill, in the State of St. Louis Workforce study, it was noted that the <a href="http://www.stlcc.edu/Workforce-Solutions/St-Louis-Workforce/Reports/State-of-St-Louis-Workforce-Report-2013.pdf" target="_blank">lack of communication skills</a> and critical thinking skills to be two of the most problematic attributes in applicants. By implementing your own internal requirements around this, you can build these candidate screening tools into your current recruiting process. A simple example would be having someone working within a call center having to pass multiple phone screens with dial-in codes. Not only does this meet a recruiting stage need, it shows the interviewer if this person can be comfortable in a semi-complicated phone environment that is dependent on communication skills.</p>
<h3><strong>CULTURAL FIT</strong></h3>
<p>Interviews give windows into a candidate’s personality; it’s practically why they were invented. Candidates show employers their personalities through more than just the words they say; they also show it through body language and attention to detail in the interview. In Hyper Island’s survey, Tomorrow’s Most Wanted, 53% of respondents said <a href="http://mostwanted.hyperisland.com/results?p=505c0e0b-1b07-44eb-8d3d-9e7bd2b88498" target="_blank">cultural alignment</a> was the most desirable candidate trait.</p>
<p>Simply put, people can be taught skills, but they can’t be taught attitude — the intangibles like work ethic, adaptability, good people skills, etc, that make for a good cultural fit. Dan Schwabel (<a href="https://twitter.com/DanSchawbel" target="_blank">@DanSchwabel</a>) said:</p>
<blockquote><p><em>“As the </em><a href="http://www.forbes.com/sites/danschawbel/2012/01/23/89-of-new-hires-fail-because-of-their-attitude/" target="_blank"><em>focus on hiring</em></a><em> has shifted away from technical proficiency and onto attitude, it’s precipitated a lot of tactical changes in how job interviews are conducted.”</em></p>
</blockquote>
<p>His point is, as companies shift from skills based hiring to the more cultural-based hiring in vogue now, interviews have shifted as well. How do you assess for things like a good work ethic? It’s tough for any recruiter via the phone or a piece of paper.</p>
<p>Video interviewing platforms allow recruiters and hiring managers to determine a candidate’s cultural fit from anywhere because it’s a conversation. Through the video interview, hiring decision makers are able to make the same deductions of a candidate’s fit as they would in a traditional interview. The difference: it’s more convenient and less expensive to conduct a video interview than a traditional interview. Weaving video interviews into your current process gives you the opportunity to assess candidates for both cultural fit and skills aptitude.</p>
<h3><strong>HOW TO DETERMINE A BALANCE</strong></h3>
<p>Combine functional and culture-based questions during the interview to achieve a well-rounded picture of the candidates. During the interview, ask questions that are strategically targeted to answer the functional vs. cultural fit debate. Lisa Quast (<a href="https://twitter.com/careerwomaninc" target="_blank">@careerwomaninc</a>), Founder and CEO at Career Woman Inc., lists these questions to determine the balance:</p>
<h3><strong>CULTURAL FIT</strong></h3>
<p>● Describe your ideal work environment.</p>
<p>● Explain a work environment or culture in which you would NOT be happy.</p>
<p>● Describe the behavior and characteristics of the best boss you’ve ever had.</p>
<p>● Tell me about your favorite working relationship and what you learned from it.</p>
<p>● Tell me about your preferred work style (e.g. alone or on a team, with close supervision or allowed to work independently, fast-paced or slower paced)</p>
<h3><strong>FUNCTIONALLY FIT</strong></h3>
<p>● Sales role: Walk me through the most complex sale you’ve ever made and why you believe it was complex.</p>
<p>● Marketing role: What are some of the biggest issues you’ve encountered in product launch plans, and how did you overcome them?</p>
<p>● Administrative Assistant role: What have you found are the most important skills for being successful in the role of an administrative assistant?</p>
<p>● Database Administrator role: Walk me through your process of troubleshooting problems/ issues.</p>
<p>Hiring decision makers have to maintain a balance of functional and cultural skills when assessing a candidate’s fit for the role. Hiring a candidate based on their function fit could lead to the 89% of the <a href="http://greenjobinterview.com/2014/06/4-ways-video-interviewing-services-company/" target="_blank">new hires who fail</a> for attitudinal reasons. Hiring for cultural fit alone could result in candidates who don’t have the necessary skill set to function in the position. Use a combination of interview skills, examples of work, and the right interview skills to find candidates who have the right balance of functional and cultural similarities with your organization.</p>
<p dir="ltr"><strong><em>Bio: Julie Salerno, VP Sales</em></strong></p>
<p dir="ltr"><em>Julie Salerno provides guidance and leadership to <a rel="nofollow" href="http://greenjobinterview.com/">GreenJobInterview</a>’s sales team and is responsible for the ongoing growth of the company’s revenues and profitability. She is involved in strategic planning, helping to managing the company’s resources, and improving its business processes.</em></p>
<p dir="ltr"><em>Previously, she served as a partner and senior executive recruiter at Personnel Strategies, Inc.</em></p>
<p dir="ltr"><em><span id="docs-internal-guid-881ed2b9-0a3b-e962-06ed-9c7d7df84b1d">Tweet us at <a rel="nofollow" href="https://twitter.com/GrJobInterview">@GrJobInterview</a></span></em></p>6 Screening Questions You ALWAYS Ask in an Interviewtag:recruitingblogs.com,2015-02-19:502551:BlogPost:18651822015-02-19T15:00:00.000ZJulie Salernohttps://recruitingblogs.com/profile/JulieSalerno
<p><a href="http://greenjobinterview.com/wp-content/uploads/2014/12/Interview.jpg" target="_blank"><img class="align-left" src="http://greenjobinterview.com/wp-content/uploads/2014/12/Interview-300x225.jpg?width=300" width="300"></img></a></p>
<p>With the proliferation of articles out there on interviewing, you’d be tempted to assume that interviewing a new client is easy, or at least a skill that every hiring manager has down pat. Even seasoned recruiters and HR professionals have trouble occasionally with interviews. In my position, I see lots of behind the scenes data about interviewing, particularly screening…</p>
<p><a href="http://greenjobinterview.com/wp-content/uploads/2014/12/Interview.jpg" target="_blank"><img src="http://greenjobinterview.com/wp-content/uploads/2014/12/Interview-300x225.jpg?width=300" width="300" class="align-left"/></a></p>
<p>With the proliferation of articles out there on interviewing, you’d be tempted to assume that interviewing a new client is easy, or at least a skill that every hiring manager has down pat. Even seasoned recruiters and HR professionals have trouble occasionally with interviews. In my position, I see lots of behind the scenes data about interviewing, particularly screening questions.</p>
<p>The pre-recorded video interview has the capacity to screen out the candidates who aren’t right for your organization, and I've found that the magic number tends to hover right around six questions. Live interviews can and DO go longer, but so many experts give you ten questions to choose from. With five minutes per question, that can make watching the screens take about an hour; fine for later rounds of interviews, not as simple for a first-round screen.</p>
<p>So, six is the magic number. Here are the six screening questions you have to ask to get a lot of impact in minimal time increments.</p>
<h3><strong>1) WHAT ARE YOU LOOKING FOR IN A JOB?</strong></h3>
<p>This question might seem like a simple opener, but in reality it gives you a chance to hear what they actually want. Pay attention to things they say they want that you cannot or will not provide as an organization or in this specific role. For example, when someone speaks wistfully about their creative process, chances are the systems admin job is not going to work for longer than it takes them to find a new gig. Conversely, if they say something you CAN provide, you can tip off the hiring manager to mention it during the live interview, a crucial arrow in the talent acquisition quiver.</p>
<h3><strong>2) WHAT ATTRACTED YOU TO THIS ORGANIZATION?</strong></h3>
<p>This allows the job seeker to show off their knowledge regarding the company and the position while giving you a chance to suss out whether or not they’ve adequately prepared. It also lets the interviewer compare answer #1 to answer #2. The goal is not to screen people out but to understand if the job seeker even knows what their goals are and can articulate them. It’s also to understand what attracts candidates to your company and whether your job advertisements are doing the opening justice.</p>
<h3><strong>3) HOW WOULD YOU APPLY YOUR SKILLS TO THIS JOB?</strong></h3>
<p>This takes the ever popular “Tell me what you’d do in your first 90 days” question and combines it with the “Why are you the right person for this position?” The answer gives you an idea of how they can apply their unique skillset (they already saw the job description right?) to the job you have available and whether or not they can think on their feet. Listen for specific numbers or examples of similar tasks performed before. If you understand what the position needs and how current candidates can fit into the position, it will be easier to fill in a timely manner. Considering 54% of employers have <a href="http://www.careerbuilder.com/share/aboutus/pressreleasesdetail.aspx?sd=3%2F6%2F2014&id=pr807&ed=12%2F31%2F2014" target="_blank">difficulties finding qualified candidates</a> to fill their open positions, understanding exactly what the team needs can diminish time spent searching for the ideal candidate.</p>
<h3><strong>4) WHAT QUALITY/QUALITIES ARE YOU LOOKING FOR IN A TEAM/MANAGER?</strong></h3>
<p>This depends on the position of course, but you need to know whether this person can deal with a team or manager and if so, what kind. If they rave about qualities like focus, vision and new opportunities, then great. If they focus more on what they DON’T want in a team or a manager, then you may have spotted a warning sign. A study by CareerBuilder shows that 50% of employers say that <a href="http://advice.careerbuilder.com/posts/what-not-to-do-in-the-interview" target="_blank">talking negatively about current or former employers</a> is detrimental to a candidate’s interview. These negative implications could be harbingers of issues in teamwork upon hiring.</p>
<h3><strong>5) WHAT IS YOUR BIGGEST WEAKNESS AND HOW DO YOU PLAN TO OVERCOME IT?</strong></h3>
<p>This question serves two purposes. The first if to find the answer to the question so you can adequately manage this person (or someone on your team can) and the second is to show that in your organization any weakness can be overcome and there is value assigned to those who try to tackle personal goals.</p>
<h3><strong>6) TELL ME ABOUT YOUR EXPERIENCE AT ________ AND WHAT YOU’D DO DIFFERENTLY HERE.</strong></h3>
<p>This gives you a chance to analyze their answers around past employment or to tell you why they are choosing to leave. The most recent job is also the most likely to be similar to the one you’re offering, so is therefore, the most applicable. But the last piece of the question is the most important. By allowing them to take accountability to their previous work, you set the stage for a healthy work environment if and when you select them for the next round interview.</p>
<p>If you stick with screening questions that relate to a candidate’s qualifications, how their mistakes and successes molded them into the professional they are today, and why they were attracted to your organization in the first place it will be easier to make it through the interview without a hitch. Don’t forget one thing: <em>six is the magic number</em>, despite the average of ten screening questions many experts provide.</p>
<p dir="ltr"><strong><em>Bio: Julie Salerno, VP Sales</em></strong></p>
<p dir="ltr"><em>Julie Salerno provides guidance and leadership to <a rel="nofollow" href="http://greenjobinterview.com/">GreenJobInterview</a>’s sales team and is responsible for the ongoing growth of the company’s revenues and profitability. She is involved in strategic planning, helping to managing the company’s resources, and improving its business processes.</em></p>
<p dir="ltr"><em>Previously, she served as a partner and senior executive recruiter at Personnel Strategies, Inc.</em></p>
<p dir="ltr"><em><span id="docs-internal-guid-881ed2b9-0a3b-e962-06ed-9c7d7df84b1d">Tweet us at <a rel="nofollow" href="https://twitter.com/GrJobInterview">@GrJobInterview</a></span></em></p>
<p><strong><em> </em></strong></p>6 Skills You Didn't Know Employers Look Fortag:recruitingblogs.com,2015-02-11:502551:BlogPost:18634852015-02-11T16:39:43.000ZJulie Salernohttps://recruitingblogs.com/profile/JulieSalerno
<p><a href="http://greenjobinterview.com/wp-content/uploads/2014/11/Employers-300x200.jpg" target="_blank"><img class="align-left" src="http://greenjobinterview.com/wp-content/uploads/2014/11/Employers-300x200.jpg?width=300" width="300"></img></a> While the history on your resume is impressive, that’s not all it takes to get the job. Soft skills – truly the foundational job requirements – aren’t skills everyone has. Employers can teach the hard skills, technical and job-specific abilities, but they can’t teach soft skills. Recruiters and hiring managers are on the lookout for these during the interview. Today’s…</p>
<p><a href="http://greenjobinterview.com/wp-content/uploads/2014/11/Employers-300x200.jpg" target="_blank"><img src="http://greenjobinterview.com/wp-content/uploads/2014/11/Employers-300x200.jpg?width=300" width="300" class="align-left"/></a>While the history on your resume is impressive, that’s not all it takes to get the job. Soft skills – truly the foundational job requirements – aren’t skills everyone has. Employers can teach the hard skills, technical and job-specific abilities, but they can’t teach soft skills. Recruiters and hiring managers are on the lookout for these during the interview. Today’s candidate needs developed interpersonal communication skills. Why do so many recruiters and hiring managers feel these skills are more important?</p>
<p>Every profession has a set of soft skills to serve as a foundation for professional decorum. In fact, 77% of employers say they are looking for candidates with soft skills. Over three-quarters… that’s a vast majority.<a href="http://www.careerbuilder.com/share/aboutus/pressreleasesdetail.aspx?sd=4/10/2014&id=pr817&ed=12/31/2014" target="_blank">What are soft skills?</a> Having soft skills means you’re dependable, a problem solver, flexible, creative and a good fit for the company’s culture. Hiring managers also look for soft skills like having the ability to coach co-workers, accept and give feedback and take initiative.</p>
<h3><span>3 R’S – RESPONSIBLE, RELIABLE, RESPONSIVE</span></h3>
<ul>
<li><span>Responsible – </span>Employers want candidates they can count on. Whether it’s showing up to work on time or getting projects done by the deadline, you have to be able to show the recruiter and hiring manager that you’re dependable in the workplace. You have to show employers you’re responsible before, during and after the interview. Research the company, be prepared and be on time for the job interview. The second<a href="http://www.azcentral.com/story/money/business/2014/08/07/6-ways-to-blow-a-job-interview/13722069/" target="_blank">worst thing you can do in an interview</a> is show up late. 60% of employment professionals agree this can ruin your chances of getting the job.</li>
<li><span>Reliable –</span> <a href="http://aol.careerbuilder.com/share/aboutus/pressreleasesdetail.aspx?sd=6/26/2013&id=pr766&ed=12/31/2013" target="_blank">Don’t lie on the application</a> or in your resume. Employers often do social background checks to see correlations, or lack thereof, about qualifications. A study by CareerBuilder found that 24% of the rejected candidates <a href="http://aol.careerbuilder.com/share/aboutus/pressreleasesdetail.aspx?sd=6/26/2013&id=pr766&ed=12/31/2013" target="_blank">lied about their qualifications</a> during the hiring process.</li>
<li><span>Responsive – </span>Do you ask questions during the interview? Do you answer questions appropriately with enough detail? These are things recruiters and hiring managers look at in determining your fit for the position. They want their employees to be able to give and receive feedback appropriately.</li>
</ul>
<h3><span>3 C’S – CREATIVE, COMMUNICATIVE, CULTURAL FIT</span></h3>
<ul>
<li><span>Creative –</span> Creativity is certainly something employers can’t teach candidates. You can teach new hires how to use the company software; however, you can’t teach someone how to think of new and creative ways to accomplish their daily tasks and major projects. The creative giant, Adobe, published a whitepaper detailing hiring managers’ thoughts about the skills necessary for candidates. The study said, “94% [of hiring managers] agree <a href="http://wwwimages.adobe.com/content/dam/Adobe/en/education/pdfs/creative-candidates-study-0914.pdf" target="_blank">creativity is key when evaluating candidates</a> and prefer those with creative skills over conventional skills by more than 5 to 1.”</li>
<li><span>Communicative – </span>The 2013 State of St. Louis Workforce Report found more than 60% of employers said Millennial candidates don’t have the necessary communication and interpersonal skills to survive in a <a href="https://www.stlcc.edu/forms/SSLW2013Report.htm" target="_blank">job after graduation</a>. Exhibit a confidence and ease during the interview or any other interaction with the recruiter and the employer to show your communication skills are up to par with the minimum soft skill job requirements.</li>
<li><span>Cultural fit – </span>Last, but not least, the highly discussed <i>cultural fit.</i> 43% of hiring managers feel cultural fit is<a href="http://millennialbranding.com/2014/multi-generational-job-search-study-2014/" target="_blank">the single most important thing in a job interview </a>when assessing candidates. Why? It’s because out of the new hires who don’t succeed in their new positions within the first 18 months, 89% of the new hires fail because of attitudinal reasons. Assessing first for cultural fit <a href="http://www.leadershipiq.com/research-insights/about-our-research/" target="_blank">saves organizations time</a>, money and energy in employee turnover rates.</li>
</ul>
<p>Today, recruiters look at more than just your training and education because that isn’t always indicative of your fit in the company. They want candidates who will fit culturally, but display the agility for training and development when the onboarding process begins. Developing your soft skills is the key to landing the job, so make sure your interview speaks louder than your resume when it comes to applying for new opportunities. Bottom line, employers are looking for responsible, reliable, responsive, creative, communicative and culturally fit candidates… how do your soft skills match up to the competition? </p>
<p dir="ltr"><strong><em>Bio: Julie Salerno, VP Sales</em></strong></p>
<p dir="ltr"><em>Julie Salerno provides guidance and leadership to <a rel="nofollow" href="http://greenjobinterview.com/">GreenJobInterview</a>’s sales team and is responsible for the ongoing growth of the company’s revenues and profitability. She is involved in strategic planning, helping to managing the company’s resources, and improving its business processes.</em></p>
<p dir="ltr"><em>Previously, she served as a partner and senior executive recruiter at Personnel Strategies, Inc.</em></p>
<p dir="ltr"><em>Want more? Check out our <a rel="nofollow" href="http://greenjobinterview.com/resources/news/">blog and tons of free resources</a>.</em></p>
<p><em><span id="docs-internal-guid-881ed2b9-0a3b-e962-06ed-9c7d7df84b1d">Tweet us at <a rel="nofollow" href="https://twitter.com/GrJobInterview">@GrJobInterview</a></span></em></p>How to Recruit Like Charlie Townsendtag:recruitingblogs.com,2015-02-03:502551:BlogPost:18617322015-02-03T16:17:49.000ZJulie Salernohttps://recruitingblogs.com/profile/JulieSalerno
<p><a href="http://2offfnqipz-flywheel.netdna-ssl.com/wp-content/uploads/2014/10/Recruit-Like-Charlie.jpg" target="_blank"><img class="align-left" src="http://2offfnqipz-flywheel.netdna-ssl.com/wp-content/uploads/2014/10/Recruit-Like-Charlie-300x225.jpg?width=300" width="300"></img></a> The man in the phone, Charlie Townsend, isn’t your ideal supervisor. He only ever calls his angels – his team – when there is a problem or when he needs something done. On the other hand, there is something recruiters can learn from this mysterious enigmatic man. Charlie knows his angels, he talks with them, but he never sees them face-to-face. Recruiters,…</p>
<p><a href="http://2offfnqipz-flywheel.netdna-ssl.com/wp-content/uploads/2014/10/Recruit-Like-Charlie.jpg" target="_blank"><img src="http://2offfnqipz-flywheel.netdna-ssl.com/wp-content/uploads/2014/10/Recruit-Like-Charlie-300x225.jpg?width=300" width="300" class="align-left"/></a>The man in the phone, Charlie Townsend, isn’t your ideal supervisor. He only ever calls his angels – his team – when there is a problem or when he needs something done. On the other hand, there is something recruiters can learn from this mysterious enigmatic man. Charlie knows his angels, he talks with them, but he never sees them face-to-face. Recruiters, like Charlie, have a specific tool that fuels their candidate knowledge. The internet. Recruiters often use their computers to filter all of the candidate data that can be found through the wonderful tool that is the internet. Tools within the internet help to assemble this information into one neat file, complete with interview and candidate information.</p>
<h3><span>I HOPE YOU ARE SATISFIED</span></h3>
<p>The angels were unhappy in their original jobs as “police officers.” That’s in quotations because they merely wore the uniform. Serving as a meter maid, officer worker, and crossroad guard, they didn’t quite get the jobs they signed up for. Charlie recruits them to do work more closely related to what they wanted – private investigation. Doing the work they thought they were signing up for upon graduation from the police academy. Like the angels, workers can find themselves in a job they aren’t happy with. Sometimes it is because they were hired for a job they didn’t realize they signed up for.</p>
<p>Recruiters can prevent this. By being honest with candidates and transparent about the jobs they apply for, companies will see higher levels of engagement and employee job satisfaction. In fact, a survey by CareerBuilder shows <a href="http://www.careerbuilder.com/share/aboutus/pressreleasesdetail.aspx?sd=1%2F9%2F2014&id=pr797&ed=12%2F31%2F2014" target="_blank">job satisfaction has decreased</a> over the last year, 58% down from 66% in 2013. Employees who are dissatisfied have subsequently risen 3%; 18% up from 15%. Although good recruiters do more than just call candidates like Charlie, they do have tools like video interviewing to keep in contact and give candidates a better window to look through to the job and office culture.</p>
<h3><span>SPECIFICITY REDUCES TURNOVER</span></h3>
<p>Charlie gave his angels specific missions. The Angels always knew what they were getting into when the assignments were given to them. Just the same, it’s important for recruiters to be upfront about the job positions. That’s what was lacking from their previous positions in the police force. The angels were under the impression they were going to be fighting crime and solving mysteries after their graduation from the police academy. This was not the case.</p>
<p>Specificity in the job description, the interview, and the onboarding process all prevent high turnover rates. If you’re using a video interviewing platform, chances are, not all of your candidates are local. So it’s important to give a clear indication of the job requirements and culture during the interview. Doing so can save organizations time and money in turnover. They were able to review candidates and remove them from the hiring process accordingly, if they didn’t fit the company or the job.</p>
<h3><span>WHERE IN THE WORLD IS CHARLIE TOWNSEND?</span></h3>
<p>That’s the question of the hour. Truth is, does it really matter? He communicates with his angels – candidates – on a regular basis. That communication is what matters more than where he’s telerecruiting from. Although he uses a phone to recruit his candidates, it’s the same principle. He only uses a phone because he keeps his identity a secret. If that didn’t matter, he probably would have used video interviewing to acquire his distant candidates. In an <a href="http://hiring.monster.com/hr/hr-best-practices/recruiting-hiring-advice/acquiring-job-candidates/virtual-recruitment-strategies.aspx" target="_blank">article</a> by <a href="https://www.linkedin.com/profile/view?id=49227497&authType=NAME_SEARCH&authToken=6F_B&locale=en_US&trk=tyah&trkInfo=tarId%3A1412869193362%2Ctas%3Amelanie%20berkow%2Cidx%3A1-2-2" target="_blank">Melanie Berkowitz</a>, <a href="https://twitter.com/KevinWGrossman" target="_blank">Kevin Grossman</a> says:</p>
<blockquote><p><em>“[Video] recruiting</em><em> is particularly useful – even for a smaller company – at the screening stage. Using an o</em><em>nline screening product</em><em>, where the applicant logs in and answers a series of ‘gatekeeping’ questions, helps narrow the field to qualified applicants without using a lot of man-hours.”</em></p>
</blockquote>
<p>Charlie’s angels weren’t recruited to the police force effectively. They were misguided in what their jobs were going to be and subsequently, they became unhappy and disengaged after their training at the police academy. The police force lost three employees to another organization. Why? Charlie was able to give them what the police force told them they would have in their careers – excitement, crime, investigation.</p>
<p dir="ltr"><strong><em>Bio: Julie Salerno, VP Sales</em></strong></p>
<p dir="ltr"><em>Julie Salerno provides guidance and leadership to <a rel="nofollow" href="http://greenjobinterview.com/">GreenJobInterview</a>’s sales team and is responsible for the ongoing growth of the company’s revenues and profitability. She is involved in strategic planning, helping to managing the company’s resources, and improving its business processes.</em></p>
<p dir="ltr"><em>Previously, she served as a partner and senior executive recruiter at Personnel Strategies, Inc.</em></p>
<p dir="ltr"><em>Want more? Check out our <a rel="nofollow" href="http://greenjobinterview.com/resources/news/">blog and tons of free resources</a>.</em></p>
<p><em><span id="docs-internal-guid-881ed2b9-0a3b-e962-06ed-9c7d7df84b1d">Tweet us at <a rel="nofollow" href="https://twitter.com/GrJobInterview">@GrJobInterview</a></span></em></p>GOT A VIDEO INTERVIEW? DON’T BE A SCARY MOVIEtag:recruitingblogs.com,2015-01-29:502551:BlogPost:18603962015-01-29T15:45:06.000ZJulie Salernohttps://recruitingblogs.com/profile/JulieSalerno
<p></p>
<p><em><a href="http://2offfnqipz-flywheel.netdna-ssl.com/wp-content/uploads/2014/10/Video-Interview-Scary-Movie-e1413833644839.jpg" target="_blank"><img class="align-left" src="http://2offfnqipz-flywheel.netdna-ssl.com/wp-content/uploads/2014/10/Video-Interview-Scary-Movie-300x200.jpg?width=300" width="300"></img></a></em> Scary movies aren’t everyone’s bag of tricks – pun intended – but people dress up as their favorite characters this time of year, princesses and zombies included. Well, the house down the street ran out of candy, just like your last employer. The company let you go to fend for yourself in the twilight of job-hunting. …</p>
<p></p>
<p><em><a href="http://2offfnqipz-flywheel.netdna-ssl.com/wp-content/uploads/2014/10/Video-Interview-Scary-Movie-e1413833644839.jpg" target="_blank"><img src="http://2offfnqipz-flywheel.netdna-ssl.com/wp-content/uploads/2014/10/Video-Interview-Scary-Movie-300x200.jpg?width=300" width="300" class="align-left"/></a></em>Scary movies aren’t everyone’s bag of tricks – pun intended – but people dress up as their favorite characters this time of year, princesses and zombies included. Well, the house down the street ran out of candy, just like your last employer. The company let you go to fend for yourself in the twilight of job-hunting. <a href="http://www.inc.com/laura-montini/why-startups-are-so-quick-to-fire-employees.html" target="_blank">Startups fire</a> almost 25% of their employees within the first year<strong>.</strong> After they let you go, do you want to find that dream job? Then it’s best you not act like Freddy Kruger or Jason. It’s understandable being desperate and eager to get a job, but you don’t want to appear so, escaping the asylum of job seeking.</p>
<h3><strong>QUIT STARING, IT’S CREEPY.</strong></h3>
<p>When some people get nervous, they forget to breathe. Some, on the other hand, forget to blink. Actually, during normal daily activities, people blink 18 times per minute. However, when an electronic device is involved that instinct is greatly reduced causing eye problems in 50-90% of <a href="http://www.cnn.com/2013/11/12/health/upwave-computer-eyes/" target="_blank">people who work with computers</a>. While you’re not typing a document or creating a presentation, you’re still looking at a computer screen for an extended amount of time. As rudimentary as it may seem, make the conscious effort to ensure you’re blinking during your video interview… not only for the health of your eyes, but for the sake of simply not being creepy.</p>
<h3><strong>DON’T BE SCARED TO LOOK!</strong></h3>
<p><em>So I can’t stare at the screen, but I have to look at the camera…? </em>Exactly. The point is to have a normal conversation, even though it bears more weight than your average talk with a colleague. Scary movies leave their audience tucked under a blanket, toes hidden as to not be captured by the Boogeyman, with one eye uncovered to reluctantly watch the next scene. Typically, that’s not a normal way to participate in a conversation. In a normal chat, you look at the person… with both eyes. The interview – video interview – is the conversation that can land you the job. In fact, out of 2,100 CFOs surveyed, 43% said <a href="http://accountemps.rhi.mediaroom.com/2014-04-02-Survey-Job-Interview-Trips-Up-More-Candidates-Than-Any-Other-Step-in-Hiring-Process" target="_blank">the interview is where the candidates often mess up</a>. Not looking at the camera for an extended length of time gives the interviewer the impression you’re shy. So air on the side of caution and use the traditional 3-5 second <a href="http://smallbusiness.chron.com/business-etiquette-eye-contact-76161.html" target="_blank">professional gaze</a> as your go-to.</p>
<h3><strong>YOUR ZOMBIE IS SHOWING.</strong></h3>
<p>Or ghost, monster, whatever the girl in The Ring is… she gets a tad bit too close. Well, Samara has to get close enough to kill her victims with her stare, but that’s not your goal – hopefully – as a jobseeker. You want to be close enough to the camera that the interviewer not only can see you clearly but hear you clearly as well. On the same note, you don’t want to be close enough for them to see up your nose. If you’re too close to the camera, the interviewer won’t be able to see your body language. If you’re <em>way </em>too close, they won’t be able to see your facial expressions in their entirety. Those facial expressions are important considering 55% of <a href="http://www.forbes.com/sites/cherylsnappconner/2013/11/15/how-to-nail-a-video-interview/" target="_blank">communication is through the human face</a>.</p>
<p>The last thing you want in a video interview – or any interview for that matter – is to scare the interviewer. You’re trying to get out of the well and past the employment ring, so pay attention when you blink. Digital screens tend to make users blink less than the average 18 times per minute, which can lead to problems like chronic dry eye. Sit at a comfortable distance from the screen; that’s not only good for eye health, it’s a better way to present yourself without invading the digital personal bubble. The most important thing to remember during your video interview is to conduct yourself as if it is a regular conversation, a traditional interview. Don’t lose the job opportunity by messing up the interview… that’s your chance to put your best foot forward.</p>
<p dir="ltr"><strong><em>Bio: Julie Salerno, VP Sales</em></strong></p>
<p dir="ltr"><em>Julie Salerno provides guidance and leadership to <a rel="nofollow" href="http://greenjobinterview.com/">GreenJobInterview</a>’s sales team and is responsible for the ongoing growth of the company’s revenues and profitability. She is involved in strategic planning, helping to managing the company’s resources, and improving its business processes.</em></p>
<p dir="ltr"><em>Previously, she served as a partner and senior executive recruiter at Personnel Strategies, Inc.</em></p>
<p dir="ltr"><em>Want more? Check out our <a rel="nofollow" href="http://greenjobinterview.com/resources/news/">blog and tons of free resources</a>.</em></p>
<p><em><span id="docs-internal-guid-881ed2b9-0a3b-e962-06ed-9c7d7df84b1d">Tweet us at <a rel="nofollow" href="https://twitter.com/GrJobInterview">@GrJobInterview</a></span></em></p>
<p></p>How 4 Types of Hiring Managers Can Use Video Interviewingtag:recruitingblogs.com,2015-01-06:502551:BlogPost:18559242015-01-06T16:01:29.000ZJulie Salernohttps://recruitingblogs.com/profile/JulieSalerno
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557551769?profile=original" target="_self"><img class="align-left" src="http://storage.ning.com/topology/rest/1.0/file/get/1557551769?profile=RESIZE_320x320" style="padding: 10px;" width="300"></img></a> Video interviewing caters to all types of hiring managers. Yes, all of them. Characteristics of video interviewing allow procrastinators a bit of wiggle-room, passive managers a louder voice, micromanagers a certain level of control, and problem-solvers greater victories in the hiring process. These four different kinds of managers need video interviewing, but for different…</p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557551769?profile=original" target="_self"><img width="300" src="http://storage.ning.com/topology/rest/1.0/file/get/1557551769?profile=RESIZE_320x320" width="300" class="align-left" style="padding: 10px;"/></a>Video interviewing caters to all types of hiring managers. Yes, all of them. Characteristics of video interviewing allow procrastinators a bit of wiggle-room, passive managers a louder voice, micromanagers a certain level of control, and problem-solvers greater victories in the hiring process. These four different kinds of managers need video interviewing, but for different reasons; here’s why:</p>
<h3><strong>1. The Procrasta-Manager</strong></h3>
<blockquote><em>“I have an advanced </em><a href="http://www.brainyquote.com/quotes/authors/j/joanne_harris.html" target="_blank">degree in procrastination</a><em> and another one in paranoia.” – Joanne Harris, author</em></blockquote>
<p>Waiting until the last minute on a task at work is bound to get less attention than the project you’ve been looking at for months. Unfortunately, procrastination has grown in popularity over the last 35 years… 26% of the American public believe themselves to be <a href="http://www.nbcnews.com/id/16580741/ns/health-mental_health/t/if-you-procrastinate-dont-put-reading/#.VCHffitdWve" target="_blank">chronic procrastinators</a>.</p>
<p>So, it’s safe to say some managers out there procrastinate, and possibly on a regular basis. The decision to hire a candidate shouldn’t wait until the last minute and be a hurried choice. For those procrasta-managers who hire with haste, video interviewing can be the solution that takes your candidate choice from a rushed judgment to a more educated assessment of talent fit.</p>
<p>Video interviewing provides a window into the candidate’s cultural fit. Sharing candidate files with other colleagues to get a well-rounded assessment of the talent’s company helps the hurried hiring manager (who doesn’t have the time to spend contemplating it themselves). It keeps candidate information organized, so their interviews are easily accessible.</p>
<h3><strong>2. The Micromanager</strong></h3>
<p>Micromanagement isn’t something employees want to deal with, but it happens in every workplace. In fact, 59% of employees say they have <a href="http://finance.yahoo.com/news/5-things-micro-manager-boss-130000978.html" target="_blank">worked under a micromanager</a>. The traits that make a supervisor a micromanager are hard to break; they measure too much, they monitor too closely. Much like helicopter parents, helicopter managers hover.</p>
<p>They have a hard time completely passing a project to their team, so they have to give their input on every… single… detail. Video interviewing and video screening can help slow the hovering propellers of a helicopter manager during the hiring process.</p>
<p>Using video while assessing candidate fit allows micromanagers to store the information later for further review, and further input from other colleagues. GreenJobInterview stores these videos to not only pass along to other colleagues, but keep companies EEOC compliant. <a href="http://greenjobinterview.com/2014/04/eeoc-compliant-video-interviewing/" target="_blank">Those who use video interviews must keep the videos</a> and applicant data for two years. GreenJobInterview stores this information for three years, which is one year longer than the legal requirement.</p>
<h3><strong>3. The Passive Manager</strong></h3>
<blockquote><em>“Effective leadership is putting first things first. </em><a href="http://www.brainyquote.com/quotes/quotes/s/stephencov100553.html" target="_blank">Effective management</a><em> is discipline, carrying it out.” – </em><em><a href="https://www.stephencovey.com/" target="_blank">Stephen Covey</a></em></blockquote>
<p>Being a supervisor comes with a certain territory of authority and confidence. Unfortunately, <a href="http://wallstcheatsheet.com/personal-finance/top-5-signs-of-a-bad-boss-and-how-to-deal-with-yours.html/?a=viewall" target="_blank">poor management is the number one complaint</a> for most employees. The passive manager sits back as no one takes charge of projects or decisions. This is where video interviewing comes in to give them – or rather, force – a bigger voice.</p>
<p>The hiring manager can add interviewers or candidate file reviewers to <a href="http://greenjobinterview.com/our-solutions/one-way/" target="_blank">One-Way interview</a> files. This gives hiring managers who tend to let others make the ultimate decision, the power for the “go-ahead.”</p>
<h3><strong>4. The Problem-Solver</strong></h3>
<p>Everyone loves an in-office hero. That’s where these managers come in. They solve the issue with flying colors and an imaginary cape. Unfortunately, these office saviors aren’t everyone’s superheroes. They are often also the ones who create the mess in the first place. Hiring managers who fall under this category could use a little help in maintaining the status quo without disrupting it first.</p>
<p>For example, to lower the cost to hire a new employee they decide to try an online platform, not specifically designed for video interviewing. The company, unfortunately, has a lot of problems with the technology not offering integration, file storage, the ability to share and rate files, and most of all—the crippling lack of tech support.</p>
<p>Choosing the right video interview platform can help to solve issues the <a href="http://www.allbusiness.com/company-activities-management/sales-selling-sales/10207093-1.html" target="_blank">“problem-solver” hiring manager</a> might have unwittingly created. Not all IT departments are created equal, that’s why it’s important to choose a company that can provide live,<a href="http://greenjobinterview.com/2014/03/5-faqs-video-interviewing-process/" target="_blank">24/7 tech support</a> in the event of a tech meltdown.</p>
<p>Not all hiring managers take the same steps in bringing new team members to the office. Some wait until the last minute, others have to incessantly receive input from colleagues to ensure they made the right decision. In either situation, video interviewing can help to solve the problems these management types have. There are many ways to benefit from the use of video interviews, and these are just four of them.</p>
<p dir="ltr"><strong><em>Bio: Julie Salerno, VP Sales</em></strong></p>
<p dir="ltr"><em>Julie Salerno provides guidance and leadership to <a rel="nofollow" href="http://greenjobinterview.com/">GreenJobInterview</a>’s sales team and is responsible for the ongoing growth of the company’s revenues and profitability. She is involved in strategic planning, helping to managing the company’s resources, and improving its business processes.</em></p>
<p dir="ltr"><em>Previously, she served as a partner and senior executive recruiter at Personnel Strategies, Inc.</em></p>
<p dir="ltr"><em>Want more? Check out our <a rel="nofollow" href="http://greenjobinterview.com/resources/news/">blog and tons of free resources</a>.</em></p>
<p><em><span id="docs-internal-guid-881ed2b9-0a3b-e962-06ed-9c7d7df84b1d">Tweet us at <a rel="nofollow" href="https://twitter.com/GrJobInterview">@GrJobInterview</a></span></em></p>7 Video Interviewing Tips for Job Seekerstag:recruitingblogs.com,2014-12-16:502551:BlogPost:18519592014-12-16T13:00:00.000ZJulie Salernohttps://recruitingblogs.com/profile/JulieSalerno
<p><a href="http://greenjobinterview.com/2014/10/take-peek-7-video-interviewing-tips-job-seekers/" target="_blank"><img class="align-left" src="http://storage.ning.com/topology/rest/1.0/file/get/1557540067?profile=RESIZE_320x320" style="padding: 10px;" width="300"></img></a> You can’t escape them. You can’t ignore them. Your candidates want video interviews, and your organization is looking for ways to save money. There’s no better way to do that than to save 67% on <a href="http://greenjobinterview.com/2014/07/practice-makes-perfect-video-interviewing-gives-candidates-edge/" target="_blank">travel costs with video interviewing</a>. There…</p>
<p><a href="http://greenjobinterview.com/2014/10/take-peek-7-video-interviewing-tips-job-seekers/" target="_blank"><img width="300" src="http://storage.ning.com/topology/rest/1.0/file/get/1557540067?profile=RESIZE_320x320" width="300" class="align-left" style="padding: 10px;"/></a>You can’t escape them. You can’t ignore them. Your candidates want video interviews, and your organization is looking for ways to save money. There’s no better way to do that than to save 67% on <a href="http://greenjobinterview.com/2014/07/practice-makes-perfect-video-interviewing-gives-candidates-edge/" target="_blank">travel costs with video interviewing</a>. There are about a million articles detailing tips and tricks to <a href="http://greenjobinterview.com/2014/05/8-camera-tips-best-video-interview-possible/" target="_blank">perfecting video interviewing techniques</a>, but why search through the dozens of Google result pages when you can read the majority of them right here?</p>
<h2><strong>1. Choose your environment wisely.</strong></h2>
<p>It stands to reason that if you’re applying for a position with a particular culture, you’d want your attire to match, as well as your environment. There’s no need for TVs or radios in the background, and you don’t want your dog to come barking in the room. Keep any mobile devices out of the room as well. According to a survey by Express Employment Professionals, 58% of respondents said that <a href="http://www.azcentral.com/story/money/business/career/2014/08/23/blowing-job-interview-top-blunders/14518445/" target="_blank">answering a phone call was a problem</a>. Just don’t tempt yourself with the distraction.</p>
<h2><strong>2. Let there be light!</strong></h2>
<p>In an office, lighting generally comes from above. That, my friends, is a terrible recipe for an interview. When the light comes from behind or above during the video interview, cameras have difficulties with white balance and the exposure of the image. Instead, <a href="http://www.glassdoor.com/blog/4-tips-creating-video-interview-environment/" target="_blank">Glassdoor.com</a> suggests putting two lights on either side of the computer screen. It will help the camera adjust and it will make you look that much better.</p>
<h2><strong>3. Up close and personal is too personal</strong>.</h2>
<p>Being too close to the camera is like invading someone’s digital bubble. No one wants to be able to count your pores, so take a <a href="http://greenjobinterview.com/2014/04/nail-giving-video-interview/?relatedposts_exclude=5530" target="_blank">step back from the computer</a>. Remember the yearbook pictures from high school? There’s a reason they take pictures shoulders up. It’s a perfect distance from the camera, so try to mimic that. Be far enough away from the webcam that you’ve perfectly framed your bust.</p>
<h2><strong>4. Professional mullets are a no-no</strong>.</h2>
<p>While putting effort into your coif is important, so is your attire. 72% of hiring managers agree that <a href="http://greenjobinterview.com/2014/08/interview-outfit-say-work-ethic/" target="_blank">dressing inappropriately for an interview</a> is one of the biggest mistakes a candidate can make. Your upper half might be the only thing that’s on camera, but dress like you would for a traditional interview. So, go the whole nine yards, and dress professionally from head to toe.</p>
<h2><strong>5. Sit up straight, just like Momma said</strong>.</h2>
<p>She was right. Sitting up straight says a lot about you. It sends very <a href="http://www.nosweatpublicspeaking.com/non-verbal-communication-element-4-posture/" target="_blank">specific signals to your audience</a>. For example, according to Fred Miller, a public speaking professional, leaning slightly forward shows interest, slouching to one side shows disinterest, and hunched shoulders show a lack of self-esteem.</p>
<h2><strong>6. Perfect the Practice.</strong></h2>
<p>It’s important to make sure your questions are standardized if you’re not doing screening with One-Way interviews. If the hiring team decides to do real-time video interviews, <a href="https://www.linkedin.com/pulse/article/20140403052023-145691153-7-tips-for-the-hiring-manager" target="_blank">ask questions that help to ascertain competency</a>, alignment, interest, and potential in the candidate pool. In fact, take the platform for a trial run.</p>
<h2><strong>7. Know the tech, know the support</strong>.</h2>
<p>Just in case something goes awry, have your platform support on speed dial. In the very least, make sure your IT team is ready to jump on your computer to save the day.</p>
<p>Tips and tricks for interviewing are everywhere, and with the birth of video interviewing the list is even longer. Candidates and hiring managers alike have to be aware of the traditional interviewing tactics and common courtesies, but also factor in video technology.</p>
<p>Practice makes perfect, so take the technology for a test run to make sure you’ve got good posture, good lighting, and a good environment that’s free of distractions. Sometimes it’s easy to tell those who haven’t used a webcam before… they sit a little too close to the camera. Remember your digital bubble; take a step back from the screen. With all of this technology there are bound to be some problems – and probably some user errors – but hopefully with these tips, they can be minimized.</p>
<p dir="ltr"><em>Bio: <strong>Julie Salerno, VP Sales</strong></em></p>
<p dir="ltr"><em>Julie Salerno provides guidance and leadership to <a rel="nofollow" href="http://greenjobinterview.com/">GreenJobInterview</a>’s sales team and is responsible for the ongoing growth of the company’s revenues and profitability. She is involved in strategic planning, helping to managing the company’s resources, and improving its business processes.</em></p>
<p dir="ltr"><em>Previously, she served as a partner and senior executive recruiter at Personnel Strategies, Inc.</em></p>
<p dir="ltr"><em>Want more? Check out our <a rel="nofollow" href="http://greenjobinterview.com/resources/news/">blog and tons of free resources</a>.</em></p>
<p><em><span id="docs-internal-guid-881ed2b9-0a3b-e962-06ed-9c7d7df84b1d">Tweet us at <a rel="nofollow" href="https://twitter.com/GrJobInterview">@GrJobInterview</a></span></em></p>
<p><strong><em> </em></strong></p>A Little R & R in the Workforce Revolutiontag:recruitingblogs.com,2014-12-09:502551:BlogPost:18501642014-12-09T07:30:00.000ZJulie Salernohttps://recruitingblogs.com/profile/JulieSalerno
<blockquote><p><em>“Successful </em><a href="http://t.signauxtrois.com/link?url=http%3A%2F%2Fwww.slideshare.net%2FTeamlyzer%2Ftop-50-hr-recruitment-quotes-january-2014-31165126&ukey=agxzfnNpZ25hbHNjcnhyGAsSC1VzZXJQcm9maWxlGICAwIPPt5cLDA&k=17cc2149-5741-4473-c639-295b3b0e96e7" target="_blank">remote workers</a><em> can share the systems, tech, and protocol already in place to communicate, engage, and perform.” – the late, Judy Martin…</em></p>
</blockquote>
<p></p>
<blockquote><p><em>“Successful </em><a href="http://t.signauxtrois.com/link?url=http%3A%2F%2Fwww.slideshare.net%2FTeamlyzer%2Ftop-50-hr-recruitment-quotes-january-2014-31165126&ukey=agxzfnNpZ25hbHNjcnhyGAsSC1VzZXJQcm9maWxlGICAwIPPt5cLDA&k=17cc2149-5741-4473-c639-295b3b0e96e7" target="_blank">remote workers</a><em> can share the systems, tech, and protocol already in place to communicate, engage, and perform.” – the late, Judy Martin</em></p>
</blockquote>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557541689?profile=original" target="_self"><img width="300" src="http://storage.ning.com/topology/rest/1.0/file/get/1557541689?profile=RESIZE_320x320" width="300" class="align-left" style="padding: 10px;"/></a>Seasons change. Just like any other steady cyclic transformation, the workforce changes also. The <a href="http://t.signauxtrois.com/link?url=http%3A%2F%2Fgreenjob.flywheelsites.com%2F2014%2F08%2Fsystems-go-ready%2F&ukey=agxzfnNpZ25hbHNjcnhyGAsSC1VzZXJQcm9maWxlGICAwIPPt5cLDA&k=b2c9d5a2-598d-432b-95ea-f3d77118d01a" target="_blank">advances in technology</a> have renovated the way we work. It’s time to use these tools to the best of their abilities. Why use video calls if colleagues are down the hall? You wouldn’t. Even though the company has the technology for it’s employees to work from home, they don’t allow this type of work flexibility. Unlike the seasons and the leaves, <em>they have trouble adapting to the change</em>. In that corporate revolution, there’s a need for a change in recruitment as well and how recruitment itself is viewed. The “experience only” job posting does more harm than good for the company. So, it’s time to catch up to the workforce revolution.</p>
<h2><strong>Wasn’t Paid? Wasn’t Worth it.</strong></h2>
<blockquote><p><em>“The best talent has a track record of getting the job done, no matter where they get it done from.” – RecruitingBlogs (<a href="https://twitter.com/RecruitingBlogs?lang=en" target="_blank">@RecruitingBlogs</a>)</em></p>
</blockquote>
<p>Experience is more than a candidate’s previous professional position. For the Millennials who are just entering the workforce, they may have nothing more than an unpaid internship under their belt. It’s an assumption for many employers that if the internship is unpaid it leaves the candidate “unqualified” in the job race. There is no reason these recent graduates with <a href="http://t.signauxtrois.com/link?url=http%3A%2F%2Fwww.forbes.com%2Fsites%2Frealspin%2F2014%2F01%2F16%2Fwhy-your-unpaid-internship-makes-you-less-employable%2F&ukey=agxzfnNpZ25hbHNjcnhyGAsSC1VzZXJQcm9maWxlGICAwIPPt5cLDA&k=74f51a04-981e-4c18-c5fe-4b80b571c796" target="_blank">unpaid internships</a> should have a 26% lower chance of securing employment. Experience is experience, it shouldn’t matter if the candidate was paid or not. Volunteer experience and unpaid internships are just as valuable as compensated work. So in order to change this (rather surprising) recruitment belief, look at the <em>value of the experience </em>not the <em>value of the paycheck</em>.</p>
<h2><strong>Cultural + Functional = Perfectional</strong></h2>
<blockquote><p><em>“Hiring for the sake of snagging a candidate or getting a worker because you’re desperate is a BAD idea. </em><a href="http://t.signauxtrois.com/link?url=http%3A%2F%2Fwww.slideshare.net%2FTeamlyzer%2Ftop-50-hr-recruitment-quotes-january-2014-31165126&ukey=agxzfnNpZ25hbHNjcnhyGAsSC1VzZXJQcm9maWxlGICAwIPPt5cLDA&k=3e68dc91-9182-4336-fb78-7855b32ac133" target="_blank">Fill for fit</a><em>.” – Crystal Miller (<a href="https://twitter.com/TheOneCrystal?lang=en" target="_blank">@TheOneCrystal</a>)</em></p>
</blockquote>
<p>The overwhelming tendency of companies to post job openings with a mere list of qualifications, certifications, requirements, etc., is doing more damage than good for the organization. On the same note, hiring purely for cultural fit isn’t ideal either. Companies tend to fit for one or the other, cultural OR functional. Bridge the difference with a list of skills included in such a way to suggest the type of company culture the organization has. Candidates are more likely to respond to a job opening that has some company personality in it. The new trend is to hire for culture, because you can teach skills – or the functionality – you can’t teach personality.</p>
<p>With that said, hiring managers shouldn’t hire blind. While the candidate might be a cultural match, is it worth it to spend the average 20 weeks <a href="http://t.signauxtrois.com/link?url=http%3A%2F%2Fhrtimesblog.com%2F2014%2F03%2F27%2Fgetting-strategic-about-onboarding%2F&ukey=agxzfnNpZ25hbHNjcnhyGAsSC1VzZXJQcm9maWxlGICAwIPPt5cLDA&k=938161a2-7303-4370-bc3b-a9773237643a" target="_blank">onboarding</a> new hires to full productivity? Nearly half of all new hires fail within the first 18 months, and it costs about 150% of their salary to <a href="http://t.signauxtrois.com/link?url=http%3A%2F%2Fhrtimesblog.com%2F2014%2F03%2F27%2Fgetting-strategic-about-onboarding%2F&ukey=agxzfnNpZ25hbHNjcnhyGAsSC1VzZXJQcm9maWxlGICAwIPPt5cLDA&k=bda79263-61b5-49b8-f220-cb033851f9e9" target="_blank">replace them</a>. This is why <a href="http://t.signauxtrois.com/link?url=http%3A%2F%2Fhrtimesblog.com%2F2014%2F03%2F27%2Fgetting-strategic-about-onboarding%2F&ukey=agxzfnNpZ25hbHNjcnhyGAsSC1VzZXJQcm9maWxlGICAwIPPt5cLDA&k=4f925fcf-bd6d-4549-ddc3-eecf53a93bde" target="_blank">retention</a> is important; 90% of employees make the decision to stay with or leave the company within the first 6 months… So <em>fill for both functional and cultural fit.</em></p>
<h2><strong>Re-engineer Recruitment</strong></h2>
<blockquote><p><em>“</em><a href="http://t.signauxtrois.com/link?url=http%3A%2F%2Fwww.slideshare.net%2FTeamlyzer%2Ftop-50-hr-recruitment-quotes-january-2014-31165126&ukey=agxzfnNpZ25hbHNjcnhyGAsSC1VzZXJQcm9maWxlGICAwIPPt5cLDA&k=65a0774c-6cbc-4882-d3ff-bb32fda278f1" target="_blank">Good interviewers</a><em> know what they are looking for in a question. Ask if you want to know.” – Tom Bolt (<a href="https://twitter.com/TomBolt?lang=en" target="_blank">@TomBolt</a>)</em></p>
</blockquote>
<p>According to <a href="http://t.signauxtrois.com/link?url=http%3A%2F%2Faberdeen.com%2Fresearch%2F8171%2Fai-candidate-relationship-management%2Fcontent.aspx&ukey=agxzfnNpZ25hbHNjcnhyGAsSC1VzZXJQcm9maWxlGICAwIPPt5cLDA&k=dbf18788-a392-4dac-a363-12ca8d1dde78" target="_blank">Aberdeen Group</a>, there are three tools that will revolutionize recruitment. They include <a href="http://t.signauxtrois.com/link?url=http%3A%2F%2Fgreenjob.flywheelsites.com%2F&ukey=agxzfnNpZ25hbHNjcnhyGAsSC1VzZXJQcm9maWxlGICAwIPPt5cLDA&k=445a848f-0e07-4995-9fc5-d913c95b024a" target="_blank">video interviewing tools</a>. In fact, 61% of organizations are leveraging live video options for every type of position from the entry to the executive. The recruitment renovation can increase candidate interest, candidate and employee interaction, and reduce turnover all while <a href="http://t.signauxtrois.com/link?url=http%3A%2F%2Fgreenjob.flywheelsites.com%2F2014%2F06%2F4-ways-video-interviewing-services-company%2F&ukey=agxzfnNpZ25hbHNjcnhyGAsSC1VzZXJQcm9maWxlGICAwIPPt5cLDA&k=aa9f682a-2849-415c-e827-179974079ba5" target="_blank">narrowing the talent pool</a> 10 times quicker than the standard phone screen. This saves the company money and improves the candidate experience with the option to incorporate the organization’s employer brand.</p>
<p>It doesn’t take a whole lot of effort to change the way the recruiting department operates. It <em>does</em>, however, take change in the thought process behind hiring new employees. Millennials won’t necessarily have the experience traditionally required, and Baby Boomers could be changing career fields. But their fit for the position is more than that. A combination of culture and function determine a candidate’s cultural fit. With a little re-engineering of the hiring process, organizations can hire quickly and more effectively.</p>
<p dir="ltr"><em>Bio: <strong>Julie Salerno, VP Sales</strong></em></p>
<p dir="ltr"><em>Julie Salerno provides guidance and leadership to <a rel="nofollow" href="http://greenjobinterview.com/">GreenJobInterview</a>’s sales team and is responsible for the ongoing growth of the company’s revenues and profitability. She is involved in strategic planning, helping to managing the company’s resources, and improving its business processes.</em></p>
<p dir="ltr"><em>Previously, she served as a partner and senior executive recruiter at Personnel Strategies, Inc.</em></p>
<p dir="ltr"><em>Want more? Check out our <a rel="nofollow" href="http://greenjobinterview.com/resources/news/">blog and tons of free resources</a>.</em></p>
<p><em><span id="docs-internal-guid-881ed2b9-0a3b-e962-06ed-9c7d7df84b1d">Tweet us at <a rel="nofollow" href="https://twitter.com/GrJobInterview">@GrJobInterview</a></span></em></p>
<p><strong><em> </em></strong></p>3 Things to Think About Before an Interviewtag:recruitingblogs.com,2014-12-02:502551:BlogPost:18467462014-12-02T13:00:00.000ZJulie Salernohttps://recruitingblogs.com/profile/JulieSalerno
<p><a href="http://fw009980-flywheel.netdna-ssl.com/wp-content/uploads/2014/09/Before-Interview.jpg" target="_blank"><img class="align-left" src="http://fw009980-flywheel.netdna-ssl.com/wp-content/uploads/2014/09/Before-Interview-300x200.jpg?width=300" style="padding: 10px;" width="300"></img></a> Preparing for an interview is nerve wracking for the candidates and the recruiters alike. It can be off-putting for both parties, when one or both come unprepared for the interview.</p>
<p>Out of a focus group of 200 individuals, 80% agreed that if an <a href="https://www.recruiter.com/i/new-years-resolutions-that-land-you-the-best-candidates/">interviewer showed up…</a></p>
<p><a href="http://fw009980-flywheel.netdna-ssl.com/wp-content/uploads/2014/09/Before-Interview.jpg" target="_blank"><img src="http://fw009980-flywheel.netdna-ssl.com/wp-content/uploads/2014/09/Before-Interview-300x200.jpg?width=300" width="300" class="align-left" style="padding: 10px;"/></a>Preparing for an interview is nerve wracking for the candidates and the recruiters alike. It can be off-putting for both parties, when one or both come unprepared for the interview.</p>
<p>Out of a focus group of 200 individuals, 80% agreed that if an <a href="https://www.recruiter.com/i/new-years-resolutions-that-land-you-the-best-candidates/">interviewer showed up 10 minutes late</a>, it would leave a negative impression of the organization. Likewise, employers don’t approve of many new candidates’ communication skills.</p>
<p>60% of <a href="https://www.stlcc.edu/forms/SSLW2013Report.htm">fresh graduates don’t have the interpersonal communication skills</a> to be able to successfully complete an interview. So what should candidates and recruiters think about before the interview? </p>
<h2><span>For the Candidate…</span></h2>
<h4><span>1. Research the company.</span></h4>
<p>How can you prepare or rehearse for an interview if you don’t <em>really </em>understand the organization you want to work for?</p>
<h4><span>2. Prepare questions.</span></h4>
<p>You’ve done all of the research you can. You know the employer brand inside and out, and the company history is just as familiar. However, you’re not done just yet. Look at the job description again… think of questions you might have regarding the position itself and the culture that comes along with it. You don’t want to end up as part of the 20% of <a href="http://brandongaille.com/employee-turnover-rates-stats-and-costs/">employees who end up leaving the position</a> because you didn’t end up being the right fit for the job. What better way to prevent that from happening than asking some questions… and you can only ask questions if you have the information to formulate them. Knowing the job description helps to prepare for the interview as well. The better you know the job description, the better you know the position – hopefully – and can answer questions accordingly.</p>
<h4> <span>3. </span><span>Remember everything your mother taught you.</span></h4>
<p>She may have been bothersome growing up, constantly saying, “stand-up straight,” and “look at me when I’m talking to you.” Little did you know, however, how much that would prepare you for job interviews in the future. Everything from <a href="http://theundercoverrecruiter.com/body-language-score-job-interview/">your smile to your handshake</a> has something to say about you. Be aware of the global culture of the job you’re applying for, though, as handshakes and other common courtesies might not be appropriate</p>
<h2><span>For the Interviewer…</span></h2>
<h4><span>1. What questions can I ask?</span></h4>
<p>Simply speaking, you can’t ask anything that could <a href="http://career-advice.monster.com/job-interview/interview-questions/illegal-interview-questions/article.aspx">lead to job discrimination</a>. Religion, sexuality, marital status, and children are all off limits. Marriage and children seem like easy ways to enter into small talk, but they pose a threat for candidates who seek a good work-life balance in order to deal with family situations.</p>
<h4><span> 2. Know the binary.</span></h4>
<p>Well, you don’t have to know the sequence of ones and zeros that allow the video interview service to work. If you’re using a <a href="http://greenjobinterview.com/2014/04/nail-giving-video-interview/">video interviewing service</a>, you do have to understand your technology. Sometimes, technology fails… the video lags, screen goes black, or the candidate is telling you about the project they got an award for and you simply can’t hear them. Don’t worry; GreenJobInterview has the support you need to get through these tough tech times.</p>
<h4><span>3. Know the position.</span></h4>
<p>As a recruiter, you have to understand the position you’re trying to attract candidates to. Be prepared for questions candidates may have, because hopefully they will come prepared for some like, “What does a typical day in this position look like?” In a LinkedIn post by <a href="https://www.linkedin.com/profile/view?id=3374673&authType=name&authToken=rZso&trk=pulse-det-athr_prof-art_hdr">Amit Bhagwat</a>, Senior Recruitment Lead, <a href="https://www.linkedin.com/profile/view?id=15454&authType=NAME_SEARCH&authToken=jfjz&locale=en_US&trk=tyah2&trkInfo=tarId%3A1411151146588%2Ctas%3Alou%20adler%2Cidx%3A1-1-1">Lou Adler</a> says, “An <a href="https://www.linkedin.com/pulse/article/20140602170034-3374673-recruiting-ideas-that-stand-the-test-of-time">unprofessional recruiter</a> is someone who doesn’t know the job they’re representing, doesn’t personally know the hiring manager, and doesn’t have deep industry knowledge.”</p>
<p>Research for both the candidate and the recruiter is essential for laying good groundwork. Know the position, know the technology, and come with questions. Before the interview, take a <a href="http://www.businessinsider.com/what-to-do-in-the-15-minutes-before-job-interview-2014-3">short 15-minute breather</a>. Compose yourself, and remember everything you rehearsed. <a href="https://twitter.com/DeborahShane">Deborah Shane</a>, career author, speaker, and media and marketing consultant, says:</p>
<p><em>“Those 15 minutes are your opportunity to get yourself into the right frame of mind, and set your energy and focus on who you’ll be meeting with, what you want them to remember about you, and what you want to ask them.”</em></p>
<p dir="ltr"><em>Bio: <strong>Julie Salerno, VP Sales</strong></em></p>
<p dir="ltr"><em>Julie Salerno provides guidance and leadership to <a rel="nofollow" href="http://greenjobinterview.com/">GreenJobInterview</a>’s sales team and is responsible for the ongoing growth of the company’s revenues and profitability. She is involved in strategic planning, helping to managing the company’s resources, and improving its business processes.</em></p>
<p dir="ltr"><em>Previously, she served as a partner and senior executive recruiter at Personnel Strategies, Inc.</em></p>
<p dir="ltr"><em>Want more? Check out our <a rel="nofollow" href="http://greenjobinterview.com/resources/news/">blog and tons of free resources</a>.</em></p>
<p><em><span id="docs-internal-guid-881ed2b9-0a3b-e962-06ed-9c7d7df84b1d">Tweet us at <a rel="nofollow" href="https://twitter.com/GrJobInterview">@GrJobInterview</a></span></em></p>How Staffing Firms Can Use Video Interviewingtag:recruitingblogs.com,2014-11-25:502551:BlogPost:18445922014-11-25T15:34:57.000ZJulie Salernohttps://recruitingblogs.com/profile/JulieSalerno
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557542538?profile=original" target="_self"><img class="align-left" src="http://storage.ning.com/topology/rest/1.0/file/get/1557542538?profile=RESIZE_320x320" style="padding: 10px;" width="300"></img></a> It’s not just about the cool new piece of technology anymore. Video interviews make sense because they are efficient, cost effective, and they are simply convenient. Not to mention 60% of <a href="http://greenjobinterview.com/2014/07/practice-makes-perfect-video-interviewing-gives-candidates-edge/" target="_blank">candidates actually prefer video interviews</a>. The…</p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557542538?profile=original" target="_self"><img width="300" src="http://storage.ning.com/topology/rest/1.0/file/get/1557542538?profile=RESIZE_320x320" width="300" class="align-left" style="padding: 10px;"/></a>It’s not just about the cool new piece of technology anymore. Video interviews make sense because they are efficient, cost effective, and they are simply convenient. Not to mention 60% of <a href="http://greenjobinterview.com/2014/07/practice-makes-perfect-video-interviewing-gives-candidates-edge/" target="_blank">candidates actually prefer video interviews</a>. The popularity of mobile devices such as smartphones and tablets has increased the flexibility of job applicants and recruiters alike. Corporate HR departments aren’t the only ones who can benefit from video interviews over the traditional face-to-face. Staffing firms can use video interviews to their benefit as well, saving on overhead, time, and energy.</p>
<h3><strong>Money, Convenience, and Overhead</strong></h3>
<p>Corporations who don’t necessarily have the resources for an extensive hiring program pay staffing firms. With video interviews, these staffing firms can decrease the talent pool sooner, so they can send the most qualified candidates onward to the hiring managers at the company who employs them. The capability to go <a href="http://www.staffingrobot.com/2014/02/the-future-of-mobile-will-save-money-for-your-staffing-company-the-infographic.html" target="_blank">mobile will affect businesses more</a> than the internet did in the 1990s; 67% of CIOs and IT professionals agree.</p>
<p>Mobility saves time <em>and </em>money. <a href="http://greenjobinterview.com/our-solutions/one-way/" target="_blank">Video One-Way interviews</a> have the ability to go mobile for both the candidate and the recruiter from the staffing firm.<a href="http://greenjobinterview.com/our-solutions/mobile/" target="_blank">GreenJobInterview’s Mobile App</a> allows users to interview and record beyond the traditional 9 to 5 work schedule. Combine the projected 6.1 billion <a href="http://www.staffingrobot.com/2014/02/the-future-of-mobile-will-save-money-for-your-staffing-company-the-infographic.html" target="_blank">smartphone users by the year 2020</a>, and the growing number of companies that use video interviews as a major part of their hiring process… You will find the need for mobile video interviews. Luckily for you, <a href="http://greenjobinterview.com/" target="_blank">GreenJobInterview</a> offers this and much more.</p>
<h3><strong>No Need for One-on-One</strong></h3>
<p>The one-on-one experience can be very intimidating for some candidates and recruiters alike. So, these firms record candidates for one position or many, using general questions to place talent in the best position. The videos can then be passed along to the corporate hiring manager, who can<a href="http://www.shrm.org/hrcareers/hrcareerresources/articles/pages/shrm_050322.aspx" target="_blank"> assess candidate communication and presentation skills</a>. It gives candidates who are camera shy or timid in interview situations the opportunity to retake their <a href="http://greenjobinterview.com/our-solutions/one-way/" target="_blank">One-Way videos</a> if they feel they can communicate their qualifications better.</p>
<h3><strong>Speed of Light</strong></h3>
<p>Using a video interviewing service saves companies both time and money in the hiring process. It can also save the same amount of time and money for staffing firms, who take a large portion of the burden off of the shoulders of the corporate HR departments. This is true for recruiting companies as well. With recruiting technology like this, they no longer have to travel to screen applicants, nor do job seekers have to travel to the staffing office in order to conduct those preliminary interviews.</p>
<p>HR departments aren’t the only teams looking to save time, money, and energy during the hiring process. Many large companies look to staffing firms to do the first stages of the hiring process for them, in order to save time and money. They do this in order to prevent wasting time with the candidates who are less than desirable. These staffing firms can save on overhead by using video interviewing technology, because they too save a substantial amount of money per interview on travel. Furthermore the candidates who participate in the One-Way video screenings can also use these videos for multiple companies. That saves time, money, and energy for <em>both </em>the applicants and the staffing firm recruiters.</p>
<p>Video screening and interviewing helps bridge those inherent disconnects that can pop up for an organization using a staffing firm. Branding, culture and recruitment messaging are all seamlessly delivered through recorded interviews, ensuring that your employer brand is presented with your strategy and vision in the forefront.</p>
<p dir="ltr"><em>Bio: <strong>Julie Salerno, VP Sales</strong></em></p>
<p dir="ltr"><em>Julie Salerno provides guidance and leadership to <a rel="nofollow" href="http://greenjobinterview.com/">GreenJobInterview</a>’s sales team and is responsible for the ongoing growth of the company’s revenues and profitability. She is involved in strategic planning, helping to managing the company’s resources, and improving its business processes.</em></p>
<p dir="ltr"><em>Previously, she served as a partner and senior executive recruiter at Personnel Strategies, Inc.</em></p>
<p dir="ltr"><em>Want more? Check out our <a rel="nofollow" href="http://greenjobinterview.com/resources/news/">blog and tons of free resources</a>.</em></p>
<p><em><span id="docs-internal-guid-881ed2b9-0a3b-e962-06ed-9c7d7df84b1d">Tweet us at <a rel="nofollow" href="https://twitter.com/GrJobInterview">@GrJobInterview</a></span></em></p>Don't Let the Browser Hit You on the Way Outtag:recruitingblogs.com,2014-11-18:502551:BlogPost:18417392014-11-18T13:00:00.000ZJulie Salernohttps://recruitingblogs.com/profile/JulieSalerno
<p><a href="http://fw009980-flywheel.netdna-ssl.com/wp-content/uploads/2014/09/Browser-e1410812594365.jpg" target="_blank"><img class="align-left" src="http://fw009980-flywheel.netdna-ssl.com/wp-content/uploads/2014/09/Browser-300x189.jpg?width=300" style="padding: 10px;" width="300"></img></a> No one is pushing you out the recruitment door, but if you don’t stay up-to-date on updates… your browser will. Not all browsers were created equal and with that said, it’s time to catch up to modern web development standards. Everything from the desktop browser capability to career page mobile responsiveness has an impact on the quantity and quality of the…</p>
<p><a href="http://fw009980-flywheel.netdna-ssl.com/wp-content/uploads/2014/09/Browser-e1410812594365.jpg" target="_blank"><img src="http://fw009980-flywheel.netdna-ssl.com/wp-content/uploads/2014/09/Browser-300x189.jpg?width=300" width="300" class="align-left" style="padding: 10px;"/></a>No one is pushing you out the recruitment door, but if you don’t stay up-to-date on updates… your browser will. Not all browsers were created equal and with that said, it’s time to catch up to modern web development standards. Everything from the desktop browser capability to career page mobile responsiveness has an impact on the quantity and quality of the candidates who apply for job openings. Your recruiting game is at stake. Will your recruitment page run on Chrome, Firefox, Internet Explorer, Safari, or Opera? Why not make it available to all 5 of the top browsers?</p>
<p>With the way the internet has been integrated through mobile phones, tablets, and all of the apps that come with them, it’s important to acknowledge how effectively your career site and recruitment efforts align with the major browsers. There are mobile applications through Android and iOS devices, and then there are the more well-known desktop browsers. Google Chrome is the most popular one today, holding 45% of <a href="http://www.digitaltrends.com/computing/the-best-browser-internet-explorer-vs-chrome-vs-firefox-vs-safari/#!bTa1BO">internet usage</a>. It has an extensive library of plugins and browser extensions. Applications such as Google Analytics can help track your recruiting numbers. Google goes as far as providing an email platform housed within the browser. That’s something the other top 5 don’t provide.</p>
<p>Each browser has its own strengths and weaknesses. No one can tell you which is the best choice to base your job openings; you have to weigh the options. However, it is best to make sure they can be seen in a variety of browsers. The success of any branding strategy relies on alignment between HR technology and recruitment goals.Much of the HR technology takes root in the internet, or at least the internet-based cloud system. Writer <a href="https://twitter.com/BrandonWidder">Brandon Widder</a> said, “The bottom line is, we’re in an era where <a href="http://www.digitaltrends.com/computing/the-best-browser-internet-explorer-vs-chrome-vs-firefox-vs-safari/">the most minimal and modular browser reins supreme</a>.”</p>
<p>The look of your career page and any internet-based recruitment methods such as video interviewing make a difference. However, using different browsers can affect the appearance of your site. In fact, it is just as important to keep your career page responsive to mobile devices, considering 9 out of 10 <a href="http://www.glassdoor.com/blog/9-10-job-seekers-search-jobs-mobile-glassdoor-state-mobile-job-search-survey/">jobseekers use their mobile devices</a> to search for new employment opportunities. By 2018, <a href="http://www.forbes.com/sites/connieguglielmo/2014/02/05/mobile-traffic-will-continue-to-rise-rise-rise-as-smart-devices-take-over-the-world/">global mobile usage</a> will run 190 exabytes annually. Just to give perspective, one <a href="http://highscalability.com/blog/2012/9/11/how-big-is-a-petabyte-exabyte-zettabyte-or-a-yottabyte.html">exabyte is equivalent</a> to 1,000,000,000,000,000,000 bytes. Five exabytes is equivalent to all words ever spoken by human beings. The majority of this usage will be through video.</p>
<p>With video not only on the rise, but taking over much mobile usage as well, video job descriptions will be more common. With traditional written job descriptions, candidates only spend about 50 seconds <a href="http://www.ere.net/2014/05/12/video-job-descriptions-a-not-to-be-missed-application-accelerator/">looking at jobs they will ultimately pass over</a>. Surprisingly only another 22 seconds reading the ones they actually plan to apply for. Video job descriptions on the other hand can improve job description visibility and cultural believability. However, this can only happen if your career pages can be viewed on multiple different browsers. Otherwise, you risk missing out on dream – and possibly niche – candidates.</p>
<p>Don’t miss out on technology opportunities or candidates simply by not creating your career page to be responsive to not only mobile devices but also other browsers. Because although your company might exclusively use Internet Explorer, candidates might use Chrome as it corresponds well with their Gmail and YouTube accounts. Or they might use Opera or Firefox if they are from a more niche job board.</p>
<blockquote><p><em>“The first rule of any </em><a href="http://www.brainyquote.com/quotes/topics/topic_technology.html"><em>technology used in a business</em></a><em> is that automation applied to an efficient operation will magnify the efficiency. The second is that automation applied to an inefficient operation will magnify the inefficiency.” – Bill Gates</em></p>
</blockquote>
<p dir="ltr"><em>Bio: <strong>Julie Salerno, VP Sales</strong></em></p>
<p dir="ltr"><em>Julie Salerno provides guidance and leadership to <a rel="nofollow" href="http://greenjobinterview.com/">GreenJobInterview</a>’s sales team and is responsible for the ongoing growth of the company’s revenues and profitability. She is involved in strategic planning, helping to managing the company’s resources, and improving its business processes.</em></p>
<p dir="ltr"><em>Previously, she served as a partner and senior executive recruiter at Personnel Strategies, Inc.</em></p>
<p dir="ltr"><em>Want more? Check out our <a rel="nofollow" href="http://greenjobinterview.com/resources/news/">blog and tons of free resources</a>.</em></p>
<p><em><span id="docs-internal-guid-881ed2b9-0a3b-e962-06ed-9c7d7df84b1d">Tweet us at <a rel="nofollow" href="https://twitter.com/GrJobInterview">@GrJobInterview</a></span></em></p>Employer Branding for the Future of Your Workforcetag:recruitingblogs.com,2014-11-11:502551:BlogPost:18397202014-11-11T14:00:00.000ZJulie Salernohttps://recruitingblogs.com/profile/JulieSalerno
<p><a href="http://greenjobinterview.redbranchmediain.netdna-cdn.com/wp-content/uploads/2014/09/Employer-Branding-300x200.jpg"><img class="align-left" src="http://greenjobinterview.redbranchmediain.netdna-cdn.com/wp-content/uploads/2014/09/Employer-Branding-300x200.jpg?width=300" style="padding: 10px;" width="300"></img></a> When it comes to the corporate career page, it’s clear who stands out from the rest. Those who are responsive and branded specifically to their employer brand are the ones that stand out to candidates – and quite frankly – are the rivals of their competitors. According to a recent study by LinkedIn, companies who have a strong employer brand have a 28% …</p>
<p><a href="http://greenjobinterview.redbranchmediain.netdna-cdn.com/wp-content/uploads/2014/09/Employer-Branding-300x200.jpg"><img src="http://greenjobinterview.redbranchmediain.netdna-cdn.com/wp-content/uploads/2014/09/Employer-Branding-300x200.jpg?width=300" width="300" class="align-left" style="padding: 10px;"/></a>When it comes to the corporate career page, it’s clear who stands out from the rest. Those who are responsive and branded specifically to their employer brand are the ones that stand out to candidates – and quite frankly – are the rivals of their competitors. According to a recent study by LinkedIn, companies who have a strong employer brand have a 28% <a href="http://business.linkedin.com/talent-solutions/c/14/7/content-marketing-guide-for-talent-acquisition.html">lower turnover rate</a> compared to those with less than stellar branding practices. It is important not only for recruiting the ideal candidates, but also for keeping them with your organization. Here are some stats to pay attention to when examining the effectiveness of your employer brand.</p>
<h3><span>2 out of 3 </span><a href="http://thehiringsite.careerbuilder.com/2013/11/04/lower-salary-good-employer-brand/"><span>candidates will accept a lower salary</span></a><span> if the company has a good employer brand (<span><a href="http://ctt.ec/P5tIR"><span>Click to Tweet</span></a></span>)</span></h3>
<p>In recruiting, there is almost no better tool than a positive employer brand. If candidates believe they will be happy in the organization and mesh well within the culture of the company, they are more likely to take a pay cut. Considering 88% of Millennials want a <a href="http://www.forbes.com/sites/robasghar/2014/01/13/what-millennials-want-in-the-workplace-and-why-you-should-start-giving-it-to-them/">better work-life integration</a>, it’s understandable that they would want the experiences at work to be better regardless of the pay. This work-life integration is focused on the increasing blend of the office and home lives into one; it’s not the same as work-life balance which focuses on the two being separate entities.</p>
<h3><span>29% of jobseekers don’t think employers do a good enough job </span><span><a href="http://thehiringsite.careerbuilder.com/2013/11/04/lower-salary-good-employer-brand/">enforcing their employer brand</a> (<span><a href="http://ctt.ec/hc1JE"><span>Click to Tweet</span></a></span>)</span></h3>
<p>A platform that allows users to brand the video interviews to their own standards is a big deal. Why? Well, branding video interviews to the organization’s standards expands candidate appreciation for the brand. After all, YouTube gets 6 billion <a href="http://www.business2community.com/content-marketing/effective-branding-video-content-marketing-0750280">views per month</a> alone. Video in employment branding isn’t just for the big guys anymore.</p>
<h3><span>76% of companies use social media to </span><span><a href="http://www.tweetmyjobs.com/blog/2014/06/76-companies-choose-social-media-communicate-employer-brand/">communicate their employer brand</a> (<span><a href="http://ctt.ec/jq949"><span>Click to Tweet</span></a></span>)</span></h3>
<p>Social media is a perfect way to advertise job openings to even those outside the company zip code. <a href="http://expandedramblings.com/index.php/by-the-numbers-a-few-important-linkedin-stats/#.VBJJOS5dWvc">LinkedIn</a> alone has 2 new users per second, 3 billion total users, and 100 million users in the U.S. Recruiters can not only go searching for candidates and reach out to the qualified talent pool, but the talent themselves can reach out to recruiters. The connections on LinkedIn spread over 200 countries and territories, so nothing can stop recruiters from finding the talent outside their immediate surrounding.</p>
<h3><span>37% of companies don’t have an </span><span><a href="http://thehiringsite.careerbuilder.com/2013/09/16/no-employer-branding-strategy/">employer brand strategy</a> (<span><a href="http://ctt.ec/QvDMl"><span>Click to Tweet</span></a></span>)</span></h3>
<p>With capabilities like branding during the interview process, there’s no reason not to have at least <em>some</em> brand exposure. Video interviews aren’t just for large corporations anymore. Teleworking, telecommuting, video interviewing, and video conferencing are common in today’s technology-savvy HR. According to a study by Polycom and Redshift Research, out of the 1,205 businesses surveyed, 76% of them currently <a href="http://www.polycom.com/company/news/press-releases/2013/20131015.html">use video solutions at work</a>.</p>
<h3><span>36% of </span><a href="http://www.slideshare.net/eremedia/2014-employer-branding-global-trends-study-report"><span>branding strategies</span></a><span> are managed by HR departments (<span><a href="http://ctt.ec/3oFp3"><span>Click to Tweet</span></a></span>)</span></h3>
<p>That means 36% of HR departments have the capability to brand the interviews… much like the service we provide. The video job descriptions and the video interviews can be easily branded to meet company and industry standards. Video interviews are an easy way to integrate technologically advanced strategies into your employer brand.</p>
<p>Career pages, social media, and branding strategies all affect the way in which candidates view your organization. Your employer brand comes primarily from the opinions of accepted and rejected candidates. So it stands to reason that the 22% of jobseekers who don’t think employers do a good enough job representing their brand look at the 36% of companies who simply don’t have branding strategies as less than desirable companies to work for. There is hope for them, though. </p>
<p></p>
<p dir="ltr"><em>Bio: <strong>Julie Salerno, VP Sales</strong></em></p>
<p dir="ltr"><em>Julie Salerno provides guidance and leadership to <a rel="nofollow" href="http://greenjobinterview.com/">GreenJobInterview</a>’s sales team and is responsible for the ongoing growth of the company’s revenues and profitability. She is involved in strategic planning, helping to managing the company’s resources, and improving its business processes.</em></p>
<p dir="ltr"><em>Previously, she served as a partner and senior executive recruiter at Personnel Strategies, Inc.</em></p>
<p dir="ltr"><em>Want more? Check out our <a rel="nofollow" href="http://greenjobinterview.com/resources/news/">blog and tons of free resources</a>.</em></p>
<p><em><span id="docs-internal-guid-881ed2b9-0a3b-e962-06ed-9c7d7df84b1d">Tweet us at <a rel="nofollow" href="https://twitter.com/GrJobInterview">@GrJobInterview</a></span></em></p>The Keys to Perfecting Your Employer Brandtag:recruitingblogs.com,2014-11-06:502551:BlogPost:18388452014-11-06T16:04:16.000ZJulie Salernohttps://recruitingblogs.com/profile/JulieSalerno
<p><strong><a href="http://greenjobinterview.redbranchmediain.netdna-cdn.com/wp-content/uploads/2014/09/Employer-Brand-300x173.jpg" target="_blank"><img class="align-left" src="http://greenjobinterview.redbranchmediain.netdna-cdn.com/wp-content/uploads/2014/09/Employer-Brand-300x173.jpg?width=300" style="padding: 10px;" width="300"></img></a></strong> Innovative corporate leaders may wonder why their Talent Acquisition professionals seem darn good at their jobs. When we ask them, many say it’s because they found the key to perfecting the company’s employer brand. Take a look at the anatomy of a lock. It seems rather simple, but all of the pieces work so cohesively that a…</p>
<p><strong><a href="http://greenjobinterview.redbranchmediain.netdna-cdn.com/wp-content/uploads/2014/09/Employer-Brand-300x173.jpg" target="_blank"><img src="http://greenjobinterview.redbranchmediain.netdna-cdn.com/wp-content/uploads/2014/09/Employer-Brand-300x173.jpg?width=300" width="300" class="align-left" style="padding: 10px;"/></a></strong>Innovative corporate leaders may wonder why their Talent Acquisition professionals seem darn good at their jobs. When we ask them, many say it’s because they found the key to perfecting the company’s employer brand. Take a look at the anatomy of a lock. It seems rather simple, but all of the pieces work so cohesively that a key can be inserted into the lock and it opens the gate, door, window, car, etc. So what’s the key? For our clients, it’s finding a <a href="http://t.signauxtrois.com/link?url=http%3A%2F%2Fgreenjobinterview.com%2Four-solutions%2Fgreenjob-live%2F&ukey=agxzfnNpZ25hbHNjcnhyGAsSC1VzZXJQcm9maWxlGICAwIPPt5cLDA&k=762124f5-5f41-462e-a5a1-0cfb1fb9451e">video interviewing</a> platform that suits the organizational hiring needs. Employer branding and the recruitment process <em>can </em>work better together. Integrating video technologies into the hiring and recruiting process can enhance employer branding to work as well as a lock and key. Here’s how to find that perfect process.</p>
<h3><strong>Springs</strong></h3>
<p>The tiny metal springs in a lock are a lot like the hiring managers and recruiters who define and write the job descriptions. They are the ones that set the skills in stone for open positions. No matter how exciting the position, the company’s job descriptions probably need a bit of life added to them and sometimes, they need to be revamped altogether. When a new client company comes on board, we help them define what the organization needs, how they can best describe it and how to bring company culture and team fit into focus with video descriptions. Instead of words on a career page, they can become the script for that first candidate impression. Video can remedy the stale job description and increase job-seeker traffic, not to mention being a boon to career site SEO. Video itself increases site traffic, so it stands to reason that a video job description would raise the number of qualified candidates per open position and woo those who are the closest possible fit culturally and technically. It is estimated that by 2018, <a href="http://t.signauxtrois.com/link?url=http%3A%2F%2Fwww.forbes.com%2Fsites%2Fconnieguglielmo%2F2014%2F02%2F05%2Fmobile-traffic-will-continue-to-rise-rise-rise-as-smart-devices-take-over-the-world%2F&ukey=agxzfnNpZ25hbHNjcnhyGAsSC1VzZXJQcm9maWxlGICAwIPPt5cLDA&k=28059a28-1acc-49a7-babf-c703a73f7da1" target="_blank">video</a> will consume 69% of <a href="http://t.signauxtrois.com/link?url=http%3A%2F%2Fgreenjobinterview.com%2Four-solutions%2Fmobile%2F&ukey=agxzfnNpZ25hbHNjcnhyGAsSC1VzZXJQcm9maWxlGICAwIPPt5cLDA&k=d130f88f-7fb2-4674-d391-490babecf234" target="_blank">mobile use</a> alone. What does that mean for desktop use? We can assume an increase there as well.</p>
<h3><strong>Set Pins</strong></h3>
<p>What about the necessary requirements? Well, set pins function like the prerequisites candidates need to fit before they continue in the hiring process. Every candidate who applies enters the process knowing the base standards needed for the job. Set pins can also work on the employer’s end. The “set pins” of video interviewing for employers are the capabilities to brand the interview. Pairing video interviewing with a company’s assessment process not only gives the hiring managers the ability to tell the candidate about the position at their company; it allows them to SHOW it. Employers should be able to place their own <a href="http://t.signauxtrois.com/link?url=http%3A%2F%2Fgreenjobinterview.com%2Four-solutions%2Fexamples%2F&ukey=agxzfnNpZ25hbHNjcnhyGAsSC1VzZXJQcm9maWxlGICAwIPPt5cLDA&k=6b20246b-cf88-4253-82f9-6dc923e5e582" target="_blank">personal branding</a> on the video, so candidates are further exposed to the company and enter the interview with confidence and a real sense of their potential future employer.</p>
<h3><strong>Shear Line</strong></h3>
<p>The dream candidate entered their resume into the job opening. It seems like they meet all of the requirements and the hiring manager couldn’t have found a better personality to fit the position. This alignment is like the shear line in a lock. When the set pins and the key pins align with the shear line just right, the user can turn the key to open the lock. Just the same, using video interview can give a better insight to whether a candidate will fit the “lock.” Their resume fits all of the skills and they have the educational background as per the job description, but personalities can’t really shine in a resume. In fact, culture is often a reason why new hires don’t quite fit the position – or the lock – 89% of the time to be exact. Within the first 18 months, an overwhelming <a href="http://t.signauxtrois.com/link?url=http%3A%2F%2Fgreenjobinterview.com%2F2014%2F06%2F4-ways-video-interviewing-services-company%2F&ukey=agxzfnNpZ25hbHNjcnhyGAsSC1VzZXJQcm9maWxlGICAwIPPt5cLDA&k=77df344c-ac82-49b2-daf6-84ce0cf4d2e3" target="_blank">majority of new hires fail</a>, but using video interviews to assess a personality fit is the solution to this problem. This is a particular boon to those hiring from a distance, as video interviewing gives everyone on the team the chance to collaborate on the back end and give crucial feedback.</p>
<h3><strong>Key Pins</strong></h3>
<p>These are the small metal poles that match the grooves in the key and the shear line. That’s how each lock is different; the key pins are random in size to fit the key. At the top, they all start in the same spot to match the shear line. The candidate who has the skill set that matches the job description is much like the key pins. They have the appropriate experience and knowledge to turn reading the job description into a job. Candidates are less likely to apply to a position they know they are not qualified for, and they only spend 14.6 seconds <a href="http://t.signauxtrois.com/link?url=https%3A%2F%2Fwww.devex.com%2Fnews%2Fhow-you-may-be-reading-job-postings-all-wrong-80990&ukey=agxzfnNpZ25hbHNjcnhyGAsSC1VzZXJQcm9maWxlGICAwIPPt5cLDA&k=44c0e8ea-c10e-485f-d2c9-2d926585abc5" target="_blank">reading the job posting</a> to begin with. Video job descriptions and interviews make this much more clear than the traditional media companies tend to use.</p>
<p>Candidates with the right experience, skills, and personality will unlock potential performance. But to find that key, your springs and set pins have to be in place in order to make sure candidates are aware what the job can actually offer them and how they can benefit the company. So use the lock to find the key. The right key will align the key pins to the shear line, allowing the company to turn the page of the hiring process for that position. Most companies assume that video interviewing is out of their reach, but solutions exist for companies of all shapes and sizes.</p>
<p style="text-align: center;">~</p>
<p dir="ltr"><em>Julie Salerno provides guidance and leadership to <a rel="nofollow" href="http://greenjobinterview.com/">GreenJobInterview</a>’s sales team and is responsible for the ongoing growth of the company’s revenues and profitability. She is involved in strategic planning, helping to managing the company’s resources, and improving its business processes. Need a better video interviewing solution? <a rel="nofollow" href="http://greenjobinterview.com/face-to-face-demo/">Take a demo today</a>.</em></p>
<p dir="ltr"><em>Want more? Check out our <a rel="nofollow" href="http://greenjobinterview.com/resources/news/">blog, and tons of free resources</a>.</em></p>
<p><em><span id="docs-internal-guid-8e21112e-52fa-63a3-09cf-ec6e581a69ca">Tweet us at <a rel="nofollow" href="https://twitter.com/GrJobInterview">@GrJobInterview</a></span></em></p>How to Hire Distant Candidates Even if Your Budget is Zerotag:recruitingblogs.com,2014-10-27:502551:BlogPost:18355812014-10-27T19:00:00.000ZJulie Salernohttps://recruitingblogs.com/profile/JulieSalerno
<h3><span>Situation:</span></h3>
<p>Your company desperately needs an in-house recruiter to augment the performance of HR. The position has been filled internally, and your new recruiter is now responsible for bringing in the talent.</p>
<h3><span>Problem:</span></h3>
<p>You don’t have a budget, and even without a budget, it’s clear there’s no room for travel costs. Distance hiring for the perfect candidate isn’t feasible and neither is sitting in a coffee shop all day processing the…</p>
<h3><span>Situation:</span></h3>
<p>Your company desperately needs an in-house recruiter to augment the performance of HR. The position has been filled internally, and your new recruiter is now responsible for bringing in the talent.</p>
<h3><span>Problem:</span></h3>
<p>You don’t have a budget, and even without a budget, it’s clear there’s no room for travel costs. Distance hiring for the perfect candidate isn’t feasible and neither is sitting in a coffee shop all day processing the interviews. Because the position is new, there is no dictated amount of money to spend, so you are left in the dust when it comes to HR technology aids. However, just because the budget is minuscule, that doesn’t mean the office technology has to be.</p>
<h3><span>Solution:</span></h3>
<p><a href="http://t.signauxtrois.com/link?url=http%3A%2F%2Fgreenjobinterview.com%2Four-solutions%2Fexamples%2F&ukey=agxzfnNpZ25hbHNjcnhyGAsSC1VzZXJQcm9maWxlGICAwIPPt5cLDA&k=cad49282-c724-4225-e79c-6c61aac741fa">Video interviewing</a>.</p>
<h4><span><a href="http://greenjobinterview.com/wp-content/uploads/2014/09/Budget.jpg"><img src="http://greenjobinterview.com/wp-content/uploads/2014/09/Budget-300x200.jpg?width=300" width="300" class="align-left"/></a>Video interviews are easy…</span></h4>
<p>Especially when you have the support to back it up. Some free options like Skype are prone to technical issues like a slow or glitchy video. When a 24/7 tech support is part of the deal, you can rest easy knowing you made the right choice in video technology options. The <a href="http://t.signauxtrois.com/link?url=http%3A%2F%2Fgreenjobinterview.com%2F2014%2F04%2F5-reasons-skype-just-isnt-cutting-anymore%2F&ukey=agxzfnNpZ25hbHNjcnhyGAsSC1VzZXJQcm9maWxlGICAwIPPt5cLDA&k=cc617a26-75f5-43fb-e1fe-e8de0965dcb2">free platforms</a> simply don’t cut it anymore in today’s technology age.</p>
<p>Aside from the lack of reliable tech support, you don’t have options for employer branding. Which when you’re fighting to win the heart of your dream candidate, it puts the finishing touch on your recruiting campaign. A recruiting specialist at America’s Job Exchange said:</p>
<blockquote><p><em>“</em><a href="http://t.signauxtrois.com/link?url=http%3A%2F%2Fwww.americasjobexchange.com%2Femployer%2Femployer-articles%2Fimportance-of-employer-branding&ukey=agxzfnNpZ25hbHNjcnhyGAsSC1VzZXJQcm9maWxlGICAwIPPt5cLDA&k=8ee525f3-2799-4cb7-d6af-cd5ed7ca0029"><em>Employer branding</em></a><em> is at the crux of any great recruiting strategy. As social media outlets become commonplace destinations for both consumers and employers alike, it’s important to maintain control of your brand and position your company effectively in front of potential job candidates.”</em></p>
</blockquote>
<h4><span>Go the distance…</span></h4>
<p>As The Proclaimers said in their song “I’m Gonna Be,” when you find that perfect candidate, you’ll <em>walk 500 miles </em>and possibly 500 more to offer them the job. However, that’s rather hard to do when your company is based in New York and the candidate is in Seattle. With video interviewing technology, you <em>can </em>offer that job to the dream talent. With video, you can interview candidates and share the interviews for review. Not to mention it takes less time to conduct video screening than it does to conduct a phone screen. In fact, you can conduct 10 video screens in the same time it takes for one phone screen. Let’s be honest, no one in the HR department wants to spend the <em>yearly</em> average 78,352 <a href="http://t.signauxtrois.com/link?url=http%3A%2F%2Ftheundercoverrecruiter.com%2Fyear-life-recruiter%2F&ukey=agxzfnNpZ25hbHNjcnhyGAsSC1VzZXJQcm9maWxlGICAwIPPt5cLDA&k=500c5552-41fe-4238-a8b8-dbbc78b6338f">minutes on the phone</a>.</p>
<h4><span>It really saves money in the long run…</span></h4>
<p>Video interviewing narrows the talent pool sooner by allowing a faster hiring time, which in turn lowers cost. With video capabilities, the hiring process is more streamlined and organized. <a href="http://t.signauxtrois.com/link?url=http%3A%2F%2Fgreenjobinterview.com%2Four-solutions%2Fone-way%2F&ukey=agxzfnNpZ25hbHNjcnhyGAsSC1VzZXJQcm9maWxlGICAwIPPt5cLDA&k=bbeb4186-13ba-4960-ecfe-2d458ad094c8">GreenJob One-Way</a>, for example, allows you (or other users) to review and organize candidates by job description and rating. Not only does it provide the company with an inexpensive way to bring in the new hires, it gives ground for easy collaboration.</p>
<p>According to a study conducted by PayScale 57% of companies see a major <a href="http://t.signauxtrois.com/link?url=http%3A%2F%2Fresources.payscale.com%2Fhr-2014-compensation-practices-report.html&ukey=agxzfnNpZ25hbHNjcnhyGAsSC1VzZXJQcm9maWxlGICAwIPPt5cLDA&k=764690f8-90e1-4639-ed86-2b0923bf941d">problem in retention</a>. Yes, employees will leave their positions for new employment opportunities. It’s inevitable. Considering the <a href="http://t.signauxtrois.com/link?url=http%3A%2F%2Fwww.marketwatch.com%2Fstory%2Fmost-americans-say-job-hopping-is-a-bad-career-move-2014-07-11&ukey=agxzfnNpZ25hbHNjcnhyGAsSC1VzZXJQcm9maWxlGICAwIPPt5cLDA&k=ba92f931-c323-40af-8a5e-ec326939f94e">average time spent at any given job</a> is only about 4.6 years, it is expected that some positions will have a revolving door effect. The hiring process can be easier for everyone involved. The simplified process eases any trepidation from new hires and lays the groundwork for a sense of stability in the current workforce.</p>
<h4><span>More importantly, however…</span></h4>
<p>Video interviewing attracts candidates. This modern talent pool is concerned with technological advancement and the opportunity to be a part of a company ready and willing to broaden their high-tech horizons. The search for innovative talent is at an all-time high, so it’s time to widen the recruitment and hiring perspectives. With 68% of 18 to 25-year olds searching for new employment through their <a href="http://t.signauxtrois.com/link?url=http%3A%2F%2Fgreenjobinterview.com%2F2014%2F06%2F4-ways-video-interviewing-services-company%2F&ukey=agxzfnNpZ25hbHNjcnhyGAsSC1VzZXJQcm9maWxlGICAwIPPt5cLDA&k=9b9daff6-ce36-4b19-9197-a0c190973c2e">mobile devices</a>, you can’t afford to <em>not </em>look at responsive options.</p>
<p>Ultimately, in order for the new hiring manager to perform at their best, the company will need to purchase the technology to help them do so. Video interviewing is just one of the tools that help HR departments function smoothly. It doesn’t cost an arm and a leg though, so there is no need to worry about breaking the (not-so-large) budget.</p>
<p></p>
<p></p>
<p dir="ltr"><em>Julie Salerno provides guidance and leadership to <a href="http://greenjobinterview.com/">GreenJobInterview</a>’s sales team and is responsible for the ongoing growth of the company’s revenues and profitability. She is involved in strategic planning, helping to managing the company’s resources, and improving its business processes. Need a better video interviewing solution? <a href="http://greenjobinterview.com/face-to-face-demo/">Take a demo today</a>.</em></p>
<p dir="ltr"><em>Want more? Check out our <a href="http://greenjobinterview.com/resources/news/">blog, and tons of free resources</a>.</em></p>
<p><em><span id="docs-internal-guid-8e21112e-52fa-63a3-09cf-ec6e581a69ca">Tweet us at <a href="https://twitter.com/GrJobInterview">@GrJobInterview</a></span></em></p>Teleworking: The Pros and Cons for Employerstag:recruitingblogs.com,2014-10-13:502551:BlogPost:18323042014-10-13T15:59:55.000ZJulie Salernohttps://recruitingblogs.com/profile/JulieSalerno
<p><a href="http://greenjobinterview.com/wp-content/uploads/2014/09/Teleworking.jpg" target="_blank"><img class="align-left" src="http://greenjobinterview.com/wp-content/uploads/2014/09/Teleworking-300x200.jpg?width=300" width="300"></img></a> What comes to mind when the word “teleworker” comes up in discussion? You may think of an entry-level 20-something parent sitting on the sofa with their laptop on the coffee table and a little one running around singing “Twinkle, Twinkle Little Star.” Truth is, the …</p>
<p><a href="http://greenjobinterview.com/wp-content/uploads/2014/09/Teleworking.jpg" target="_blank"><img src="http://greenjobinterview.com/wp-content/uploads/2014/09/Teleworking-300x200.jpg?width=300" width="300" class="align-left"/></a>What comes to mind when the word “teleworker” comes up in discussion? You may think of an entry-level 20-something parent sitting on the sofa with their laptop on the coffee table and a little one running around singing “Twinkle, Twinkle Little Star.” Truth is, the <a href="http://www.nytimes.com/2014/03/08/your-money/when-working-in-your-pajamas-is-more-productive.html?_r=0">average teleworker</a> is a 49-year-old college graduate bringing home about $58,000 a year. The <a href="http://www.worldatwork.org/waw/adimLink?id=73920&from=press4">teleworking trend</a> is growing – and in some form – 88% of organizations offer working from an out-of-office location. So, is teleworking an option for your organization? Take a look at some of the pros and cons to decide.</p>
<h2><span>Pros</span></h2>
<h4><span>Increased Productivity</span></h4>
<p>Without the distraction of other employees, teleworkers are able to focus on work. The increased attention span from home <a href="http://www.milner.com/company/blog/technology/2013/11/26/the-advantages-and-disadvantages-of-teleworking-a-franklin-analysis">increases productivity</a> by 55%. Additionally, without the need for a car, working during bad weather is no issue for employees that would otherwise have to travel in unsafe conditions. Three out of four <a href="http://www.globalworkplaceanalytics.com/pros-cons">teleworkers</a> say they have the resources to work from home under blizzard or other disaster-like conditions.</p>
<h4><span>Better Work-life Balance</span></h4>
<p>Working from home, employees have more flexibility to stay home with their child or take their spouse to the doctor. Millennials – the emerging workforce – want a better work-life balance. So, the work-life balance teleworking offers could mean the difference in attracting or discouraging that coveted fresh STEM graduate.</p>
<h4><span>Saves Time</span></h4>
<p>Imagine sitting in the car as traffic has dropped to a measly 10 mph. The board meeting was 10 minutes ago, and there is nothing to do but sit in traffic. Teleworkers have the luxury of using video technology to attend meetings and interviews without leaving their home office. Not to mention, part-time <a href="http://www.globalworkplaceanalytics.com/pros-cons">telework would reduce</a> work-related car travel to 112 billion miles per year.</p>
<h4><span>Decreased Overhead Costs</span></h4>
<p>Teleworking doesn’t just benefit the employees. Companies who allow their team to <a href="http://www.talentculture.com/leadership/telecommuting-tools-whats-your-tech-plan/">telework</a> can save $11,000 per teleworker. Saving extra money by hiring teleworkers, or at least allowing them to work out-of-office part of the time, gives companies greater flexibility for catching up to the technological advancements trending in their industry.</p>
<h2><span>Cons</span></h2>
<h4><span>One-time Technology Cost per Teleworker</span></h4>
<p>While it can save the company money in overhead, they still do have to pay for the technology for their teleworkers to be able to work from home. Whether that’s a computer, fax machine, scanner, or a webcam, that costs money. If the employee is required to have certain technology, they can’t be required to purchase them.</p>
<h4><span>Lack of Social Interaction</span></h4>
<p>No interpersonal communication can damage company culture. That absence of social interaction between employees can leave them disconnected from each other. For example, 75% of <a href="http://www.globalworkplaceanalytics.com/pros-cons">managers say they do trust</a> their team; however, seeing them face-to-face would solidify that trust.</p>
<h4><span>Disconnection to Company</span></h4>
<p>Teleworking frequently could lead to a decreased loyalty to the company itself and, in turn, raise the turnover percentages. Some employees need that social interaction to perform better at work and see teleworking more of a solution to family emergencies rather than a permanent key to working at the office.</p>
<p>As with any change; there are good and bad sides to teleworking. Emerging Millennials like the flexibility teleworking offers; however, nothing can completely replace in-office work. The videos, emails, phone calls, etc., only allow for a certain level of connection with the company culture. Although those little forms of social connection are enough for some, others require face-to-face connections at work. However, it increases the quality of work-life balance for those who at least part-time telework. Companies have to be the ones to make the move towards a teleworking atmosphere. It is appealing, but it won’t work for every organization, nor would it work for every individual in the organization. Decide whether the pros outweigh the cons for your company.</p>
<p dir="ltr"></p>
<p dir="ltr"><em>Bio: <strong>Julie Salerno, VP Sales</strong></em></p>
<p dir="ltr"><em>Julie Salerno provides guidance and leadership to <a href="http://greenjobinterview.com/">GreenJobInterview</a>’s sales team and is responsible for the ongoing growth of the company’s revenues and profitability. She is involved in strategic planning, helping to managing the company’s resources, and improving its business processes.</em></p>
<p dir="ltr"><em>Previously, she served as a partner and senior executive recruiter at Personnel Strategies, Inc.</em></p>
<p dir="ltr"><em>Want more? Check out our <a href="http://greenjobinterview.com/resources/news/">blog, and tons of free resources</a>.</em></p>
<p><em><span id="docs-internal-guid-881ed2b9-0a3b-e962-06ed-9c7d7df84b1d">Tweet us at <a href="https://twitter.com/GrJobInterview">@GrJobInterview</a></span></em></p>What Does Your Interview Outfit Say About Your Work Ethic?tag:recruitingblogs.com,2014-09-30:502551:BlogPost:18299202014-09-30T19:16:24.000ZJulie Salernohttps://recruitingblogs.com/profile/JulieSalerno
<p><a href="http://greenjobinterview.com/wp-content/uploads/2014/08/Interview-Outfit1-300x169.jpg" target="_blank"><img class="align-left" src="http://greenjobinterview.com/wp-content/uploads/2014/08/Interview-Outfit1-300x169.jpg?width=300" width="300"></img></a> It doesn’t matter if you are conducting or participating in an interview. It doesn’t matter what position you’re interviewing for. However, whether you are the candidate or the interviewer what you wear can potentially make or break the interview. The outfit you bring to the table while speaking to your (potential) future employer not only makes a statement about your…</p>
<p><a href="http://greenjobinterview.com/wp-content/uploads/2014/08/Interview-Outfit1-300x169.jpg" target="_blank"><img src="http://greenjobinterview.com/wp-content/uploads/2014/08/Interview-Outfit1-300x169.jpg?width=300" width="300" class="align-left"/></a>It doesn’t matter if you are conducting or participating in an interview. It doesn’t matter what position you’re interviewing for. However, whether you are the candidate or the interviewer what you wear can potentially make or break the interview. The outfit you bring to the table while speaking to your (potential) future employer not only makes a statement about your cultural match, but also your work ethic. The cut of your shirt and the fit of your pants are important to pay attention to, but unbeknownst to many professionals, so is the color. We are taught to not judge a book by its cover; however, we are organically programmed to calculate peoples’ performance by his their appearance. This is evident during a video interview.</p>
<p><span>Orange IS NOT the New Black</span></p>
<p>Employers prefer neutral, conservative colors because they naturally convey an innate sense of professionalism. Black and blue were ranked as the <a href="http://www.careerbuilder.com/share/aboutus/pressreleasesdetail.aspx?id=pr791&sd=11/21/2013&ed=11/21/2013">most recommended colors for a job interview</a> at 15% and 23% respectively. Orange, on the other hand, was linked to unprofessional behavior by 25% of employers. Loud accessories are just as distracting as loud colors. Like taking a phone call during an interview – 77% of <a href="http://www.careerbuilder.ca/share/aboutus/pressreleasesdetail.aspx?sd=2%2F22%2F2012&id=pr680&ed=12%2F31%2F2012">hiring managers</a> agree can ruin an interview – obnoxious jewelry can do the same. It is good practice to wear a watch to an interview to display a concern for time, but a loose timepiece can make just as much noise as a necklace that jingles with every movement.</p>
<p><span>A Certain Level of Professionalism</span></p>
<p>Dressing well for the interview is one way to ensure the <a href="http://greenjobinterview.com/2014/05/8-camera-tips-best-video-interview-possible/">best video interview possible</a>. You probably won’t be talking to your candidate on the beach, so there is no reason to wear flip-flops during your interview. Your choice to trade in the flip-flops for a nice pair of dress shoes or sling-backs could mean the difference between acquiring your ideal new hire. 72% of hiring managers say that dressing inappropriately for an interview is one of the biggest mistakes a candidate can make. So if it’s a mistake for your candidates, isn’t it a mistake for you as a recruiter as well?</p>
<p>As an interviewer you want your candidate to believe that you are in fact an expert on your company <em>and </em>the position they are being interviewed for. There is a certain unspoken respect that is attributed to the business professional (and their appearance). The three-piece suit, still customary for professionals like lawyers, and the white lab coat associated with doctors and pharmacists evoke a certain level of authority and expertise. Your chosen professional attire speaks volumes to those around you about your work ethic and knowledge. The interesting thing is what it does to your mentality when you wear clothes that make you look more professional…</p>
<p><em>… </em><a href="http://www.beyondphilosophy.com/blog/dress-for-success/"><em>You actually begin to think and act more professionally</em></a><em>.</em></p>
<p><span>But are the recruiting standards different for each industry?</span></p>
<p>The answer is a tentative yes. While it stands to reason that you wouldn’t look appropriate interviewing a candidate for a paralegal job wearing jeans and a t-shirt; that could be appropriate for a <a href="http://microsoftjobsblog.com/how-to-dress-for-a-tech-interview/">tech position</a>. However, even if the company culture doesn’t necessarily dictate the need for a sports jacket, you can still make the casual look more professional. If the everyday unofficial dress code at the office is khakis, you can still dress up for the interview with dress pants and a polo shirt. You <a href="http://greenjobinterview.com/2013/12/the-hiring-side-of-the-camera/?relatedposts_exclude=5530">reflect your organization’s values</a> with your outfit; doing so allows applicants to self-select out of the process if you’re just not the company they are looking to work for.</p>
<p>Video interviews aren’t any different than a traditional interview. You’re still trying to make a good impression with your candidate by attempting to convey the company culture. Your outfit has a major part in that. As a recruiter you are expected to portray your company in the best – yet honest – light in order to attract the talent that is culturally and functionally fit for the position.</p>
<p>If you enjoyed this post you should check out GreenJobInterview's main blog <a href="http://greenjobinterview.com/resources/news/page/3/" target="_blank">here</a>.</p>
<p><em>Julie Salerno, VP of Sales, Strategic Partnerships and Alliances at GreenJobInterview, is a talented professional who provides GreenJobInterview's sales team with strategic leadership and guidance that has helped more than 300 of the world’s leading organizations discover global talent through cloud-based virtual interviewing solutions, which reduce time and costs associated with scheduling and conducting interviews.</em></p>
<p><em><span>photo credit: </span><a href="https://www.flickr.com/photos/dave_kr8/7162324369/">David Kracht</a><span> via </span><a href="http://photopin.com/">photopin</a><span> </span><a href="http://creativecommons.org/licenses/by-nc-sa/2.0/">cc</a></em></p>Big Tools: How Small Businesses Can Benefit, Tootag:recruitingblogs.com,2014-09-23:502551:BlogPost:18284452014-09-23T20:13:06.000ZJulie Salernohttps://recruitingblogs.com/profile/JulieSalerno
<p><a href="http://greenjobinterview.com/wp-content/uploads/2014/08/Small-Businesses-300x199.jpg" target="_blank"><img class="align-left" src="http://greenjobinterview.com/wp-content/uploads/2014/08/Small-Businesses-300x199.jpg?width=300" width="300"></img></a> On this blog, we have spoken ad nauseam about how <a href="http://greenjobinterview.com/2014/06/4-reasons-you-should-dive-in-video-interviewing/" target="_blank">video interviewing and video screening</a> have impacted the Fortune 2000. We’ve discussed cost savings, productivity increases and compliancy protections around having a fully mobile interviewing platform.…</p>
<p><a href="http://greenjobinterview.com/wp-content/uploads/2014/08/Small-Businesses-300x199.jpg" target="_blank"><img src="http://greenjobinterview.com/wp-content/uploads/2014/08/Small-Businesses-300x199.jpg?width=300" width="300" class="align-left"/></a>On this blog, we have spoken ad nauseam about how <a href="http://greenjobinterview.com/2014/06/4-reasons-you-should-dive-in-video-interviewing/" target="_blank">video interviewing and video screening</a> have impacted the Fortune 2000. We’ve discussed cost savings, productivity increases and compliancy protections around having a fully mobile interviewing platform. While we love our big name <a href="http://greenjobinterview.com/about-us/testimonials/" target="_blank">clients</a>, it’s time to talk about what small businesses bring to the professional table and how one of the true drivers of America’s economy can benefit from having access to the same tools.</p>
<p>Did you know that more than 65% of the new jobs created in the US since 1996 are generated by <a href="http://www.getbusymedia.com/vital-small-business-statistics-trends-and-facts-for-2014/" target="_blank">small businesses</a>? It may be considered controversial to call small businesses the backbone of the country, but with over 50% of the working population in companies of 500 employees or less, we cannot deny their impact on the <a href="http://www.forbes.com/sites/jasonnazar/2013/09/09/16-surprising-statistics-about-small-businesses/" target="_blank">economy</a>.</p>
<p>Within the last three months, 53% of <a href="http://money.cnn.com/2014/08/19/smallbusiness/manta-economy/index.html" target="_blank">small business owners</a> have hired or tried to hire new employees. Forty-two percent of those owners reported few or no qualified applicants to fill the open position or positions. It stands to reason that many small businesses need help finding, selecting, interviewing and hiring the right people. GreenJobInterview can help!</p>
<p>Here are 3 key components that make our video interviewing and screening technology perfect for small businesses.</p>
<h3><span>Reliability</span></h3>
<p>The nature of owning or being employed by small companies very often includes multitasking roles and contingency. Sometimes, smaller businesses don’t have time to hold interviews, or even have an office to host the meetings. GreenJob One-Way allows multiple stakeholders to collaborate on hiring by screening the same interview over each individual’s packed schedule.</p>
<p>Until now, Skype and Google Hangouts have been the go-to resources. Those tools, however, are most familiar with and geared to consumer markets. What small businesses need is a true enterprise service that is built for the success of companies in their space. Interviewing is both intuitive and efficient, but by using free services, companies could be skirting around what is <a href="http://greenjobinterview.com/video-interviewing-eeoc-compliance/" target="_blank">compliant</a>. GreenJobInterview’s products allow users to store recorded interviews for 3 years – 1 year longer than the Office of Federal Contract Compliance Programs (OFCCP) requires – ensuring they are being conducted correctly. This ultimately protects both the applicant and business owner from discrimination claims while solidifying their status as an <a href="http://greenjobinterview.com/2014/04/eeoc-compliant-video-interviewing/" target="_blank">Equal Opportunity Employer</a>.</p>
<h3><span>Mobility</span></h3>
<p>We’ve all heard stories about the <a href="https://www.linkedin.com/today/post/article/20140515164129-241259896-why-i-m-in-the-business-of-small-business" target="_blank">start-up</a> who began in a garage with one employee and a great idea. Today’s business owners are no different. Whether the company is a one-man show that’s operated in a home office or a small team made up of remote from a home office or a small team made up of remote workers, the principle remains the same: when a company is young and lean, work and hiring, should be intuitive, accessible and mobile.</p>
<p><a href="http://greenjobinterview.com/our-solutions/one-way/" target="_blank">Platforms</a> like the GreenJob One-Way mobile app allow both candidates and hiring managers to screen candidates anywhere, at anytime. Are you on a plane to New York while considering a candidate in Sacramento? Video interviewing allows for accessibility, provides flexibility and saves a small team (and budget) from the headache of relocating the wrong person for an open position. Talent pools are given longer range without sacrificing resources.</p>
<blockquote><p>“It’s literally as simple as a candidate answering questions at 11 pm on a week night and a hiring manager being able to review those answers with his colleague the next morning at 8 am – speeds up the hiring process ten-fold.” - <a href="https://twitter.com/GregRokos" target="_blank">Greg Rokos</a>, CEO and Co-Founder of GreenJobInterview</p>
</blockquote>
<h3><span>Experience</span></h3>
<p>Most small business owners don’t get into their business or industry to hire. With GreenJobInterview products, users are able to access an entire library of resources and experience going back as far as 2006. <a href="http://mashable.com/2014/05/07/small-business-hires/" target="_blank">Video interviewing</a> isn’t just a hiring tool, it is a way to differentiate your brand and image as a company. You don’t need to be the authority on hiring when your job is CEO, any longer. Video interviewing and video screening not only allows for simple processes in finding, selecting and hiring the right people, it accelerates them.</p>
<p>While video interviewing has been used by many of the Fortune 2000, the benefits for small businesses are just as beneficial – maybe even more so. Just because your company is small, doesn’t mean you shouldn’t get all the same benefits of the big guys.</p>
<p><a href="http://greenjobinterview.com/2014/08/big-tools-small-businesses-can-benefit/" target="_blank">Take a look at our main blog here.</a></p>
<p><em>Julie Salerno, VP of Sales, Strategic Partnerships and Alliances at GreenJobInterview, is a talented professional who provides GreenJobInterview's sales team with strategic leadership and guidance that has helped more than 300 of the world’s leading organizations discover global talent through cloud-based virtual interviewing solutions, which reduce time and costs associated with scheduling and conducting interviews.</em></p>
<p><span>photo credit: </span><a href="https://www.flickr.com/photos/vanf/4758238837/">pj_vanf</a><span> via </span><a href="http://photopin.com/">photopin</a><span> </span><a href="http://creativecommons.org/licenses/by/2.0/">cc</a></p>Interviewing Techniques that Pique Millennials’ Interesttag:recruitingblogs.com,2014-09-05:502551:BlogPost:18242322014-09-05T13:30:00.000ZJulie Salernohttps://recruitingblogs.com/profile/JulieSalerno
<p><a href="http://greenjobinterview.com/wp-content/uploads/2014/08/medium_14210135208-300x200.jpg" target="_blank"><img class="align-left" src="http://greenjobinterview.com/wp-content/uploads/2014/08/medium_14210135208-300x200.jpg?width=300" width="300"></img></a> Millennial unemployment is higher than the rest of the out-of-work population. Of the 6.2% of the American population that is <a href="http://www.ncsl.org/research/labor-and-employment/national-employment-monthly-update.aspx">unemployed</a>, 40% of them are <a href="http://www.marketwatch.com/story/40-of-unemployed-workers-are-millennials-2014-07-03">Millennials</a>.…</p>
<p><a href="http://greenjobinterview.com/wp-content/uploads/2014/08/medium_14210135208-300x200.jpg" target="_blank"><img src="http://greenjobinterview.com/wp-content/uploads/2014/08/medium_14210135208-300x200.jpg?width=300" width="300" class="align-left"/></a>Millennial unemployment is higher than the rest of the out-of-work population. Of the 6.2% of the American population that is <a href="http://www.ncsl.org/research/labor-and-employment/national-employment-monthly-update.aspx">unemployed</a>, 40% of them are <a href="http://www.marketwatch.com/story/40-of-unemployed-workers-are-millennials-2014-07-03">Millennials</a>. Why are these rates so high? Because current professionals are wary of the young professional stereotypes. With little more than an unpaid internship with just enough work to count for university credit, it isn’t just intimidating for the 20-something in the interview; it can be daunting for the interviewer as well. So then comes the question: how do you interview a Millennial?</p>
<p>Millennials learn a lot during internships. They acquire knowledge on in-office procedures and real world experience. Now that they have it, they want to put it to use. However, that’s hard to do when no one is necessarily eager to hire a fresh graduate. Right now, Millennials only make up 36% of the <a href="http://www.lifebenefits.com/lb/Aware/0512_EmpFocus.html">United States workforce</a>. But jump into the DeLorean and briefly look into the future… in the next ten years – by 2025 – the now 20-somethings will constitute 75% of the <a href="http://info.visibilitysoftware.com/blog/bid/104664/Training-for-Keeps-Retaining-the-Wandering-Millennial">workforce</a>. That’s a large jump in percentage; however, with the Baby Boomers entering retirement, it’s to be expected that the Millennial body would grow.</p>
<blockquote><p><strong><em>“What happens next goes something like this: the junior </em><a href="http://hrcloud.com/5-tips-for-teaching-managers-how-to-interview-millennials/"><em>candidate</em></a><em> is passed over because they appear too confident, seem to lack interest in the role, and give the impression that they need more hand-holding and structure than a busy team can provide.” –</em><a href="http://www.linkedin.com/in/corporatehrgirl"><em> </em><em>Rachelle Falls</em></a></strong></p>
</blockquote>
<p>Falls goes on to say that this isn’t a correct perception of hopeful, job-seeking Millennials. She’s right. Don’t stick them in the positions that are needed <em>right </em>now because they have the potential to go above and beyond if they have the right tools. They want and need the stability their Baby Boomer counterparts have. Millennials are eager to learn the ins-and-outs of their first professional job, and with a willing manager and mentor a long-term employee just might be made. These are all things the Millennial may ask during the interview. They are viable questions that give light to the <a href="http://www.forbes.com/sites/robasghar/2014/01/13/what-millennials-want-in-the-workplace-and-why-you-should-start-giving-it-to-them/">work-life balance</a>, which is important to 88% of them.</p>
<p>Falls explains how to honestly portray office culture during the interview. She says to,</p>
<blockquote><p><strong><em>“paint a real picture of what your day looks like and what the options are for working from home, if they exist. Millennials care about </em><em><a href="http://hrcloud.com/5-tips-for-teaching-managers-how-to-interview-millennials/">work-life balance</a></em><em> just as much as those employees with a family or outside interests. With technology, the way we work has changed, and if your organization offers flexibility, make sure it’s front and center in your recruitment campaign.”</em></strong></p>
</blockquote>
<p>You can adjust your interview questions to their limited experience. They don’t know where they will be in the next two years, much less the next five. So instead ask questions like, “How did your internship prepare you for the professional workforce?” Or try “How do you feel about a leadership position in your future here at the company?” instead of asking about professional experience – because they simply don’t have it. That doesn’t mean, however, their experience is less valid. Interviewing candidates isn’t just one-sided, either. Give the Millennials the opportunity to ask questions and emphasize the office culture. Because they are more concerned with the environment in which they will be working rather than the “big picture” time scale.</p>
<blockquote><p><strong><em>“Understanding how time is spent whether that’s volunteering, sharpening technology skills, or playing on a kickball team, you’ll be able to determine behavior and outcomes based on the way you</em><a href="http://hrcloud.com/5-tips-for-teaching-managers-how-to-interview-millennials/"><em> </em><em>ask the questions</em></a><em>.” –</em><a href="http://www.linkedin.com/in/corporatehrgirl"><em> </em><em>Rachelle Falls</em></a></strong></p>
</blockquote>
<p>The experience-based questions can be difficult to ask the fresh graduates. Their interest in work-life balance and company culture is not a reflection of the candidate’s lack of interest. Millennials have researched your company. They want to know more about the culture that lies within it. Stay away from questions geared towards the not-so-near future and ask questions closer to their experience and the trending software and programs that interest them.</p>
<p>Visit our main blog <a rel="nofollow" href="http://greenjobinterview.com/category/blog/" target="_blank">here.</a></p>
<p><em>Julie Salerno, VP of Sales, Strategic Partnerships and Alliances at GreenJobInterview, is a talented professional who provides GreenJobInterview's sales team with strategic leadership and guidance that has helped more than 300 of the world’s leading organizations discover global talent through cloud-based virtual interviewing solutions, which reduce time and costs associated with scheduling and conducting interviews.</em></p>Want Great Talent? Think Outside of the Zip Codetag:recruitingblogs.com,2014-08-28:502551:BlogPost:18231132014-08-28T13:30:00.000ZJulie Salernohttps://recruitingblogs.com/profile/JulieSalerno
<p><a href="http://greenjobinterview.com/wp-content/uploads/2014/08/Zip-Code-300x201.jpg" target="_blank"><img class="align-left" src="http://greenjobinterview.com/wp-content/uploads/2014/08/Zip-Code-300x201.jpg?width=300" width="300"></img></a> You may be feeling the skill gap pressure, or you might be in the camp that believes the talent shortage is a myth. Regardless of how real you believe the talent drought is, you have, as a recruiter or staffing professional, at one point or another, found that finding the right talent can be down right impossible.</p>
<p>If it’s been smooth sailing, odds are the waters are…</p>
<p><a href="http://greenjobinterview.com/wp-content/uploads/2014/08/Zip-Code-300x201.jpg" target="_blank"><img src="http://greenjobinterview.com/wp-content/uploads/2014/08/Zip-Code-300x201.jpg?width=300" width="300" class="align-left"/></a>You may be feeling the skill gap pressure, or you might be in the camp that believes the talent shortage is a myth. Regardless of how real you believe the talent drought is, you have, as a recruiter or staffing professional, at one point or another, found that finding the right talent can be down right impossible.</p>
<p>If it’s been smooth sailing, odds are the waters are about to get a little rough. The latest <a href="http://www.successfulstemeducation.org/sites/successfulstemeducation.org/files/Career%20and%20College%20Readiness%20Brief.pdf" target="_blank">STEM Smart Brief Report</a> revealed that employment in professional, scientific and technical services is projected to grow 29% by 2020, and this increase is said to add more than two million new jobs to the US economy. If you’ve been in recruiting for any amount of time, you don’t need another stat to know that there simply is not that many STEM professionals available, or even projected to <em>become</em> available.</p>
<p>Many employers are turning to training programs, beefing up talent pools and offering mad incentives and sign on bonuses in their referral programs. We contend that there’s a better solution; think outside the box, and recruit outside your zip code.</p>
<h3><span>Let’s Look at the Cost…</span></h3>
<p>The first reaction to this solution is that hiring from out of state, or even out of the area is too costly. So let’s take a look at the alternative –leaving the spot vacant until someone in the area is found to fill it. Volt.com offers a really simple calculator to <a href="http://www.volt.com/the_Cost_of_Vacancy.aspx" target="_blank">estimate an employee’s daily revenue</a>, and then revenue lost per position. It adds up faster than you probably think. Careerbuilder’s blog for employers offers some great words of wisdom in cases of <a href="http://www.careerbuilder.com/jobposter/small-business/article.aspx?articleid=ATL_0093COSTOFUNFILLEDPOSITIONS" target="_blank">hard-to-fill positions</a>:</p>
<blockquote><p>“Of course, different positions have different costs per day based on how much revenue that role brings in to the organization. Some positions realistically cost a company more to leave open than others. And many companies more actively recruit for these positions based on this increased cost-per-opening. One way of determining if you should invest more in recruiting for such a position is to determine if different recruiting tactics lead to filling this position faster, and if the cost of that is less than the cost of leaving this position open then you need to get on trying to get that opening filled.”</p>
</blockquote>
<p>For those harder-to-fill positions, recruiters have to get more strategic, and find out what makes the most sense for the success of the organization.</p>
<h3><span>They’re Ready and Waiting!</span></h3>
<p>Did you know that 92% of survey respondents said that if they were offered a <a href="http://www.thecandidate.co.uk/latest-blogs/posts/2014/june/5th-june-2014/relocation-research-identifying-the-barriers-that-attribute-to-the-digital-skills-shortage/" target="_blank">relocation package</a>, they would seriously consider relocating? The math is pretty simple; figure out the cost of keeping the position open (including what you know about this position’s average time-to-fill), compare it to a fair relocation package, and there’s your solution. It might not always be the right decision to widen your search, but there’s power in knowledge.</p>
<p>Although the vast majority of candidates would consider the offer, only 17% of those polled have actually been offered a relocation package. So while none of this might seem like <em>out of the box recruiting</em>, it actually is!</p>
<h3><span>Video Screening and Interviewing Cut the Cost</span></h3>
<p>Relocation packages aren’t the only cost to consider when recruiting out of the area candidates. Recruiters have to take into account the fact that screening and interviewing candidates can get pretty costly when distance is a factor. So if you’re going to widen your search area, you’re going to need to cast one of those “<a href="http://www.recruiter.co.uk/archive/part-28/Cast-a-wider-net/" target="_blank">wider nets</a>” that everyone is talking about.</p>
<p>That is exactly what video screening and interviewing does. Employers can effortlessly and cost-effectively screen and interview as many candidates as they want, with just one recorded session of questions. Once these recorded interviews have been completed, the recruiter can then push a smaller pool onto a live interview process. During this stage, recruiters can get face-to-face with each candidate over a live, virtual interview. This drastically cuts down on travel costs and hassles for both the candidate and the organization.</p>
<p>With video interviewing and screening, the world is your candidate. The fate of those hard-to-fill positions is no longer at the mercy of local candidates. These tools essentially put the employer in a <em>nothing to lose</em> scenario when it comes to recruiting outside of the zip code.</p>
<p>Visit our main blog <a rel="nofollow" href="http://greenjobinterview.com/category/blog/" target="_blank">here.</a></p>
<p><em>Julie Salerno, VP of Sales, Strategic Partnerships and Alliances at GreenJobInterview, is a talented professional who provides GreenJobInterview's sales team with strategic leadership and guidance that has helped more than 300 of the world’s leading organizations discover global talent through cloud-based virtual interviewing solutions, which reduce time and costs associated with scheduling and conducting interviews.</em></p>Hi Ho, Hi Ho, We’re Off to Work at Hometag:recruitingblogs.com,2014-08-22:502551:BlogPost:18215412014-08-22T14:00:00.000ZJulie Salernohttps://recruitingblogs.com/profile/JulieSalerno
<p><a href="http://greenjobinterview.com/wp-content/uploads/2014/08/Work-300x200.jpg" target="_blank"><img class="align-left" src="http://greenjobinterview.com/wp-content/uploads/2014/08/Work-300x200.jpg?width=300" width="300"></img></a> Video interviews have a direct impact on contingency and teleworking. There, I said it. They create a culture of teleworking by allowing candidates to interview from home, no matter how far their living room is from your office. 50 million Americans have jobs that enable them to …</p>
<p><a href="http://greenjobinterview.com/wp-content/uploads/2014/08/Work-300x200.jpg" target="_blank"><img src="http://greenjobinterview.com/wp-content/uploads/2014/08/Work-300x200.jpg?width=300" width="300" class="align-left"/></a>Video interviews have a direct impact on contingency and teleworking. There, I said it. They create a culture of teleworking by allowing candidates to interview from home, no matter how far their living room is from your office. 50 million Americans have jobs that enable them to <a href="http://www.talentculture.com/leadership/telecommuting-tools-whats-your-tech-plan/" target="_blank">work from home</a>, saving the company $11,000 per person who does in fact work from home. What about the contingent teleworkforce? That working group is growing as well, and the future looks conducive to the idea of working from home.</p>
<p><strong>Video Interviews Play a Part</strong></p>
<p><em>“I sometimes find that in interviews you learn more about yourself than the person learned about you.” - </em><em><a href="http://www.brainyquote.com/quotes/quotes/w/williamsha459178.html" target="_blank">William Shatner</a></em></p>
<p>The developments in technology instigated the change in the workforce. As children, we are conditioned to believe we will grow up to believe the typical workday is in fact, typical. The fiber optic cables and electrical wires that can transmit an image across thousands of miles changed the way we think about interviews. Video interviews altered the way companies see interpersonal communication.</p>
<p>Humans communicate in more than just the words we use. Non-verbal indicators like eye contact, tone of voice, posture, and facial expression account for 93% of <a href="http://greenjobinterview.com/2014/07/video-interviewing-can-help-hire-cultural-fit/" target="_blank">communication</a>. So, how could a phone interview with a distant candidate give an accurate portrayal of a candidate’s fit for a job? It really can’t give a full image. And since video interviews save up to 67% on <a href="http://greenjobinterview.com/2014/07/practice-makes-perfect-video-interviewing-gives-candidates-edge/" target="_blank">travel costs</a>, it makes sense that companies are more willing to use them compared to the traditional face-to-face interviews.</p>
<p><strong>Your Contingency is Showing</strong></p>
<p><em>“The world changed from having the determinism of a clock to having the contingency of a pinball machine.” - </em><em><a href="http://www.brainyquote.com/quotes/quotes/h/heinzrpag116621.html" target="_blank">Heinz R. Pagels</a></em></p>
<p>The 9-5 schedule is a fleeting notion in the contemporary office. Flexibility is a growing desire for the incoming workforce. Contingency is in, my friends, and your company’s life depends on it. Temporary and part-time employees aren’t a new concept for companies to save money, but more workers are looking towards these kinds of positions. And if you’re looking to interview candidates who are being hired for temporary positions, it makes more sense to screen them with a service that saves your company time and money. I mean, that’s why you’re hiring temporary employees anyway, right?</p>
<p>The idea of the digitally “folding the map” to place two distant cities next to each other surpasses just the video interview. Employees want greater flexibility at work, and sometimes prefer to fall under the definition of a contractor versus an employee. Hong Kong and the United States currently take the leaderboard with the highest ranked levels of <a href="http://money.cnn.com/news/newsfeeds/articles/prnewswire/MM67734.htm" target="_blank">contingency</a>, and it is still a growing percentage. The Bureau of Labor Statistics expects the <a href="http://www.thestaffingstream.com/2014/02/12/baby-boomers-contingent-workers-and-the-affordable-care-act/" target="_blank">contingent workforce</a> to grow 23% by 2020.</p>
<p><strong>Hi-ho, hi-ho, it’s off to telework we go…</strong></p>
<p><em>“When your work speaks for itself, don’t interrupt.”- </em><em><a href="http://www.brainyquote.com/quotes/quotes/h/henryjkai100830.html" target="_blank">Henry J. Kaiser</a></em></p>
<p>Unlike the dwarves in Snow White, teleworkers don’t have to interrupt their work with traveling to the office. The appeal of working from home is gaining favor among employees, therefore momentum among employers. 80% of employers allow their workforce to <a href="http://www.slideshare.net/PGi/state-of-telecommuting-2014-pgi-report" target="_blank">telework</a>. In fact 49% of employees telework one day per week; due to the development in office technology. Studies show, employees who work from home experience lower stress levels, heightened morale, lower absenteeism, and improved productivity. So why not let them work from home?</p>
<p><strong>Video interviewing gives you the digital advantage.</strong></p>
<p>It’s an unavoidable technological advancement. Video interviews are on the rise along with the percentages of the contingent and teleworking community. So is your company prepared to embrace the changes? If not, it’s time to catch up to your corporate counterparts, because these trends aren’t simply trends anymore… They are the new nature of the workforce.</p>
<p>Visit our main blog <a rel="nofollow" href="http://greenjobinterview.com/category/blog/" target="_blank">here.</a></p>
<p><em>Julie Salerno, VP of Sales, Strategic Partnerships and Alliances at GreenJobInterview, is a talented professional who provides GreenJobInterview's sales team with strategic leadership and guidance that has helped more than 300 of the world’s leading organizations discover global talent through cloud-based virtual interviewing solutions, which reduce time and costs associated with scheduling and conducting interviews.</em></p>What Does Your Interview Outfit Say About Your Work Ethic?tag:recruitingblogs.com,2014-08-14:502551:BlogPost:18206512014-08-14T14:30:00.000ZJulie Salernohttps://recruitingblogs.com/profile/JulieSalerno
<p><a href="http://greenjobinterview.com/wp-content/uploads/2014/08/Interview-Outfit1-300x169.jpg" target="_blank"><img class="align-left" src="http://greenjobinterview.com/wp-content/uploads/2014/08/Interview-Outfit1-300x169.jpg?width=300" width="300"></img></a> It doesn’t matter if you are conducting or participating in an interview. It doesn’t matter what position you’re interviewing for. However, whether you are the candidate or the interviewer what you wear can potentially make or break the interview. The outfit you bring to the table while speaking to your (potential) future employer not only makes a statement about your…</p>
<p><a href="http://greenjobinterview.com/wp-content/uploads/2014/08/Interview-Outfit1-300x169.jpg" target="_blank"><img src="http://greenjobinterview.com/wp-content/uploads/2014/08/Interview-Outfit1-300x169.jpg?width=300" width="300" class="align-left"/></a>It doesn’t matter if you are conducting or participating in an interview. It doesn’t matter what position you’re interviewing for. However, whether you are the candidate or the interviewer what you wear can potentially make or break the interview. The outfit you bring to the table while speaking to your (potential) future employer not only makes a statement about your cultural match, but also your work ethic. The cut of your shirt and the fit of your pants are important to pay attention to, but unbeknownst to many professionals, so is the color. We are taught to not judge a book by its cover; however, we are organically programmed to calculate peoples’ performance by his their appearance. This is evident during a video interview.</p>
<p><span>Orange IS NOT the New Black</span></p>
<p>Employers prefer neutral, conservative colors because they naturally convey an innate sense of professionalism. Black and blue were ranked as the <a href="http://www.careerbuilder.com/share/aboutus/pressreleasesdetail.aspx?id=pr791&sd=11/21/2013&ed=11/21/2013">most recommended colors for a job interview</a> at 15% and 23% respectively. Orange, on the other hand, was linked to unprofessional behavior by 25% of employers. Loud accessories are just as distracting as loud colors. Like taking a phone call during an interview – 77% of <a href="http://www.careerbuilder.ca/share/aboutus/pressreleasesdetail.aspx?sd=2%2F22%2F2012&id=pr680&ed=12%2F31%2F2012">hiring managers</a> agree can ruin an interview – obnoxious jewelry can do the same. It is good practice to wear a watch to an interview to display a concern for time, but a loose timepiece can make just as much noise as a necklace that jingles with every movement.</p>
<p><span>A Certain Level of Professionalism</span></p>
<p>Dressing well for the interview is one way to ensure the <a href="http://greenjobinterview.com/2014/05/8-camera-tips-best-video-interview-possible/">best video interview possible</a>. You probably won’t be talking to your candidate on the beach, so there is no reason to wear flip-flops during your interview. Your choice to trade in the flip-flops for a nice pair of dress shoes or sling-backs could mean the difference between acquiring your ideal new hire. 72% of hiring managers say that dressing inappropriately for an interview is one of the biggest mistakes a candidate can make. So if it’s a mistake for your candidates, isn’t it a mistake for you as a recruiter as well?</p>
<p>As an interviewer you want your candidate to believe that you are in fact an expert on your company <em>and </em>the position they are being interviewed for. There is a certain unspoken respect that is attributed to the business professional (and their appearance). The three-piece suit, still customary for professionals like lawyers, and the white lab coat associated with doctors and pharmacists evoke a certain level of authority and expertise. Your chosen professional attire speaks volumes to those around you about your work ethic and knowledge. The interesting thing is what it does to your mentality when you wear clothes that make you look more professional…</p>
<p><em>… </em><a href="http://www.beyondphilosophy.com/blog/dress-for-success/"><em>You actually begin to think and act more professionally</em></a><em>.</em></p>
<p><span>But are the recruiting standards different for each industry?</span></p>
<p>The answer is a tentative yes. While it stands to reason that you wouldn’t look appropriate interviewing a candidate for a paralegal job wearing jeans and a t-shirt; that could be appropriate for a <a href="http://microsoftjobsblog.com/how-to-dress-for-a-tech-interview/">tech position</a>. However, even if the company culture doesn’t necessarily dictate the need for a sports jacket, you can still make the casual look more professional. If the everyday unofficial dress code at the office is khakis, you can still dress up for the interview with dress pants and a polo shirt. You <a href="http://greenjobinterview.com/2013/12/the-hiring-side-of-the-camera/?relatedposts_exclude=5530">reflect your organization’s values</a> with your outfit; doing so allows applicants to self-select out of the process if you’re just not the company they are looking to work for.</p>
<p>Video interviews aren’t any different than a traditional interview. You’re still trying to make a good impression with your candidate by attempting to convey the company culture. Your outfit has a major part in that. As a recruiter you are expected to portray your company in the best – yet honest – light in order to attract the talent that is culturally and functionally fit for the position.</p>
<p>Visit our main blog <a rel="nofollow" href="http://greenjobinterview.com/category/blog/" target="_blank">here.</a></p>
<p><em>Julie Salerno, VP of Sales, Strategic Partnerships and Alliances at GreenJobInterview, is a talented professional who provides GreenJobInterview's sales team with strategic leadership and guidance that has helped more than 300 of the world’s leading organizations discover global talent through cloud-based virtual interviewing solutions, which reduce time and costs associated with scheduling and conducting interviews.</em></p>
<p><em><span>photo credit: </span><a href="https://www.flickr.com/photos/dave_kr8/7162324369/">David Kracht</a><span> via </span><a href="http://photopin.com/">photopin</a><span> </span><a href="http://creativecommons.org/licenses/by-nc-sa/2.0/">cc</a></em></p>