Angela Yu's Posts - RecruitingBlogs2024-03-28T13:51:10ZAngela Yuhttps://recruitingblogs.com/profile/AngelaYuhttps://storage.ning.com/topology/rest/1.0/file/get/1526984878?profile=RESIZE_48X48&width=48&height=48&crop=1%3A1https://recruitingblogs.com/profiles/blog/feed?user=2ptc6092f05ok&xn_auth=noHow to Avoid a Bad Hiretag:recruitingblogs.com,2013-08-16:502551:BlogPost:17446692013-08-16T13:00:00.000ZAngela Yuhttps://recruitingblogs.com/profile/AngelaYu
<p><a href="http://cdn2.hubspot.net/hub/201155/file-254572175-jpg/small__4996826444.jpg" target="_blank"><img class="align-left" src="http://cdn2.hubspot.net/hub/201155/file-254572175-jpg/small__4996826444.jpg"></img></a> Last week we ran a post on the <a href="http://explore.wowzer.com/blog/the-cost-of-a-bad-hire" target="_blank">cost of a bad hire</a>. We're all aware of what a bad hire can do to productivity, office morale and the bottom line, but how do we avoid the bad hire? There are a lot of posts warning recruiters and hiring managers about the costs associated, but this has done little…</p>
<p><a href="http://cdn2.hubspot.net/hub/201155/file-254572175-jpg/small__4996826444.jpg" target="_blank"><img src="http://cdn2.hubspot.net/hub/201155/file-254572175-jpg/small__4996826444.jpg" class="align-left"/></a>Last week we ran a post on the <a href="http://explore.wowzer.com/blog/the-cost-of-a-bad-hire" target="_blank">cost of a bad hire</a>. We're all aware of what a bad hire can do to productivity, office morale and the bottom line, but how do we avoid the bad hire? There are a lot of posts warning recruiters and hiring managers about the costs associated, but this has done little more than lengthening hiring times and post-poning the bad hire. Step one, knowing they're out there, we've got that one down. Step 2 however, <a href="http://www.bbc.com/capital/story/20130719-avoid-costly-hiring-blunders" target="_blank"><em>avoiding</em> the bad hire</a>, we still seem to have trouble with. </p>
<p>Using information from the same <a href="http://jobs.aol.com/articles/2012/02/09/the-staggering-cost-of-a-bad-hire-infographic/" target="_blank">helpful infographic from MindFlash</a> as last week, we find what employers identify as the leading characteristics commonly displayed among bad hires.</p>
<ul>
<li>Failure to Produce the Proper Quality of Work 63%</li>
<li>Failure to Work Well With Other Employees 63%</li>
<li>Negative Attitude 62%</li>
<li>Immediate Problems with Attendance 56%</li>
<li>Employee Caused Customer Complaints 49%</li>
<li>Failure to Meet Deadlines 48%</li>
</ul>
<p><br/> <a href="http://boss.blogs.nytimes.com/2011/03/01/the-hidden-costs-of-bad-hiring/" target="_blank">Business expert Jay Goltz</a><span> contends that there are three main areas that hiring managers can work on to weed out the bad hires during the screening process and set up new candidates for success. Avoiding a bad hire does rest mainly on screening and hiring practices, but there is also some accountability on the side of the company. </span></p>
<h3>1) Conduct Great Interviews</h3>
<p><span>Interviewing is a skill. If your interviews consist of a scheduled meeting time and a standard set of questions, you do not have this skill. Asking thoughtful, relevant questions and knowing what to look for in the answers is vital. Not just anyone can conduct an interview. That's why we're in this business. A great hire starts with the a great interview. Using technologies like </span><a href="http://wowzer.com/" target="_blank">video interviewing</a><span>, takes the guess work out of the skill of interviewing. </span><br/> <br/> <span>The beauty of video interviewing is that you have the candidate's recorded responses to study and review. What you thought at first was a home run interview, might pale in comparison to the next candidate. Notes and remembered tid-bits from the interview are we are left with in traditional interviews. With video interviewing you can comment on, share and compare the candidate responses. </span></p>
<h3>2) Always Check References</h3>
<p><span>Who better to tell you about this candidate's work and work ethic, than someone for whom they have worked. This is a pretty common sense part of recruiting and hiring, but it can be so time consuming that many of us slack off, or completely ignore this very important step. </span><br/> <br/> <span>The key to references is first that you actually check them, and second to ask the right questions of the right people. There are so many legal roadblocks and often time, you can't get the right person on the phone. Here is a </span><span>great article</span><span> on questions to ask and what to look for in candidate responses. Goltz says to check all references and never make a decision based off of just one. You should always ask to speak to which ever manager worked the closest to them, like their direct supervisor, and always look up the references for yourself. </span></p>
<h3>3) Give Your Employee a Great First Day on the Job</h3>
<p><span>This is where companies need to step up. This is the factor that goes beyond the screening process and puts the ball in the company's court to set the tone of their relationship with this employee. Goltz says,</span></p>
<blockquote>"This crucial step will help them feel confident that they made the right decision to work for your company. Make them feel comfortable by having their work space prepared before they arrive, feed them lunch, and introducing them to all their colleagues. Their excitement to be at your company will keep them motivated and happy with your decision to hire them."</blockquote>
<p></p>
<p><span>photo credit: </span><a href="http://www.flickr.com/photos/slworking/4996826444/">slworking2</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></p>The Cost of a Bad Hiretag:recruitingblogs.com,2013-08-15:502551:BlogPost:17449312013-08-15T16:30:00.000ZAngela Yuhttps://recruitingblogs.com/profile/AngelaYu
<p><img align="left" alt="small__2775484669" src="http://cdn2.hubspot.net/hub/201155/file-249503337-jpg/small__2775484669.jpg"></img> Bad hires, they’re everywhere. It’s a seemingly impossible to avoid mistake that many of us have made or have been victim to. Whether they quit, or they are fired, a bad hire costs the company a lot of time and money. While every company and position therein will differing costs associated with a bad hire, the U.S. Dept. of Labor has estimated that the average cost is about 30% of the employee’s first-year potential earnings. So if that …</p>
<p><img src="http://cdn2.hubspot.net/hub/201155/file-249503337-jpg/small__2775484669.jpg" alt="small__2775484669" align="left"/>Bad hires, they’re everywhere. It’s a seemingly impossible to avoid mistake that many of us have made or have been victim to. Whether they quit, or they are fired, a bad hire costs the company a lot of time and money. While every company and position therein will differing costs associated with a bad hire, the U.S. Dept. of Labor has estimated that the average cost is about 30% of the employee’s first-year potential earnings. So if that <a href="http://www.linkedin.com/today/post/article/20130716151946-2967511-the-high-costs-of-a-bad-hire-and-how-to-avoid-them" target="_blank">bad hire</a> were to have made, or did make $40,000 total that first year, that represents a $12,000 loss for the company.</p>
<p>If we start with the hiring life cycle, these candidates were sourced, background checked, interviewed, on-boarded and trained. Their desks were set up, their productivity didn’t match their pay and everyone around them is slowed down during the learning curve. Each and every one of these details of even a good hire take time, money and a lot of work from everyone on the team. So when this all falls through and the employee ends up leaving, it can be a big hit to the morale and resources of the company.</p>
<p>Each step of the hiring process is a use of resources. Paperwork isn’t automatically filled out, someone is paid to know what the proper documentation for a new hire is, then they are paid to get it filled out, then they are paid to file it. When even the first steps of a hire are considered, there are so many costs associated, and that’s just the tip of the ice berg. Here are some very helpful facts from a bad hire <a href="http://www.mindflash.com/blog/2012/01/infographic-the-staggering-cost-of-a-bad-hire/" target="_blank">infographic from MindFlash.</a>Each of these tid bits are meant to help employers avoid the painful bad hire.</p>
<h3>The Cost</h3>
<ul>
<li>41% of companies said that a bad hire in the last year as cost them at least $25,000</li>
<li>25% of companies said that a bad hire in the last year as cost them at least $50,000</li>
</ul>
<h3>Direct and Indirect Ways that Bad Hires Cost the Company</h3>
<ul>
<li>41% lost worker productivity</li>
<li>40% lost time due to recruiting and training another worker</li>
<li>37% expenses recruiting and training another workers</li>
<li>36% negative impact on employee morale</li>
<li>22% negative impact on client solutions</li>
</ul>
<h3>Top Reasons for Bad Hires</h3>
<ul>
<li>38% the company needed to fill the position quickly</li>
<li>34% it just didn’t work out</li>
<li>21% the company didn’t test or research the candidate’s thoroughly</li>
<li>11% the company didn’t perform adequate background/reference checks</li>
</ul>
<h3>Characteristics of a Bad Hire</h3>
<ul>
<li>63% failure to produce the proper quality of work</li>
<li>63% doesn’t work well with others</li>
<li>62% bad attitude</li>
<li>56% immediate problems with attendance</li>
<li>49% employee caused customer complaints</li>
<li>48% failure to meet deadlines</li>
</ul>
<p>Recruiters and hiring managers living in fear of a bad hire is slowing down the hiring process and in turn costing companies even more money. Time is not what prevents a bad hire, knowledge is. When you know the risks and what to look for, a bad hire is easier to spot. </p>
<p><span>Have you been to our <a href="http://www.wowzer.com/blog" target="_blank">other blog</a>?</span></p>
<p><span>photo credit: </span><a href="http://www.flickr.com/photos/a_perfect_heart/2775484669/">A Perfect Heart</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></p>Branding Through Video Interviewingtag:recruitingblogs.com,2013-08-14:502551:BlogPost:17447892013-08-14T16:59:32.000ZAngela Yuhttps://recruitingblogs.com/profile/AngelaYu
<p><a href="http://library.wowzer.com/news" target="_blank"><img class="align-left" src="http://cdn2.hubspot.net/hub/201155/file-245711869-jpg/small__5038670366.jpg"></img></a> A company’s brand is who they are and what sets them apart. There are probably thousands of other companies in most industries, but there are only a handful of names that people will recognize. They will recognize those names because of clearly defined and successfully promoted branding. Even if a company offers the exact same services or products as the other guy, the company with the established brand will always do…</p>
<p><a href="http://library.wowzer.com/news" target="_blank"><img src="http://cdn2.hubspot.net/hub/201155/file-245711869-jpg/small__5038670366.jpg" class="align-left"/></a>A company’s brand is who they are and what sets them apart. There are probably thousands of other companies in most industries, but there are only a handful of names that people will recognize. They will recognize those names because of clearly defined and successfully promoted branding. Even if a company offers the exact same services or products as the other guy, the company with the established brand will always do better.</p>
<p>Branding should be seen throughout every engagement with the candidate. From the company site to the <a href="http://explore.wowzer.com/blog/video-interviewing-is-here-to-stay">interview process</a>, the company’s brand should be communicated loud and clear. A reported 59% of companies use their career website to display their brand, why not carry that on to the interviewing process? There are a lot of missed opportunities to display the company brand and interviewing should definitely not be one of them. A Harvard study concluded that 80% of <a href="http://theundercoverrecruiter.com/video-interviews-for-recruitment/">employee turnover</a> can be attributed to a poor hiring process. Creating a more thoughtful hiring process starts with incorporating the brand.</p>
<h3>The Introduction</h3>
<p>When recruiters or hiring managers scout out a promising candidate, they will send them an email inviting them to participate in a video interview. This email is most likely among the first contacts with the candidate, and a great opportunity to <a href="http://www.ere.net/2013/05/16/who-has-time-to-build-an-employer-brand/">display the brand</a>. From the aesthetics to the tone of the email, the brand should be felt and seen. The subject line, logo, color palette and verbiage all send a message to the candidate.</p>
<h3>The Tech</h3>
<p>Using video interviewing to screen candidates is a fantastic way to let them know that this is a company that embraces technology, and that part of branding. This is a company that is moving forward with tech. You won’t find outdated tools and practices here; you’ll find convenience and consistency. Candidates don’t have to leave home to take this interview, heck they don’t even have to wear pants. Today’s workforce is interested in working smarter, not harder. Offering video interviewing as part of your brand, is extremely appealing.</p>
<h3>The Look</h3>
<p>When candidates are ready, they will click on the link provided and answer the rerecorded interview questions. The person delivering the questions should be mindful of the brand in their look as well as their surroundings. An older gentleman in a suit placed in a clean and quiet office will send a totally different message than a hipster with a mustache in a coffee shop. Culture and personality tie in strongly with the brand and should be considered in the making of the interview recordings.</p>
<h3>The Questions</h3>
<p>The questions themselves should be well thought out to also <a href="http://hr.sparkhire.com/uncategorized/4-ways-video-interviewing-can-increase-your-company-brand/">project the brand</a>. There are going to be some generic and mandatory questions that need to be asked with any interview, but how you ask them and what else you ask them is a great opportunity to showcase the brand. Companies like Southwest Airlines do a great job of incorporating their brand into their hiring process. They have a very distinct candidate type that they look for and that is reflected in their interview process. If you aren’t outgoing and fun, you aren’t getting a job at Southwest Airlines. They have a clearly defined brand that people want to be a part of, and that is what has driven their success.</p>
<p>There are so many overlooked opportunities to <a href="http://www.ere.net/2003/12/02/the-branded-hiring-process/">showcase the company brand</a> through out the video interviewing process. From the initial contact to the follow-up the brand can resonate with the candidate if companies play their cards right. Through creating a thoughtful candidate experience it easy to incorporate the brand throughout the process.</p>
<p><span>Have you visited our <a href="http://www.wowzer.com/blog" target="_blank">other blog</a>?</span></p>
<p><span>photo credit: </span><a href="http://www.flickr.com/photos/schtumple/5038670366/">Ben K Adams</a><span> via </span><a href="http://photopin.com/">photopin</a><span> </span><a href="http://creativecommons.org/licenses/by-nd/2.0/">cc</a></p>Work-Force Science: What is it?tag:recruitingblogs.com,2013-08-08:502551:BlogPost:17394572013-08-08T12:30:00.000ZAngela Yuhttps://recruitingblogs.com/profile/AngelaYu
<p><a href="http://explore.wowzer.com/blog" target="_blank"><img align="left" alt="small__4416036998" src="http://cdn2.hubspot.net/hub/201155/file-242067066-jpg/small__4416036998.jpg"></img></a> An emerging field called work-force science is flipping the script on what we think we know about <a href="http://ladderindia.wordpress.com/2013/05/22/the-three-best-predictors-of-on-the-job-success/">candidate predictors</a>. Work-force science is best described in a <a href="http://www.nytimes.com/2013/04/21/technology/big-data-trying-to-build-better-workers.html?pagewanted=all&_r=0">NY Times article</a>: “It adds a…</p>
<p><a href="http://explore.wowzer.com/blog" target="_blank"><img src="http://cdn2.hubspot.net/hub/201155/file-242067066-jpg/small__4416036998.jpg" alt="small__4416036998" align="left"/></a>An emerging field called work-force science is flipping the script on what we think we know about <a href="http://ladderindia.wordpress.com/2013/05/22/the-three-best-predictors-of-on-the-job-success/">candidate predictors</a>. Work-force science is best described in a <a href="http://www.nytimes.com/2013/04/21/technology/big-data-trying-to-build-better-workers.html?pagewanted=all&_r=0">NY Times article</a>: “It adds a large dose of data analysis, a k a Big Data, to the field of human resource management, which has traditionally relied heavily on gut feel and established practice to guide hiring, promotion and career planning.”</p>
<p>Recruiters have a lot of universally accepted rules and standards in place when it comes to best hiring practices. Thou shall not hire job-jumpers. Thou shall not hire those <a href="http://smarterer.com/blog/2012/12/10/employment-gap/">unemployed</a> for longer than 6 months. Thou shall not hire the inexperienced, and so on and so forth. This new science is debunking all of that. The data coming from these work-force studies on candidate predictors is actually showing that our long held belief of using a candidate’s past as the main predictor is way off.</p>
<p>Recruiters now use pretty old school tools in comparison with what this research can predict. Everything we do online leaves a footprint. Every click, how long we stay on a page, what pages we visit and how often, every comment and social media share is recorded. All of this information put together, organized and studied is what we call big data. There are mountains of data for each and every one of us, the issue has been, collecting and organizing that data to render it useful. For recruiting purposes, the goal is to create candidate profiles and then compare them to <a href="http://asq.org/qualitynews/qnt/execute/displaySetup?newsID=15854">scientifically sound predictors</a> to find the right person for the right job.</p>
<p>Each field, based on little research, has determined the characteristics that they look for in key candidates. For instance, for a long while, having an outgoing personality has been considered to be the defining characteristic of a good sales person. Work-force data indicates that this is not so. According to studies and tests from millions of workers, it has been concluded that the most important characteristic for sales success is emotional courage and persistence. They found that the people who can keep hearing no and continue with their job are the ones who succeed in sales. This specific trait was not necessarily tied to an outgoing personality either.</p>
<p>These such studies were done in several fields, proving previous notions of important candidate characteristics to be false. Using SAT scores and first impressions to evaluate candidates may just be a thing of the past. This new push toward making hiring a science rather than a subject stab in the dark is catching on quickly in big companies across the world. Evolv is a <a href="http://www.evolvondemand.com/solutions/">recruiting solutions company</a> that uses work-force science to, “Remove guesswork from your workforce.” Their managing director of analytics, Michael Housman, said he believe that, “Work-force science will increasingly be applied across the spectrum of jobs and professions, building profits, productivity, innovation and worker satisfaction.”</p>
<p>The study of big data is affecting recruiting in a big way. Going with your gut and placing an importance on scientifically unproven predictors might end up leaving some companies in the dust. More and more organizations are turning toward science for improvements across the board, and recruiting is the perfect place to utilize this data.</p>
<p>Have you been to our main blog? <a href="http://wowzer.com/blog" target="_blank">Click here.</a></p>
<p><span>photo credit: </span><a href="http://www.flickr.com/photos/jdhancock/4416036998/">JD Hancock</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>Video Interviewing is here to Staytag:recruitingblogs.com,2013-08-07:502551:BlogPost:17396162013-08-07T13:00:00.000ZAngela Yuhttps://recruitingblogs.com/profile/AngelaYu
<p><a href="http://wowzer.com/"><img align="left" alt="small__4812251385" src="http://cdn2.hubspot.net/hub/201155/file-240090135-jpg/small__4812251385.jpg"></img> Video interviewing</a> hit the sourcing and hiring scene with a bang. Tech tools that are actually relevant, useful and cost effective tend to do that. Video interviewing has made a big name for itself in the HR and recruiting space. When tools like this come along that save so much time and money, with little investment and training needed, professionals will grab on tight.</p>
<p>According to a PGI infographic, in the last two years, the use of …</p>
<p><a href="http://wowzer.com/"><img src="http://cdn2.hubspot.net/hub/201155/file-240090135-jpg/small__4812251385.jpg" alt="small__4812251385" align="left"/>Video interviewing</a> hit the sourcing and hiring scene with a bang. Tech tools that are actually relevant, useful and cost effective tend to do that. Video interviewing has made a big name for itself in the HR and recruiting space. When tools like this come along that save so much time and money, with little investment and training needed, professionals will grab on tight.</p>
<p>According to a PGI infographic, in the last two years, the use of <a href="http://mashable.com/2013/07/24/video-interviews/">video interviewing has risen 49%.</a>Currently, an estimated 6 out of 10 recruiters and hiring managers use video to interview candidates. That’s an HR trend that can’t be ignored. Video interviewing is on the rise, and its here to stay for a lot of reasons.</p>
<h3>Budgeting</h3>
<p>There’s always a budget crisis, there will always be numbers to juggle. Video interviewing has made <a href="http://www.ere.net/2013/03/28/not-yet-video-interviewing-now-you-have-no-excuse/">decreasing HR department budgets a worry of the past</a>. As budgets have decreased, the use of video interviewing has increased. Instead of conducting dozens or hundreds of screenings and interviews per position, the HR professional need only to record the interview one time and send that recording to multiple candidates. Time is money, and that turns out to be a whole lot of time.</p>
<h3>Speaking of Time…</h3>
<p>The interviews and screening sessions themselves aren’t the only place that time is saved. Arranging and preparing for these interviews also represents a lot of time spent. Then there is always the matter of rescheduling, waiting for late candidates or interviews that run long. 90% of recruiters who use video interviewing site overall reduced time to fill as a reason to use video.</p>
<h3>Why Candidates Prefer Video</h3>
<p>When asked about a preference between video interviews and traditional interviews, 66% of candidate respondents said that they preferred video interviews and here are a few of the reasons why:</p>
<ul>
<li>Flexibility is quickly becoming a top demand of today’s workforce. <strong>Candidates are able to choose what time they wish to take the video interview</strong>. The ease of scheduling is a huge motivator in getting candidates, both passive and active, to engage in the interview process.</li>
<li><strong>Candidates love the fact that they don’t have to travel with video interviews. </strong>Near or far, candidates don’t have to hop on a plane or into a car in order to interview when employers offer video interviewing.</li>
<li><strong>It simply makes sense. </strong>It saves time, money and nerves. Candidates love the ease of use, the embrace of technology and the overall convenience of video interviewing.</li>
</ul>
<p>Video interviewing has quickly become the go-to tech tool in HR and recruiting. It is not only appreciated by these HR professionals, but candidates love it too. In a space full of buzzwords and trends, we believe that video interviewing is here stay.</p>
<p><span>photo credit: </span><a href="http://www.flickr.com/photos/gsfc/4812251385/">NASA Goddard Photo and Video</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>How Video Interviewing Fills Urgent Physician Positionstag:recruitingblogs.com,2013-08-06:502551:BlogPost:17396992013-08-06T16:30:00.000ZAngela Yuhttps://recruitingblogs.com/profile/AngelaYu
<p><a href="http://library.wowzer.com/video-screening-for-healthcare"><img align="left" alt="small__6793817419" src="http://cdn2.hubspot.net/hub/201155/file-235894285-jpg/small__6793817419.jpg"></img></a> <a href="http://www.aspr.org/displaycommon.cfm?an=1&subarticlenbr=720" target="_blank">Time-to-fill and its associated costs</a> are always on the minds of recruiters and hiring managers. The longer it takes to fill a given position, the higher the costs get. Productivity goes down, jobs are impeded and it can feel like everyone is breathing down your neck. Time-to-fill becomes even more important when…</p>
<p><a href="http://library.wowzer.com/video-screening-for-healthcare"><img src="http://cdn2.hubspot.net/hub/201155/file-235894285-jpg/small__6793817419.jpg" alt="small__6793817419" align="left"/></a><a href="http://www.aspr.org/displaycommon.cfm?an=1&subarticlenbr=720" target="_blank">Time-to-fill and its associated costs</a> are always on the minds of recruiters and hiring managers. The longer it takes to fill a given position, the higher the costs get. Productivity goes down, jobs are impeded and it can feel like everyone is breathing down your neck. Time-to-fill becomes even more important when recruiting physicians. The costs associated with lag time in the hiring process for physicians tend to stack up pretty quickly.</p>
<p>We’ve all been made adequately scared of the <a href="http://theundercoverrecruiter.com/infographic-what-cost-hiring-wrong-employee/" target="_blank">dangers and costs of a bad hire</a>. This isn’t about rushing the process and cutting corners, it is about the importance of streamlining the process through consistency and the implementation of proper tools; tools like video screening and interviewing.</p>
<p><a href="http://www.ere.net/2013/03/28/not-yet-video-interviewing-now-you-have-no-excuse/" target="_blank">Video screening software</a> is becoming so popular in the recruiting world because of its time and money saving benefits. When a speedy hiring process is needed as it is with physician hires, video interviewing is the tool that gets the job done quickly and efficiently.</p>
<h3>No Scheduling</h3>
<p>The way that <a href="http://library.wowzer.com/how-it-works" target="_blank">video interviewing works</a> is, the recruiter or hiring manager will do their initial scouting and then send out emails to candidates inviting them to participate in a video interview. The candidate can then choose any time and any place to take the interview. This model of screening and interviewing is so attractive to physicians because time is tight for these medical workers. The ability to maintain their own schedule without interruption is a huge plus.</p>
<h3>No Travel</h3>
<p>With video interviewing, location means very little because no one has to take the time and spend the money to travel. This is a <em>huge</em> benefit to both the candidate and the recruiter. These busy and important physicians don’t have to take time off, leave their patients and spend unnecessary time and money on an interview. Because there is nothing to lose with a video interview, physicians are more likely to take a chance on employers offering them. This means that both passive and active candidates are more likely to engage. Whether they live across the world, or they’re a local physician, they appreciate the hassle-free nature of video interviewing.</p>
<h3>No Hassle</h3>
<p>Saving time and money for the physicians is just half the battle in a speedy hiring process. Video interviewing also saves resources on the side of the hiring manager or managers. Video interviews can now be:</p>
<ul>
<li>Viewed by entire boards and committees</li>
<li>Viewed individually</li>
<li>Shared digitally</li>
<li>Commented on</li>
<li>Viewed on just about any mobile device.</li>
</ul>
<p>The time-to-fill for physicians is such a big financial matter that a quick hiring process is vital to the health and financial security of the organization. Again, a quick hiring process doesn’t have to mean a poor hiring process, thanks to tools like video interviewing.</p>
<p></p>Professional Networking is Getting Better: LinkedIn Mac Integrationtag:recruitingblogs.com,2013-08-02:502551:BlogPost:17345392013-08-02T14:30:00.000ZAngela Yuhttps://recruitingblogs.com/profile/AngelaYu
<p><a href="http://www.linkedin.com/company/wowzer" target="_blank"><img class="align-left" src="http://cdn2.hubspot.net/hub/201155/file-228577148-jpg/small__4278432941.jpg"></img></a> Good news for all you Apple-loving, HR folks! Last month at the Apple Worldwide Developer’s Conference in San Fransisco, keynote speaker, Craig Federighi announced that LinkedIn will be integrated into the newest version of OS X, called OS X Mavericks. It was pretty great when they integrated Twitter, but now they’re …</p>
<p><a href="http://www.linkedin.com/company/wowzer" target="_blank"><img src="http://cdn2.hubspot.net/hub/201155/file-228577148-jpg/small__4278432941.jpg" class="align-left"/></a>Good news for all you Apple-loving, HR folks! Last month at the Apple Worldwide Developer’s Conference in San Fransisco, keynote speaker, Craig Federighi announced that LinkedIn will be integrated into the newest version of OS X, called OS X Mavericks. It was pretty great when they integrated Twitter, but now they’re <a href="http://www.techrepublic.com/blog/career-management/how-to-use-linkedin-strategically/">integrating an HR professional’s best friend</a>.</p>
<p>The new integration boasts a smooth, interactive LinkedIn experience on the Mac platform. Users will see instant notifications of connections, shares and all around LinkedIn activity. We are always looking for tools that keep us better connected, and this is one of them.</p>
<p>Keeping the world’s largest professional networking site up to date can be tough for users. LinkedIn expert, Neil Schaffer, says you should have <a href="http://medcitynews.com/2012/03/linkedin-expert-you-should-have-10x-as-many-connections-as-your-age/">10x as many connections as your age</a>. With over 225 million users, LinkedIn teamed up with Mac to make it easier than ever to keep track and build your professional network.</p>
<p>Ever since the addition of <a href="http://thenextweb.com/insider/2013/05/05/linkedin-talent-solution/">LinkedIn Talent Solutions</a>, recruiters have been hooked on its ease of use, and vast talent pool. This new integration will make it easier than ever for recruiters to utilize LinkedIn optimally.</p>
<p>Here’s what you can expect from the <a href="http://blog.linkedin.com/2013/06/11/your-professional-network-is-integrating-with-os-x-mavericks/">new integration</a>:</p>
<ul>
<li><em>Your LinkedIn notifications will be directly incorporated into your notification center</em>. Quicker notification scanning will lead to fast engagement. Being responsive, and on top of your game is vital in the recruiting and HR field.</li>
</ul>
<ul>
<li><em>You can now “Share to LinkedIn” directly from Safari</em>. Sharing relevant information in a fast and easy way increases engagement and influence. Having an influence in the recruiting space helps to build a brand, which can be sculpted through thoughtful engagement.</li>
</ul>
<ul>
<li>This is a fun one; <em>you can now update your LinkedIn profile picture directly from the Photo Booth</em>. If you’re anything like the average LinkedIn user, you are always scanning connections and checking in on profiles. A refreshing, fun or timely picture catches eyes.</li>
</ul>
<ul>
<li>And now for the patience saver; <em>this integration boasts a single sign-on</em>. You only have to sign in once, regardless of the use of third-party apps. While signing on and off won’t exactly shorten your lunch hour, these small improvements help to streamline the process and facilitate a growing network.</li>
</ul>
<p>Big data, social media and professional networking are all getting harder to stay on top of. Tools like LinkedIn have made life easier, and it will soon become even better. A quick tip from LinkedIn pro, Schaffer, is to check out an app called <a href="http://www.cardmunch.com/">CardMunch</a>. This app can quickly scan business cards and transfer the information right into your LinkedIn account. Happy professional network building!</p>
<p>Check out articles just like this one on our other <a href="http://www.wowzer.com/blog" target="_blank">blog.</a></p>How to Efficiently Hire Outside of Your Industrytag:recruitingblogs.com,2013-08-01:502551:BlogPost:17347152013-08-01T13:30:00.000ZAngela Yuhttps://recruitingblogs.com/profile/AngelaYu
<p class="p1"><a href="http://explore.wowzer.com/blog" target="_blank"><img class="align-left" src="http://cdn2.hubspot.net/hub/201155/file-212973071-jpg/images/hiring_outside_of_the_industry.jpg?width=271" width="271"></img></a> Hiring outside of your industry can be a tricky move. This idea might meet some opposition, as these employees will require more time and on-boarding training than a simple transfer within the industry. However, the perks of hiring on an outsider are well worth the resources spent training them. </p>
<p class="p2">These hires can bring a fresh …</p>
<p class="p1"><a href="http://explore.wowzer.com/blog" target="_blank"><img src="http://cdn2.hubspot.net/hub/201155/file-212973071-jpg/images/hiring_outside_of_the_industry.jpg?width=271" width="271" class="align-left"/></a>Hiring outside of your industry can be a tricky move. This idea might meet some opposition, as these employees will require more time and on-boarding training than a simple transfer within the industry. However, the perks of hiring on an outsider are well worth the resources spent training them. </p>
<p class="p2">These hires can bring a fresh <a href="http://www.innovationexcellence.com/blog/2012/08/19/hiring-outside-your-industry-first-step-to-innovation/">new perspective</a> to the workplace. Having a new point of view in your midst can be great for problem solving, creative thinking and employee engagement. Video interviewing is a great tool to utilize in your outside of the industry recruiting process.</p>
<p class="p2">It takes a certain type of candidate to be able to <span class="s1"><a href="http://www.dummies.com/how-to/content/understanding-the-challenges-of-changing-careers.html">transition smoothly</a> from a different industry</span>, which makes candidate evaluation a little tougher. The ease at which you can offer an interview is enticing to these types of candidates because there is no time wasted. No one has to schedule anything, commute, and sit through a lengthy interview. </p>
<p class="p2">Video interviewing allows the candidate to interview in a time and place of their own choosing. This type of <span class="s1"><a href="http://wowzer.com/#how-it-works">interview</a> is simple, and candidates have nothing to lose. Time, energy and gas are all saved.</span></p>
<p class="p2">On a side note, video interviewing portrays that the company embraces technology. This is a huge selling point. Today's top talent aren't working on ledgers, they're obsessed with mobile and gadgets and that isn't going to change.</p>
<p class="p2">Does the candidate have skills that will easily translate to your field? Consider what software they are used to, what programs they are efficient in and what connections they might have to your industry. </p>
<p class="p2">Finding out what these candidates are capable of can be rather time consuming with traditional interviews. Again, in the interest of saving time and money, you can evaluate them more efficiently with video interviewing. When you have a skill set in mind, it makes creating the interview questions all the easier, and the entire process goes smoother.</p>
<p class="p1">With video interviewing you don't waste time on the initial evaluation. You are able to be more selective about who gets an in-person interview, and of those interviews, there are more likely to be viable candidates.</p>
<p class="p1">Due to the nature of hiring outside of your industry, there might be some skill gaps here. This means that <a href="http://managementblog.org/2013/05/16/how-to-hire-for-attitude/">attitude and cultural fit</a> become all that much more important. Video interviewing lends recruiters and hiring managers a snap shot of exactly this. And again, when you focus on creating questions that will uncover attitude and cultural fit, it does wonders for your evaluation process. Posing questions in a thoughtful manner can make this process easier on everyone.</p>
<p class="p1">Consider why are you looking outside of your industry. Odds are you need some new blood. You need a new perspective and a fresh way of working and thinking. Do they bring that to the table? <a href="http://knowledge.wharton.upenn.edu/article.cfm?articleid=2041">Problem solving and creative thinking</a> will be easy to uncover in a video interview. Real industry problems call for real creative solutions. Ask questions that involve real issues that you're company is facing and look for insightful answers. They aren't going to fix what's broke and end world hunger, but you'll be able to gauge how they handle the situation.</p>
<p class="p1">At the end of the HR day, this process is about improved candidate experience. Finding the right fit, in or outside of your industry is a process, one that video interviewing makes easier and more efficient. Weeding through the sea of candidates takes time, but systems like Wowzer can drastically reduce that time. Thoughtful composition of questions and team based decisions are what makes for a better recruiting experience.</p>
<p class="p1"></p>
<p class="p1">Check out our other blog <a href="http://www.wowzer.com/blog" target="_blank">here.</a></p>Stand Out with a Video Resumetag:recruitingblogs.com,2013-07-31:502551:BlogPost:17345382013-07-31T13:00:00.000ZAngela Yuhttps://recruitingblogs.com/profile/AngelaYu
<p><a href="http://cdn2.hubspot.net/hub/201155/file-222482065-jpg/small__2948985814.jpg" target="_blank"><img class="align-left" src="http://cdn2.hubspot.net/hub/201155/file-222482065-jpg/small__2948985814.jpg"></img></a> Video resumes are becoming an extremely popular way to stand out from the crowd. They are easy to make, and they showcase a candidate’s creativity and tech skills. When used correctly, a good video resume can shoot you straight to the head of the pack.</p>
<p>We have embraced video to the fullest. Why read when you can watch! Over 1/3 of web traffic comes from …</p>
<p><a href="http://cdn2.hubspot.net/hub/201155/file-222482065-jpg/small__2948985814.jpg" target="_blank"><img src="http://cdn2.hubspot.net/hub/201155/file-222482065-jpg/small__2948985814.jpg" class="align-left"/></a>Video resumes are becoming an extremely popular way to stand out from the crowd. They are easy to make, and they showcase a candidate’s creativity and tech skills. When used correctly, a good video resume can shoot you straight to the head of the pack.</p>
<p>We have embraced video to the fullest. Why read when you can watch! Over 1/3 of web traffic comes from <a href="https://www.youtube.com/watch?v=3Xjk94VOFeo">online video</a>. It is simply the preferred medium for information. It just makes sense that video is taking over traditional, paper resumes.</p>
<h3> </h3>
<h3>The Right Audience</h3>
<p>Video resumes are not applicable for every industry. If you send in a video resume for an accounting position, you might miss your mark. The <a href="http://mashable.com/2011/01/17/tips-video-resumes/">media industry</a> is booming and those are the types of jobs for which a video resume will be well received. Be sure to keep your audience in mind when sending in a video resume. A bank manager won’t really care about your video editing skills.</p>
<h3>Think Broad</h3>
<p>A traditional resume can be changed and tailored instantly to suit the needs of the position. Video resumes, while not final, are not as easy to tailor. When creating the content for the video, be sure to be as broad and thorough with your skills and experience as you can. While these videos are short, you can pack a whole lot of information in there. Because videos are far more dynamic than print, you can jam a lot more information into them than the traditional one-page paper resume.</p>
<h3>Use the Tools</h3>
<p>A video resume is more than just sitting in front of a camera and reading off your skills. Video allows you to use pictures, graphics, rich media, color and sound. These will all help you create a dynamic and engaging video, and after all, that’s the point. Recruiters only spend an average of 6.25 seconds looking at a <a href="http://www.forbes.com/sites/susanadams/2012/03/26/what-your-resume-is-up-against/">candidate’s résumé</a> before deciding whether he or she is a fit for a job. Capturing their attention is a whole lot easier with video.</p>
<h3>Stay Relevant and Appropriate</h3>
<p>While it is nice to add some personal touches to your video resume, be sure to stay on target. The recruiter or hiring manager don't really care that you fish every Monday. Keep the content relevant to the job and your professional experiences. There are other ways to let your personality shine through. Smiling, dialogue, tone and appearance are the tools that you can use to let them know who you are. 80% of that 6.25 seconds that recruiters will take to look at a resume go into scanning these six things:</p>
<ul>
<li>Name</li>
<li>Current title/company</li>
<li>Previous title/company</li>
<li>Previous position, start and end dates</li>
<li>Current position, start and end dates</li>
<li>Education</li>
</ul>
<p>Be sure to highlight these points and get to them quickly.</p>
<h3>Include a Call to Action</h3>
<p>When videos include a call to action, viewers are 4 times more likely to get in touch. Let them know exactly how and when to get in touch with you. This is where those handy graphics come into play. “You can email me at…” (insert a graphic of your email). “You can call me at…” (insert a graphic of your number). You get the point. A clear and direct call to action is vital to making contact.</p>The Virtual Resume 101tag:recruitingblogs.com,2013-07-30:502551:BlogPost:17345352013-07-30T16:09:30.000ZAngela Yuhttps://recruitingblogs.com/profile/AngelaYu
<p class="p1"><a href="http://cdn2.hubspot.net/hub/201155/file-220195535-jpg/bigstock-A-red-key-on-a-modern-computer-46050463.jpg" target="_blank"><img class="align-left" src="http://cdn2.hubspot.net/hub/201155/file-220195535-jpg/bigstock-A-red-key-on-a-modern-computer-46050463.jpg?width=269" width="269"></img></a> The virtual resume is about standing out in a sea of candidates. By <a href="http://inkdcontent.com/blog-m/archive/38-creating-a-virtual-resume">creating a virtual resume</a>, you are showing employers that technology is your friend, you know how to use it, and be creative with it. This is a huge selling point. But for a lot of job…</p>
<p class="p1"><a href="http://cdn2.hubspot.net/hub/201155/file-220195535-jpg/bigstock-A-red-key-on-a-modern-computer-46050463.jpg" target="_blank"><img src="http://cdn2.hubspot.net/hub/201155/file-220195535-jpg/bigstock-A-red-key-on-a-modern-computer-46050463.jpg?width=269" width="269" class="align-left"/></a>The virtual resume is about standing out in a sea of candidates. By <a href="http://inkdcontent.com/blog-m/archive/38-creating-a-virtual-resume">creating a virtual resume</a>, you are showing employers that technology is your friend, you know how to use it, and be creative with it. This is a huge selling point. But for a lot of job seekers, the term “virtual resume” can raise a brow. What is it? How do I create one? What should it include?</p>
<p class="p1">The average recruiter will take about <a href="http://blog.commonfig.com/2011/09/28/virtual-resume/">20 seconds on a resume</a>before they form an opinion about a candidate. That leaves the candidate with very little time to get them engaged.</p>
<p class="p1">The beauty of the virtual resume is that it can be whatever you want it to be. For instance, Hagan Blount, a social media strategist created an <a href="http://thebossmag.com/2013/05/03/how-to-create-a-virtual-resume/">infographic resume</a> that went viral in 2011. Blount used his skills to create a smart, eye-catching resume that definitely set him apart. And he of course, landed the job.</p>
<h3 class="p1">Play to Your Strengths</h3>
<p class="p1">Candidates are going wild with the endless possibilities that virtual resumes lend. Infographics, online magazines, rich media, and videos are just the tip of the virtual iceberg when it comes to creating innovative resumes.</p>
<p class="p1">Not all of us can design an infographic or create a <span class="s1">magazine resume</span>, so figure out what you <em>are</em> capable of. Video resumes are becoming more common because they are so easy to create. Just about every computer comes stock with a camera and video editing program.</p>
<p class="p1">And if you don’t want to give up on the infographic dream, there are easy to use templates that make it a breeze to <a href="http://offers.hubspot.com/free-template-easily-create-infographics-in-ppt-int">look creative and talented</a>. You might not be a design wizard, but <a href="http://lmgtfy.com/?q=video+resume">we can all Google</a>.</p>
<h3 class="p1">Engage Your Audience and Run with the Creativity</h3>
<p class="p1">Make it interesting. A video resume isn’t simple reading your resume on video. <a href="http://mashable.com/2011/01/17/tips-video-resumes/">Check out what others are doing</a> and give it your own spin. And just like we’re not all designers, not everyone will translate well on video. Consider creating a <a href="http://www.slideshare.net/saranyan/visual-resume">slideshare</a> or powerpoint.</p>
<p class="p1">Virtual resumes allow you to use music, pictures, effects, and so much more. The whole point of the virtual resume is to set yourself apart, and getting creative is exactly how you do that. A black and white resume will pale in comparison to a dynamic, colorful and informative virtual interview.</p>
<p class="p1">If this is all too much for the type of position that you’re applying for, try a site like <a href="http://www.visualcv.com/">VisualCV</a>. This site creates more professional looking virtual resumes in an easy LinkedIn-look. And the step-by-step process makes it simple for non-tech people to create their own virtual resume.</p>
<h3 class="p1">Don’t Forget the Basics</h3>
<p class="p1">The virtual resume should include everything that your traditional resume has. Don’t miss the basics in all of that creativity. Your <span class="s1">virtual resume</span> should include an introduction, contact information, a fees list (if applicable) and a portfolio.</p>
<p class="p1">Your goal is to be just as informative as that black and white sheet of paper, but in an engaging way. Pictures of yourself, your work and your passions make you stand out as a real person, not just another piece of paper or profile. Any time work is showcased on the virtual resume, be sure to link it directly to the complete work.</p>
<p class="p1"><span class="s2">A study done by </span>Forrester Consulting showed that 40% or more of the companies polled had 40% of their employees working in virtual teams. The world is online, so should be your resume. Showing employers that you’re tech savvy and creative are the two main goals of any good virtual resume.</p>
<p class="p1">Check out this helpful post with 7 easy to use sites for <a href="http://jobmob.co.il/blog/virtual-resumes-portfolios/">virtual resumes and portfolios</a>.</p>
<p class="p1">Did you enjoy this article? If so, Check out our <a href="http://www.wowzer.com/blog" target="_blank">other blog</a>.</p>How to Prepare Your Internet Resumetag:recruitingblogs.com,2013-07-16:502551:BlogPost:17260002013-07-16T15:30:00.000ZAngela Yuhttps://recruitingblogs.com/profile/AngelaYu
<p class="p1"><a href="http://www.recruitingblogs.com/page/job-seekers" target="_blank"><img class="align-right" src="http://cdn2.hubspot.net/hub/201155/file-216260612-jpg/small__8523574500.jpg?width=220" width="220"></img></a> It’s no longer as simple as typing up a resume and faxing it in. The virtual considerations that now go into the job hunt cannot be overlooked. To stay competitive in your job search, you need to consider how technology plays into that search. There is far more to consider now that we have virtual footprints everywhere. Getting ready to look for a new position now comes with a few more…</p>
<p class="p1"><a href="http://www.recruitingblogs.com/page/job-seekers" target="_blank"><img src="http://cdn2.hubspot.net/hub/201155/file-216260612-jpg/small__8523574500.jpg?width=220" width="220" class="align-right"/></a>It’s no longer as simple as typing up a resume and faxing it in. The virtual considerations that now go into the job hunt cannot be overlooked. To stay competitive in your job search, you need to consider how technology plays into that search. There is far more to consider now that we have virtual footprints everywhere. Getting ready to look for a new position now comes with a few more steps.</p>
<h3 class="p1">Social Media Outlets</h3>
<p class="p1">Social media is traditionally where you connect with friends, share fun pictures and maybe write some incriminating posts. But when you’re ready to hit the job market, you need to clean it, make it professional, or ensure that your personal accounts are set to private. In 2011 89% of companies used <a href="http://mashable.com/2011/08/28/social-media-recruiting-infographic/">social media in their recruiting practices</a>. That’s a whole lot of recruiting done via social media. You want to be a part of that.</p>
<p class="p1">If you’re confident that your social profiles won’t do anything to damage your chances at a job, you should definitely use them to network. According to a 2010 Right Management survey, of 59,133 clients, 41% said they <a href="http://www.forbes.com/sites/susanadams/2011/06/07/networking-is-still-the-best-way-to-find-a-job-survey-says/">landed a job through networking</a>. Networking is a vital part of the job search and much of it is done online.</p>
<h3 class="p1">LinkedIn</h3>
<p class="p1">This is a major professional network that you should spend time building. A recent survey from JobVite found that 93% of <a href="http://news.cnet.com/8301-1023_3-57469282-93/heads-up-linkedin-users-93-of-recruiters-are-looking-at-you/">recruiters go to LinkedIn</a> to find qualified candidates. When it’s time to search for a job, ensure that you have a presence on LinkedIn by updating your resume and profile information and reach out to people. Make it known that you're in the market for a new job.</p>
<p class="p1">LinkedIn is your best online professional networking tool, so use it. Michelle Kedem, a partner at search firm On-Ramps says, “For any job that has an interpersonal component and/or is client-facing, a <a href="http://www.forbes.com/sites/work-in-progress/2012/05/11/recruiters-say-avoid-linkedin-at-your-peril/">LinkedIn profile is a must</a>.”</p>
<h3 class="p1">Virtual and Video Resumes</h3>
<p class="p1">First off, just <em>having</em> a virtual or video resume shows employers that you don’t shy away from technology; You prefer to use it to your benefit. Whether you decide to house your resume on a site, or create a video interview, these both give you the benefit of showing off your personality. They also give you an opportunity to stand out and deviate from the traditional. Here are some great pointers for <a href="http://inkdcontent.com/blog-m/archive/38-creating-a-virtual-resume">creating a virtual resume</a> from Ink’d.</p>
<h3 class="p1">Video Interviewing</h3>
<p class="p1">This technology tool can go both ways. Companies are now saving time and money by utilizing recruiting tools like video interviews. The preparation for this <a href="http://library.wowzer.com/how-it-works">type of interview</a> is very similar to traditional interviews but there are some not so obvious considerations. Lighting, noise, distractions, and ability to smoothly operate the technology are very important to delivering a good video interview. Here are some more pointers on<a href="http://explore.wowzer.com/blog/reader-letter-how-do-i-ace-my-video-interviews">preparing for a video interview</a> from a reader question we received.</p>
<p class="p1">Gone are the days of paper resumes. Technology has raised the bar as far as what employers look for. They are checking what we tweet, scanning our LinkedIn connections, and gauging our knowledge of technology, all during the screening process. Having your virtual ducks in a row when it comes time for the job search is the key to catching any employer or recruiter's eye.</p>
<p class="p1">Who do you think will land the position, the guys who mailed his resume in, or the guy who sent over a dynamic and engaging video interview? You can either look at all of these virtual considerations as just more steps in the process, or you can view them as tools to gain a competitive edge over the competition.</p>
<p class="p1">Check out other great articles on our main <a href="http://www.wowzer.com/blog" target="_blank">blog</a>!</p>
<p> </p>
<p>photo credit: <a href="http://www.flickr.com/photos/jurvetson/8523574500/">jurvetson</a> via <a href="http://photopin.com/">photopin</a> <a href="http://creativecommons.org/licenses/by/2.0/">cc</a></p>What You Need to Know Before Hiring Millennialstag:recruitingblogs.com,2013-07-11:502551:BlogPost:17235702013-07-11T15:30:00.000ZAngela Yuhttps://recruitingblogs.com/profile/AngelaYu
<p class="p1"><a href="http://cdn2.hubspot.net/hub/201155/file-212843533-jpg/images/millennials.jpg" target="_blank"><img class="align-left" src="http://cdn2.hubspot.net/hub/201155/file-212843533-jpg/images/millennials.jpg?width=250" width="250"></img></a> Millennials come with a few <a href="http://humanresources.about.com/od/managementtips/a/millennial_myth.htm" target="_blank">stereotypes</a>. They are said to be lazy, self-centered and flighty. Obviously, generalizations like these don’t tend to hold up. Millennials are entering the workforce in mass. According to the U.S. Bureau of Labor and Statistics, today, …</p>
<p class="p1"><a href="http://cdn2.hubspot.net/hub/201155/file-212843533-jpg/images/millennials.jpg" target="_blank"><img src="http://cdn2.hubspot.net/hub/201155/file-212843533-jpg/images/millennials.jpg?width=250" width="250" class="align-left"/></a>Millennials come with a few <a href="http://humanresources.about.com/od/managementtips/a/millennial_myth.htm" target="_blank">stereotypes</a>. They are said to be lazy, self-centered and flighty. Obviously, generalizations like these don’t tend to hold up. Millennials are entering the workforce in mass. According to the U.S. Bureau of Labor and Statistics, today, <a href="http://www.thehartford.com/smallbizahead/hub-article/millennials-in-the-workplace" target="_blank">Millennials make up about 25% of American workers</a>, and by 2020 that number will grow to more than 40%. Rather than concentrating on the negative myths about Millennials, perhaps focusing on their strengths would be more beneficial. </p>
<h3 class="p1">Love and Knowledge of Technology</h3>
<p class="p1">They have actually found an iPad that works in the womb. Not really, but this is a generation who have been born and raised on some pretty amazing technology. They don’t just embrace technology; it is ingrained in them as a vital part of life. They know how to use that device, they know all the short cuts and they know what tech tools your company should invest in.</p>
<p class="p1">While the Boomers can teach Millennials a thing or two about work ethic, Millennials can mentor Boomers in the way of technology. Imagine a workplace in which everyone is tech support! 53% of 16- to 22-year-olds said they would rather give up their sense of smell than give up their <a href="http://www.pamorama.net/2011/06/12/the-facebook-generation-how-can-brands-connect-social-media-marketing/" target="_blank">technology</a>.<span class="s1"> </span>Millennials bring with them a vast knowledge of technology and they’re willing to share it. 70% of non-Millennial generations are open to reverse-mentoring by younger colleagues.</p>
<h3 class="p1">Balance</h3>
<p class="p1">Millennials work to live, they most certainly don’t live to work, is a common phrase used to describe the work-life balance of Millennials. Boomers and Gen X'ers don’t really know how to take a break. Study after study show the benefits of taking vacations, taking personal days, or simply working on a good work-life balance. The benefits to the organization are vast. Kicking back every once in a while improved engagement, productivity and retention. Burn out is a very real thing, especially here in America. Millennials tend to bring balance to the workplace. They believe that work is what you do, not necessarily a place you go to. 89% claim that <a href="http://www.businessinsider.com/millennials-want-to-be-connected-to-their-coworkers-2013-6" target="_blank">work-life balance is key to happiness</a> on the job and 81% of them think that they should be able to make their own schedule.</p>
<h3 class="p1">Big on Communication</h3>
<p class="p1">A survey suggests that unlike Boomers who want their objectives, and to be left alone, Millennials want constant feedback. “…80% of <a href="http://www.forbes.com/sites/tykiisel/2012/05/16/gimme-gimme-gimme-millennials-in-the-workplace/">Millennials</a> said they want regular feedback from their managers, and 75% yearn for mentors.” This is often translated to the idea that Millennial need their hands held the whole way. This simply isn’t so; Millennials are interested in doing a good job through a cohesive workforce and open communication. Yes, they do need recognition, but more so they need a team.</p>
<h3 class="p1">Working for a Cause</h3>
<p class="p1">When LinkedIn added the “<a href="http://blog.linkedin.com/2013/04/24/more-than-one-million-linkedin-members-add-volunteer-causes-section-to-their-profile/" target="_blank">Volunteer and Causes</a>” option to profiles, Millennial jumped on it. 62% of users who added this option were Millennial. They are voters and activists and they love working for companies with a cause. This Millennial-inspired movement toward do-good has driven many companies to get involved more in their communities and outreach programs.</p>
<p class="p1">Not all Boomers are great workers and not all Millennial are lazy. Every stereotype has some truth, but it’s mostly just fodder. We can either perpetuate the myths that come along with each generation, or we can encourage the development of positive traits.</p>Attract Interns with Video Interviewingtag:recruitingblogs.com,2013-07-02:502551:BlogPost:17204222013-07-02T15:54:36.000ZAngela Yuhttps://recruitingblogs.com/profile/AngelaYu
<p><span><span><span><span><a href="http://cdn2.hubspot.net/hub/201155/file-205574174-jpg/images/intern_on_computer.jpg" target="_blank"><img class="align-left" src="http://cdn2.hubspot.net/hub/201155/file-205574174-jpg/images/intern_on_computer.jpg?width=260" width="260"></img></a></span></span></span></span> It's summer, and interns are a commodity hot on HR's mind. Internships can do wonders for any business' employer brand. The type of community outreach that cultivates young talent and gives them a foot in the door says a lot about a company. When an internship program offers the intern applicable tools and skills, it…</p>
<p><span><span><span><span><a href="http://cdn2.hubspot.net/hub/201155/file-205574174-jpg/images/intern_on_computer.jpg" target="_blank"><img src="http://cdn2.hubspot.net/hub/201155/file-205574174-jpg/images/intern_on_computer.jpg?width=260" width="260" class="align-left"/></a></span></span></span></span>It's summer, and interns are a commodity hot on HR's mind. Internships can do wonders for any business' employer brand. The type of community outreach that cultivates young talent and gives them a foot in the door says a lot about a company. When an internship program offers the intern applicable tools and skills, it creates a great opportunity for growth. Everyday,<a href="http://bluewheelmedia.com/attracting-good-interns/">technology lends us more and more opportunities to engage</a>with, and attract internship candidates. One of our favorite ways to attract these potential interns is with video interviewing, and here's why...</p>
<h3>Technology is like a Welcome Mat to an Intern</h3>
<p>Unless you're dealing with Vince Vaughn or Owen Wilson applying for a Google internship in their 40's, you will be screening candidates in their teens and 20s. This generation of workers cherishes technology. They grew up on the “cloud”. <a href="http://news.investors.com/technology-click/060413-658715-millennials-want-public-sector-job-growth-new-gadgets.htm">Technology is native to them</a>, and it's what makes them comfortable. By offering video interviewing, you are letting these young bucks know that your company embraces technology. This is a very attractive feature to tech savvy internship candidates. And isn't that what you want? Offering video interviewing says, “We know you love your technology, and so do we!”</p>
<h3>Flash Them Some Company Culture</h3>
<p>When you record your interview questions, keep in mind who you want to attract. Perhaps the hiring manager isn't always the best choice to put in front of the camera. It's not set in stone who has to record these questions. This idea here is to <a href="http://strategicdiscipline.positioningsystems.com/blog-0/bid/91480/Does-Your-Company-Wear-Its-Culture">portray an image</a>, your company culture. Find the best fit to ensure that that culture translates through the interview. This could include tailored questions that reflect your company vibe, what the interviewer wears and their surroundings. It is easy to display company culture in these video interviews if you're thoughtful and deliberate about it.</p>
<h3>Save Everyone Some Time</h3>
<p>This is a generation that orders their cereal off of Amazon Prime. Above is mentioned a love of technology, this generation prizes their time, precious time. They grew up with short-cuts and technology time-savers that make a work-life balance more achievable than ever. These candidates will love the fact that they can take the interview when and where they choose. They don't have to schedule, drive or wait. Not to mention, the same goes for the HR side of this. The hiring team can check out these completed interviews when and where they choose, thanks to the wonderful world of mobile.</p>
<h3>Keeping Up with Your Candidates</h3>
<p>This younger generation of interns is not used to traditional interviews, and it's likely not something that this generation will have to deal with. <a href="http://www.recruiter.com/i/the-rise-of-video-interviewing-infographic/">Video interviewing is on the rise</a> for so many time-saving, money-saving reasons. It will soon be the way of the HR world. These candidates don't like to talk on the phone, they order Jimmy John's on their iPads, and shopping is done through an app. Video interviewing is the perfect way to keep up with this new technology lifestyle.</p>
<p>Adding an intern to your team can be beneficial to the intern as well as their mentors. Video interviewing is the perfect way to scout and sign these interns. Technology, convenience and a stage to showcase your company culture are just a few of the reasons that <a href="http://www.ere.net/2013/03/28/not-yet-video-interviewing-now-you-have-no-excuse/">video interviewing is so effective</a> at attracting these young interns. A well-planned video interview can mean far more than a great intern, it can ultimately mean a great full-time employee. </p>
<p><span>photo credit: <a href="http://www.flickr.com/photos/doctabu/291216582/">Brian Lane Winfield Moore</a> via <a href="http://photopin.com/">photopin</a> <a href="http://creativecommons.org/licenses/by-sa/2.0/">cc</a></span></p>Top 5 Most Inventive Internship Ideastag:recruitingblogs.com,2013-06-25:502551:BlogPost:17184332013-06-25T13:00:00.000ZAngela Yuhttps://recruitingblogs.com/profile/AngelaYu
<p><a href="http://cdn2.hubspot.net/hub/201155/file-202616705-jpg/images/balloons_.jpg" target="_blank"><img class="align-left" src="http://cdn2.hubspot.net/hub/201155/file-202616705-jpg/images/balloons_.jpg?width=263" width="263"></img></a> In this <a href="http://www.cisco.com/web/learning/netacad/success_stories/caseStudies/philippines.html">competitive talent atmosphere</a>, finding the top talent can often start with an internship. And internships are not what they used to be. Social media, technology and a push for positive change have all affected the work force. In order to keep up with …</p>
<p><a href="http://cdn2.hubspot.net/hub/201155/file-202616705-jpg/images/balloons_.jpg" target="_blank"><img src="http://cdn2.hubspot.net/hub/201155/file-202616705-jpg/images/balloons_.jpg?width=263" width="263" class="align-left"/></a>In this <a href="http://www.cisco.com/web/learning/netacad/success_stories/caseStudies/philippines.html">competitive talent atmosphere</a>, finding the top talent can often start with an internship. And internships are not what they used to be. Social media, technology and a push for positive change have all affected the work force. In order to keep up with <a href="http://www.recruiter.com/i/disruptive-recruiting/">innovative internship ideas</a>, companies have to get innovative themselves. You don't attract and retain good intern talent by teaching them how to pick up dry cleaning. Internships have a whole new life, and interns expect more. Here are a few examples of inventive internship ideas, from recruiting tools to the programs themselves.</p>
<h3>Social to Hire as well as Recruit</h3>
<p>Yes we all know, ignore social in recruiting at your own peril. But it's gone farther than that. Clever companies are <a href="http://www.recruiter.com/i/hiring-with-social-a-success-story/">embracing social for more than sourcing and recruiting</a>. Recently, a college grad scored her dream job via an Instagram photo. ePrize hired her with a socially shared picture! The buzz that this new and inventive tactic caused got everyone excited for this young grad to join the team. This employer branding tool got her friends and family hyped and part of the celebration.</p>
<p>This is just one of a thousand ways you can use social to get people looking. You can use social through the whole internship program starting with sourcing, recruiting, hiring, updating your audience throughout the program and then finally letting them know what the intern will be doing at the end of the program.</p>
<h3>Miller Lite's Internship Program</h3>
<p>Partnering up with the latest box office hit, The Internship, <a href="http://www.brewbound.com/news/inspired-by-film-miller-lite-to-offer-internship">Miller Lite created a brilliant campaign</a> in search for their next intern team. While you can't send your intern team across the country in a man cave RV, drinking beer, like Miller Lite's program, you can create an internship program that is dedicated to fun, branding and culture.</p>
<p>Miller Lite did a fantastic job creating buzz and brand ambassadors to get people excited about their company. They utilized gamification, video and branding to continue building their culture. When interns can learn, have fun and experience new things, that's what makes a successful internship program. It is summer after all, have some fun.</p>
<h3>Gamification</h3>
<p>Many companies are now using gamification for well...everything, but specifically for internship programs. Making internships fun makes them extremely attractive, and making them extremely attractive means making them competitive. When you have a competitive internship program, you are more likely to attract a better pool of talent that could ultimately turn into full time work.</p>
<p>Recently, an ad agency, Mortierbrigade, found a <a href="http://www.trendreports.com/article/gamification-in-recruitment">creative way to get their interns engaged</a>. They actually put their interns through a tough live-gaming experience. Mortierbrigade placed the group of internship hopefuls on the ground level of a rigged house, and when the candidates (players) do something that appeases or impresses management, they are then allowed to move to the next level. Again, this one might not be applicable to every business that does not have a booby trapped house at their disposal, but the whole idea is to think outside of the box and create an innovative program.</p>
<h3>Internships as Outreach</h3>
<p align="left">A comprehensive study by the Pew Research Center in 2010 found that 21% of Millennials place a <a href="http://www.forbes.com/sites/jennagoudreau/2013/03/07/7-surprising-ways-to-motivate-millennial-workers/">higher priority on helping people</a> in need over 15% wanting a high-paying career. This new generation of workers are less money hungry and more cause hungry, and this is translating to their internship programs.</p>
<p align="left">Long story short, Denise Korn of Korn Designs found a way to us the design industry as a resource for mentoring to urban youth. <a href="http://www.boston.com/lifestyle/blogs/thenextgreatgeneration/2012/05/innovative_internships_designi.html">She created Youth Design</a>. “Youth Design offers high school students in at-risk areas the opportunities to have paid summer jobs at firms involved in the design sector while pairing the students with senior-level designers as mentors.” </p>
<p align="left">Community outreach is so very important to morale, culture and brand. Korn created a program that both helped her community and her business. That's an internship program!</p>
<h3>Video Interviewing</h3>
<p>This is by far our favorite way to attract interns. Tech is native to this group. When you offer them tech tools like <a href="http://library.wowzer.com/how-it-works">video interviewing</a>, you're letting them know that you too embrace technology. You also get to cultivate your company culture by asking questions and creating interviews that are targeted to those would make a good fit. Additionally, the flexibility that video interviewing lends is what they are looking for. This generation cherishes their time above all. When you offer flexible, time-saving tools, it is noted and appreciated.</p>
<p></p>
<p><span>photo credit: </span><a href="http://www.flickr.com/photos/caveman_92223/3347745000/">“Caveman Chuck” Coker</a><span> via </span><a href="http://photopin.com/">photopin</a><span> </span><a href="http://creativecommons.org/licenses/by-nd/2.0/">cc</a></p>Guidelines for Hiring an Interntag:recruitingblogs.com,2013-06-24:502551:BlogPost:17182762013-06-24T18:00:00.000ZAngela Yuhttps://recruitingblogs.com/profile/AngelaYu
<p><span><span><span><a href="http://cdn2.hubspot.net/hub/201155/file-69770515-jpg/small__3555429170-1.jpg" target="_blank"><img class="align-left" src="http://cdn2.hubspot.net/hub/201155/file-69770515-jpg/small__3555429170-1.jpg"></img></a> <span><em>This is the latest in the Intern Series that we've been running this summer. In this installment, we hear from an intern, Zoe Schiffer at one of our favorite companies, InternMatch.</em></span></span></span></span></p>
<p><span>Before you begin recruiting topnotch interns it is important to determine what you want out of them. Great work? Or great…</span></p>
<p><span><span><span><a href="http://cdn2.hubspot.net/hub/201155/file-69770515-jpg/small__3555429170-1.jpg" target="_blank"><img src="http://cdn2.hubspot.net/hub/201155/file-69770515-jpg/small__3555429170-1.jpg" class="align-left"/></a><span><em>This is the latest in the Intern Series that we've been running this summer. In this installment, we hear from an intern, Zoe Schiffer at one of our favorite companies, InternMatch.</em></span></span></span></span></p>
<p><span>Before you begin recruiting topnotch interns it is important to determine what you want out of them. Great work? Or great coffee? A possible full-time employee down the road? Or someone to sort mail and run errands for free? <a href="http://tech.co/internstartuphiringtips-2013-06">Internship programs</a> are most successful when they start out with a clear set of goals. In <em><a href="http://waltoncollege.uark.edu/career/sixsteps.asp">6 Steps to Hire an Intern/Co-Op Student</a>,</em> the Walton College of Business ranked planning and design right above compensation as the first things employers must take into account when creating an internship program.</span></p>
<p><span> </span></p>
<p><span>When you’re ready to start hiring, the next thing to consider is <a href="http://runabusiness.net/how-to-write-a-job-description-and-screen-a-resume/">how to write a good job description</a>. You’ll want to focus on selling the company and position, while still standing out from companies with similar listings. Ask yourself “What makes my company different?” and “What do I love about working here?”, then write a post that highlights these points.</span></p>
<p><span> </span></p>
<p><span>According to Erica Dhawan in a Forbes article, “<a href="http://www.forbes.com/sites/yec/2012/08/07/how-to-get-noticed-get-hired-and-get-just-about-anything-else-you-want-too/">Gen-Y’s don’t mind putting in long hours</a> so long as we can choose those hours.” 55% of interns state that working just one day a week from a coffee shop would dramatically increase their likelihood to apply. Think about what you’d be willing to accept as far as using social media on the clock and working remotely, then highlight these aspects in the job description.</span></p>
<p><span> </span></p>
<p><span><span>Furthermore, only 3.8% of students found career fairs to be the most helpful resource in their latest internship search according to InternMatch's <a href="http://employerblog.internmatch.com/state-of-the-internship-2013/">2013 State of the Internship report</a>, and 59.3% are open to a virtual internship. Recruiting trends are changing and virtual interviews are quickly becoming an accepted if not </span><span><em>expected</em></span><span> part of the hiring process.</span></span></p>
<p><span> </span></p>
<p><span><span>In </span><span><em>Hiring Interns: Do’s and Don’ts, </em><a href="http://mashable.com/">Mashable.com</a></span><span> put, “No University or College Connection” as their number one “don’t” on the list. “No one knows the most talented candidates better than higher-learning institutions,” they wrote. Creating connections with universities is important to attracting top talent. What was their first “do”? You guessed it, video interviews. Aside from accessing talent that would otherwise be geographically out of reach, video interviews open your company up to more diversity.</span></span></p>
<p><span> </span></p>
<p><span><span>Google and Facebook pay their interns $6,000+ per month. South West Airlines has Intern Happy Hour and free flights, according to <a href="http://www.hercampus.com/">Hercampus.com</a></span><span>. With perks like these it’s no wonder <a href="http://mashable.com/">Mashable.com</a></span><span> also cites “Relying on Traditional Hiring Practices” as a definite “</span><span>don’t” for small businesses. 37.7% of large businesses start <a href="http://employerblog.internmatch.com/state-of-the-internship-2013/">recruiting interns</a> a year in advance. Small businesses can use their size to their advantage by making decisions quickly, and offering desired candidates the job in as little as 24 hours after interviewing.</span></span></p>
<p><span> </span></p>
<p><span>Lastly, it is important that your internship program stay legal. This basically rules out the coffee-grabbing, mail-sorting, work-for-free intern of decades past. Today, legal regulations prohibit unpaid interns either taking the place of regular employees, or performing tasks that are immediately to the advantage of the company. All in all there are <a href="http://www.forbes.com/sites/theyec/2013/04/19/6-legal-requirements-for-unpaid-internship-programs/">6 criteria that unpaid internships must follow</a> in order to be deemed federally legal. InternMatch's thoughts are to just pay your interns.</span></p>
<p><span> </span></p>
<p><span>Interns are the driving force of change in most businesses. While not all companies can attract interns based on financial incentives alone, 58.9% of students rank educational opportunities and portfolio building as being more important aspects of their <a href="http://explore.wowzer.com/blog/video-interviewing-in-the-internship-movie">internship experiences</a> anyhow. Adapting to new recruiting practices like virtual interviews and highlighting company culture in your job descriptions, are two good ways to attract top talent without forking over half your profit in financial compensation. Students are eager to learn and find employment; it is just a matter of recruiting the right people for the right roles, and constructing an intern-friendly program to maximize their potential.</span></p>
<p><span> </span></p>
<p><span>photo credit: <a href="http://www.flickr.com/photos/joi/3555429170/">Joi</a> via <a href="http://photopin.com/">photopin</a> <a href="http://creativecommons.org/licenses/by/2.0/">cc</a></span></p>Landing College Talent with Video Interviewingtag:recruitingblogs.com,2013-06-18:502551:BlogPost:17160462013-06-18T18:02:34.000ZAngela Yuhttps://recruitingblogs.com/profile/AngelaYu
<p class="p1"><img align="left" alt="small__6761027605" src="http://cdn2.hubspot.net/hub/201155/file-66288735-jpg/small__6761027605.jpg"></img> These younger candidates are looking for <a href="http://explore.wowzer.com/blog/bid/213527/Millennials-at-Work-Business-at-the-Speed-of-Gen-Y">technology, flexibility and guidance in their candidate experience</a>. You can offer them all of the above with video interviewing. In fact, quite often, this new generation of workers will choose these things over monetary compensation. Attracting talent, means knowing what they're looking for.</p>
<h4 class="p1">Lure Them In…</h4>
<p class="p1"><img src="http://cdn2.hubspot.net/hub/201155/file-66288735-jpg/small__6761027605.jpg" alt="small__6761027605" align="left"/>These younger candidates are looking for <a href="http://explore.wowzer.com/blog/bid/213527/Millennials-at-Work-Business-at-the-Speed-of-Gen-Y">technology, flexibility and guidance in their candidate experience</a>. You can offer them all of the above with video interviewing. In fact, quite often, this new generation of workers will choose these things over monetary compensation. Attracting talent, means knowing what they're looking for.</p>
<h4 class="p1">Lure Them In with Your Tech Appreciation</h4>
<p class="p1">This new generation of talent is beyond tech savvy. <a href="http://www.forbes.com/sites/barbaraarmstrong/2013/01/10/attracting-millennial-talent-what-colleges-know-and-employers-should-find-out/">Technology is entirely native to them</a>. By offering video interviewing, it shows that you share the same appreciation for technology. The interviewing process is one of the first impressions that you will make on candidates.</p>
<p class="p2"><span class="s2">According to a </span>recent study in the journal, <a href="http://www.hiit.fi/u/oulasvir/scipubs/Oulasvirta_2011_PUC_HabitsMakeSmartphoneUseMorePervasive.pdf"><em>Personal and Ubiquitous Computing</em></a><em>, “</em>Smartphone users have developed what they call 'checking habits' -- repetitive checks of e-mail and other applications such as Facebook. The checks typically lasted less than 30 seconds and were often done within 10 minutes of each other.On average, the study subjects <a href="http://www.cnn.com/2011/HEALTH/07/28/ep.smartphone.obsessed.cohen/index.html">checked their phones 34 times a day</a>, not necessarily because they really needed to check them that many times, but because it had become a habit or compulsion.”</p>
<p class="p2">According to this study, your candidate will more than likely know about your video interviewing offer within 10 minutes. This generation is constantly plugged into some type of technology. Most of them are multiple devices at the same time even. An appreciation for technology on the organization's end will go a long way in attracting and retaining this talent.</p>
<h4 class="p1">Attract Top Talent from Colleges with Flexibility</h4>
<p class="p1">Do you remember what your college years were like? They were packed to the brim with classes, homework, real work and beer. Most of today's college kids are working part to full-time, while going to school part to full-time. Unless your parents were loaded, the 40 hour work week felt like a vacation when you finally got done with school. If you hope to land college talent, work with their schedule. And there's no better way to do that than offering them a video interview.</p>
<p class="p1">The beauty of video interviewing is that they can take the interview anytime and anywhere they wish. Please keep in mind that this may happen in a quiet library or a less than sanitary dorm room. This generation of workers is growing up with teleworking as common thing. They <a href="http://www.iveybusinessjournal.com/topics/the-workplace/the-millennials-a-new-generation-of-employees-a-new-set-of-engagement-policies">cherish the work-life balance</a> that modern technology offers. By offering flexibility, you are creating an environment open to compromise.</p>
<h4 class="p1">Ease these Youngsters into the Interviewing Process</h4>
<p class="p1">Aside from the hire-on-the-spot, shady bar tending job that has gotten them this far in their college career, it is entirely possible that this will be these young candidates' <a href="http://explore.wowzer.com/blog/job-seeker-interview-tips">first real interview</a>. Video interviewing is a great way to ease them into the often nerve-racking process.</p>
<p class="p1">Candidates are able to take a practice run at the interview and they are also given a disclosed amount of time to respond to the questions. When candidates aren't face-to-face, sweating through their new little suits, they are more comfortable and relaxed in their presentation. You are more likely to get the real candidate, not the nervous 20-something breaking out in hives.</p>Employer Branding without a Motion Picturetag:recruitingblogs.com,2013-06-13:502551:BlogPost:17141742013-06-13T19:21:44.000ZAngela Yuhttps://recruitingblogs.com/profile/AngelaYu
<p class="p1"><img align="left" alt="small__4259789467" src="http://cdn2.hubspot.net/hub/201155/file-63264337-jpg/small__4259789467.jpg"></img> Company's dedicated largely to HR, should be excited for the new Owen Wilson and Vince Vaughn movie, <em>The Internship,</em> that came out this past weekend. These two 40-something, tech illiterate Joe's are vying for a much coveted internship with Google. If their employer brand wasn't awesome enough, this movie made Google the employer of the century.</p>
<p class="p1">Viewers get an inside look at the perks of being a Google employee. We see slides, nap pods,…</p>
<p class="p1"><img src="http://cdn2.hubspot.net/hub/201155/file-63264337-jpg/small__4259789467.jpg" alt="small__4259789467" align="left"/>Company's dedicated largely to HR, should be excited for the new Owen Wilson and Vince Vaughn movie, <em>The Internship,</em> that came out this past weekend. These two 40-something, tech illiterate Joe's are vying for a much coveted internship with Google. If their employer brand wasn't awesome enough, this movie made Google the employer of the century.</p>
<p class="p1">Viewers get an inside look at the perks of being a Google employee. We see slides, nap pods, fantastic on-boarding solutions and much more. But not every company has the resources to offer perks like these...scratch that, basically <em>no</em> company has the resources to offer perks like that. So how can you create a stellar employer brand without nap pods and a box office hit movie?</p>
<p class="p1">So Time Warner isn't picking up your employer branding video, that's fine, there's still hope. <a href="http://explore.wowzer.com/blog/bid/232935/Creating-Employer-Branding-Videos-that-ROCK">Creating an effective employer branding video</a> does not have to be costly or time consuming. Whether you have a film crew scheduled or you're putting your iMovie skills to use, here are a few things to consider.</p>
<p class="p2"> </p>
<p class="p1"><strong>Start at the Beginning</strong></p>
<p class="p1">Having a defined strategy for your employer brand is the very first step in this process. What do you want to convey? How would you like to be perceived? This strategy should fall somewhere between what you actually are, and what you would like to become.</p>
<p class="p1">Consider what your <a href="http://bluivygroup.com/employer-branding-strategy/">company values</a> are and what you would like others to know about the organization. Remember that this can be revisited to reflect changes in the organization's culture and direction. According to a Bernard Hodes Group infographic, <span class="s1"><a href="http://unbridledtalent.com/2012/06/15/employer-brand-strategies-increasing-in-importance-infographic/">19% of companies</a> that have established an employer brand strategy are revisiting it</span> mostly to reflect cultural changes and/or to broaden platforms and technology.</p>
<p class="p3"> </p>
<p class="p1"><strong>Use Real People with Real Messages</strong></p>
<p class="p1">The best branding videos are the ones in which we get to see actual employees using their real voice. There's no better way to display your company culture than to get employees involves. Sam Adams, Intel, Adidas, are all known for their great employer branding videos and commercials, and they all use real employees and their own messages. Short interviews, clips of quotes, shots of employees at work are all great, easy ways to put your culture on display and show your audience what your organization is about.</p>
<p class="p3"> </p>
<p class="p1"><strong>Keep Your Audienc<em>es</em> in Mind</strong></p>
<p class="p1">Plural and italicized for a reason, you will have more than one target audience in this video. Age groups, races, cultures and lifestyles should all be taken into consideration. By segmenting your message, you can hit all of the targets that you need to. Short clips with diverse messages do more and hold the viewer's attention better.</p>
<p class="p3"> </p>
<p class="p1"><strong><em>Please</em> Make it Interesting</strong></p>
<p class="p1">A boring employer branding video is a sure-fire way to make people think your organization is <em>boring</em>. Keep it light, short and to the point. Company events, happy and engaged employees are what people want to see. A good-looking employee typing at a desk with a thoughtful quote gliding across the bottom of the screen is lame. A well-done, lame video is still lame.</p>
<p class="p3"> </p>
<p class="p1">There are so many fun and unique video branding ideas out there. Check out some of the greats and see what they're doing. And don't forget to share what you've made on as many outlets as possible. Again, you don't have a box office hit to display your employee brand but you do have your company website, Facebook, Twitter, Vine, email and tons of other fun and innovative ways to display your employer brand. </p>
<p class="p3"> </p>
<p class="p1"><span class="s1"><a href="http://www.youtube.com/watch?v=COvrf6NoCog&feature=youtu.be">Online video is 5.3 times more effective than text alone</a></span>. And when you consider that YouTube is the second most used search engine, after (you guessed it) Google, it proves the power of video. People respond to video, they love it. Employer branding videos are such an easy way to get your message out there.</p>
<p class="p1">photo credit: <a href="http://www.flickr.com/photos/lobsterboy1980/4259789467/">pheaber</a> via <a href="http://photopin.com/">photopin</a> <a href="http://creativecommons.org/licenses/by-sa/2.0/">cc</a></p>The 3 As to Ace-ing an Interviewtag:recruitingblogs.com,2013-06-11:502551:BlogPost:17135122013-06-11T16:26:51.000ZAngela Yuhttps://recruitingblogs.com/profile/AngelaYu
<p class="p1">Being prepared for an interview is one of the most important aspects of the job hunt. If for no other reason than not wasting time, you should take the interviewing process seriously. You have spent time and<a href="http://cdn2.hubspot.net/hub/201155/file-52982827-jpg/medium_116220835.jpg" target="_blank"><img class="align-left" src="http://cdn2.hubspot.net/hub/201155/file-52982827-jpg/medium_116220835.jpg?width=325" width="325"></img></a> energy on the job hunt and the HR side has spent time and money setting this interview up. Taking steps to ensure a smooth interview is just another bullet in your…</p>
<p class="p1">Being prepared for an interview is one of the most important aspects of the job hunt. If for no other reason than not wasting time, you should take the interviewing process seriously. You have spent time and<a href="http://cdn2.hubspot.net/hub/201155/file-52982827-jpg/medium_116220835.jpg" target="_blank"><img src="http://cdn2.hubspot.net/hub/201155/file-52982827-jpg/medium_116220835.jpg?width=325" width="325" class="align-left"/></a>energy on the job hunt and the HR side has spent time and money setting this interview up. Taking steps to ensure a smooth interview is just another bullet in your skills arsenal, it will increase your confidence, and most importantly, increase your chances at landing the job.</p>
<p class="p2"> </p>
<h3 class="p1">Appearance</h3>
<p class="p1"><span class="s1"><a href="http://www.recruiter.com/i/4-things-to-do-before-you-even-start-looking/">Before you send out that resume</a></span>, be sure to <strong>clean up your social media profiles</strong>, update your LinkedIn, and when in doubt, set to private. In cleaning up your social media profiles, take down any inappropriate pictures or language. When updating your LinkedIn profile, add any skills, certifications or experience that you've gained in the last 6 months. Keep in mind that whatever we put out on the internet leaves a footprint, it <a href="http://recruiterbox.com/blog/how-recruiters-use-social-networks-to-assess-candidates/">can be shared and accessed by anyone</a>.</p>
<p class="p1">It is becoming more and more common for hiring managers to ask to view your <a href="http://www.forbes.com/pictures/lmj45lfmm/clean-up-your-social-media-sites-3/">social media accounts</a>. If you've taken steps toward making them professional or private, this is nothing to worry about, but the last thing you want to do is rush home from an interview and take down those bachelorette pictures from last summer. If a hiring manager asks for passwords to any of your accounts, you should know that you are well within your rights (and common sense) to deny them access.</p>
<p class="p1"><strong>Present yourself wisely and dress the part</strong>. Today we have access to just about any company that we wish to explore. Tools like GlassDoor, branded company websites, and their social media presence can give you an insider's look at their company culture. Get a sense of who the company is and <a href="http://www.recruiter.com/i/survive-your-first-video-interview/">what they're looking for in employees</a>. For instance, you'll dress differently for a media start-up interview than you would for a corporate position. No matter the type of position you're interviewing for, here is a great <a href="http://www.thedailymuse.com/job-search/looks-that-land-the-job-what-to-wear-to-any-interview/">guide</a> for dressing the part.</p>
<p class="p2"> </p>
<p class="p1">Above all, be comfortable and be yourself. Don't wear something that will preoccupy you during the interview. Fidgeting and fixing are annoying and cause distraction. The interview is about your skills and your attitude, don't make it about your bra strap or falling socks.</p>
<p class="p2"> </p>
<h3 class="p1">Answers</h3>
<p class="p1"><a href="http://explore.wowzer.com/blog/bid/191681/Five-Things-to-Do-Before-Your-Video-Interview">Be ready</a> for the tricky questions that you know are coming. They are pretty much all going to start with, “Tell me a little about yourself”. For the love of HR please don't start with, “Uuuhhh”. From the <a href="http://www.fastcompany.com/1839723/10-job-interview-tips-ceo-headhunter">interviewer's perspective</a>, if you weren't prepared for this question, you didn't prepare at all for this interview. They aren't looking for your hobbies, your favorite restaurant, or how often you spend time with your family. Keep every answer focused on your skills, knowledge and experiences that relate to the position for which you are interviewing.</p>
<p class="p1">Other questions that can lead to blank stares or bad answers are:</p>
<p class="p3"><span class="s2">-What is your greatest weakness?</span></p>
<p class="p1">-Tell us about a time when you didn't get along with a supervisior or co-worker.</p>
<p class="p3"><span class="s2">-Why did you leave your last position?</span></p>
<p class="p1">-Why did you apply here?</p>
<p class="p1">-What do you know about this organization?</p>
<p class="p2">These are commonly asked questions for which you should have quick, clear and confident answers. Every one of these questions can be turned into a way to highlight your skills and work experience.</p>
<p class="p2"> </p>
<h3 class="p1">Attitude</h3>
<p class="p1">Keep in mind that <strong>attitude often trumps aptitude. </strong>Any hiring manager that has done their research, knows the difference between hiring for skill set and hiring for attitude and fit. According to <a href="http://www.forbes.com/sites/danschawbel/2012/01/23/89-of-new-hires-fail-because-of-their-attitude/">Dan Schawbel in a Forbes article</a>, of 20,000 new hires, 46% of them failed within 18 months. But even more surprising than the failure rate, was that when new hires failed, 89% of the time it was for attitudinal reasons and only 11% of the time for a lack of skill. There is nothing more costly and detrimental to an HR department than a <a href="http://explore.wowzer.com/blog/bid/169495/Infographic-The-Costs-of-Talent-Acquisition">bad hire</a>, and they know this. At the risk of sounding cheesy, smiles are free, use them!</p>What Recruiters Should Know About Summer Internships for 2013tag:recruitingblogs.com,2013-05-30:502551:BlogPost:17088682013-05-30T15:30:00.000ZAngela Yuhttps://recruitingblogs.com/profile/AngelaYu
<p class="p1"><a href="http://cdn2.hubspot.net/hub/201155/file-45819077-jpg/medium_164262494.jpg" target="_blank"><img class="align-left" src="http://cdn2.hubspot.net/hub/201155/file-45819077-jpg/medium_164262494.jpg?width=250" width="250"></img></a></p>
<p class="p1">It's summertime in the city (or country as the case may be) and you know what that means? Interns! Interns are a huge part of the workforce and we want to celebrate them. We're kicking off a series of guest blog posts from all kinds of intern experts where we'll cover internship programs, how to assess an intern, the places to go online to find…</p>
<p class="p1"><a href="http://cdn2.hubspot.net/hub/201155/file-45819077-jpg/medium_164262494.jpg" target="_blank"><img src="http://cdn2.hubspot.net/hub/201155/file-45819077-jpg/medium_164262494.jpg?width=250" width="250" class="align-left"/></a></p>
<p class="p1">It's summertime in the city (or country as the case may be) and you know what that means? Interns! Interns are a huge part of the workforce and we want to celebrate them. We're kicking off a series of guest blog posts from all kinds of intern experts where we'll cover internship programs, how to assess an intern, the places to go online to find quality interns.</p>
<h3>An intern is more than a coffee barista </h3>
<p class="p1">An internship is a method of on-the-job training. Traditionally, internships are seen as an exchange of services or labor for experience, but there are different types of internships like paid, college credit, or even virtual internships. Often times we see the right interns ending up with a full-time job at the company for whom they were interning. This natural step <a href="http://www.itbusiness.ca/news/to-narrow-your-skills-gap-hire-your-interns-and-co-ops-and-train-them-well/34521" target="_blank">saves sourcing, recruiting and training resources</a>. Sounds like a win-win, right?</p>
<p class="p1">With any hire, or internship, you run the risk of choosing the wrong person, and wasting a whole bunch of time, and in turn, money. Some interns are paid, some are not, but the wrong fit will frustrate employees and mentors, slowing down the productivity of your team. A little research on interns today can go a long way in the planning of future hires.</p>
<h3><strong>What are they expecting?</strong></h3>
<p class="p1"><img src="http://cdn2.hubspot.net/hub/201155/file-45818185-png/Screen_Shot_2013-03-29_at_2.26.36_PM.png" alt="Don't undervalue your interns-I'm kind of a big dill t-shirt" width="212" align="right"/>First and foremost, this shouldn't be considered <a href="http://www.touchfinancial.co.uk/employers-exploiting-interns-and-apprentices-come-under-the-spotlight/" target="_blank">cheap or free labor</a> for the purpose of pawning off overflow work. When you seek out an intern, you have to be ready for what that truly entails. They're taking this , experience and hands on learning. Small businesses have proven to be the best environment for interns because of the in-depth, one-on-one mentorship design. That's what they want, they are there to learn. So before you decide to offer an internship, make sure you're in it for the right reasons. Unless you and your team have the ability and time to teach an intern, consider an entry-level employee instead.</p>
<ul>
<li class="p1">In 2011, 61.2% of employers made full-time offers to their interns, out of which 86.5% of the interns accepted. </li>
<li class="p1">On-campus recruiting and career fairs are the two most effective methods of recruiting intern graduates.</li>
<li class="p1">In 2011, more than half of internships were paid.</li>
<li class="p1">Freshman interns make an average of $13.91, and seniors make an average of $17.57.</li>
<li class="p1">Interns are getting accustomed to perks such as paid vacation time, social activities and benefits like 401ks.</li>
<li class="p1">Regardless of pay, 62% of interns were interested in working full-time for their internship employer.</li>
</ul>
<h3><strong>Considering hiring an intern? Get ready</strong></h3>
<p class="p1">Summer is coming, and along with it, the great intern invasion. If you're hiring for the right reasons, this can be a great experience for the <a href="http://blogs.hbr.org/glickman/2013/05/hiring-an-intern-what-to-do-be.html" target="_blank">company as well as the intern</a>, but keep in mind, this isn't a houseplant, this is a person who expects a lot in return for their time and work. Whether you have one intern, or a dozen, you have to have a plan for the management of these interns. Have projects ready and in writing. Get ready to be a real mentor. </p>
<p><span><em>photo credit: <a href="http://www.flickr.com/photos/somewhatfrank/164262494/">Frank Gruber</a> via <a href="http://photopin.com/">photopin</a> <a href="http://creativecommons.org/licenses/by-nc-sa/2.0/">cc</a></em></span></p>Video Interviewing - Is Seeing Believing?tag:recruitingblogs.com,2013-05-23:502551:BlogPost:17052922013-05-23T19:32:32.000ZAngela Yuhttps://recruitingblogs.com/profile/AngelaYu
<p><a href="http://www.youtube.com/watch?v=IYczMhJYSJk"></a><a href="http://www.youtube.com/watch?v=IYczMhJYSJk" target=""_blank""></a><a href="http://www.youtube.com/watch?v=IYczMhJYSJk"></a>Video is taking over. This week on a Recruiting Trends webinar, Maren Hogan and Joel Cheesman shared some pretty<a href="http://cdn2.hubspot.net/hub/201155/file-42144591-png/Screen_Shot_2013-05-16_at_3.43.22_PM.png" target="_blank"><img class="align-right" src="http://cdn2.hubspot.net/hub/201155/file-42144591-png/Screen_Shot_2013-05-16_at_3.43.22_PM.png?width=300" width="300"></img></a> astonishing statistics about …</p>
<p><a href="http://www.youtube.com/watch?v=IYczMhJYSJk"></a><a href="http://www.youtube.com/watch?v=IYczMhJYSJk" target=""_blank""></a><a href="http://www.youtube.com/watch?v=IYczMhJYSJk"></a>Video is taking over. This week on a Recruiting Trends webinar, Maren Hogan and Joel Cheesman shared some pretty<a href="http://cdn2.hubspot.net/hub/201155/file-42144591-png/Screen_Shot_2013-05-16_at_3.43.22_PM.png" target="_blank"><img src="http://cdn2.hubspot.net/hub/201155/file-42144591-png/Screen_Shot_2013-05-16_at_3.43.22_PM.png?width=300" width="300" class="align-right"/></a> astonishing statistics about <a href="http://www.recruitingtrends.com/making-social-media-work/">video and its impact on today's workforce</a>. Here's one:</p>
<p><b>We love watching videos.</b></p>
<p>178 million Americans watched 33 billion online videos in February. Hmmm, staggering numbers but what do they mean? Just as YouTube is the #2 search engine next to Google, we also think that video interviewing and video screening are overtaking more traditional methods like long job descriptions and phone screens. Media consumption trends prove that people gain a lot more from a video experience than from a text or audio-only experience.</p>
<p><b>Videos are great for search - and recruitment marketing.</b></p>
<p>Videos are 53 times more likely than text pages to show up on the first page of search results. With YouTube, the third most trafficked site in the world, perhaps the most overlooked social tool in your recruitment arsenal is video. We talk a great deal about how you can see candidates in a new light with video interviewing, but employer brand is a huge part of this movement as well.</p>
<p><b>Videos tell <i>your</i> story.</b></p>
<p>As we move further into a project economy, giving candidates have more consumer-like selection power in their employment, employers are recognizing the value of having pictures...moving pictures...tell their story. On the flip side, candidates are much better able to tell you <i>their</i> story through a video rather than a flat paper resume.</p>
<p>"We’ve all seen employer branding videos during our first day orientations. Watching videos that define a company’s brand culture isn’t a new concept, but getting to sample these videos prior to being hired is. In the last few years, there has been a growing trend to these videos being readily available on corporate websites, encouraging candidates to apply in the first place."</p>
<p><b>Videos work for B2B.</b></p>
<p><a href="http://www.youtube.com/watch?v=IYczMhJYSJk">70% of B2B marketers now use video.</a> That's a lot for folks outside the consumer space. And while jobseekers are definitely consumers, both they and recruiting pros operate inside a B2B framework. So it's great news that B2B marketers are finding video wildly successful -- because job seekers and hiring pros are finding it pretty successful too!</p>
<p>In the world of video, recruiting, marketing and the internet, seeing is definitely believing. For many employers the ability to see their potential hires via video interviewing starts the relationship so much sooner. For candidates and potential applicants, getting a glimpse into the culture of a company before they take the leap via a branded company video increases cultural fit.</p>
<p> </p>Day in the Life of a Corporate Recruitertag:recruitingblogs.com,2013-05-14:502551:BlogPost:17023362013-05-14T19:24:12.000ZAngela Yuhttps://recruitingblogs.com/profile/AngelaYu
<div>Recruiting is a lot of things. It is a whirlwind, it is exciting, it can be demanding and simultaneously rewarding. You may</div>
<div><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557507821?profile=original" target="_self"><img class="align-right" height="247" src="http://storage.ning.com/topology/rest/1.0/file/get/1557507821?profile=original" width="295"></img></a> feel you have a massive effect on your organization, or you might feel you're a cog in a machine.</div>
<div><p> </p>
<p>Let's take a quick look at a day in the life of the corporate recruiter.…</p>
<p></p>
</div>
<div>Recruiting is a lot of things. It is a whirlwind, it is exciting, it can be demanding and simultaneously rewarding. You may</div>
<div><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557507821?profile=original" target="_self"><img src="http://storage.ning.com/topology/rest/1.0/file/get/1557507821?profile=original" width="295" class="align-right" height="247"/></a> feel you have a massive effect on your organization, or you might feel you're a cog in a machine.</div>
<div><p> </p>
<p>Let's take a quick look at a day in the life of the corporate recruiter.</p>
<p><span class="aBn"><span class="aQJ">7:30 am</span></span>- Your day starts earlier than most because Tom in programming mentioned he might be able to look at your top PHP candidates...if you can get to him before his <span class="aBn"><span class="aQJ">8 am</span></span> huddle. You race through the third floor with a stack of resumes (he won't print them, he's paperless) and a bagel determined to get an answer.</p>
<p><span class="aBn"><span class="aQJ">8:01 am</span></span>- Tom arrives a minute late tells you "That stuff will have to wait." </p>
<p><span class="aBn"><span class="aQJ">8:05 am</span></span>- You arrive back at your desk just in time to hear the phoen click over the voicemail You listen to the message. An irate candidate asks if it's "<a href="http://www.recruitingblogs.com/profiles/blogs/when-the-candidate-asks-why-didn-t-you-call-me" target="_blank">too much to ask to get a simple yes or no?</a>" </p>
<p><span class="aBn"><span class="aQJ">8:07 am</span></span>- You login to your email to find 32 new resumes from the job that your supervisor just mentioned might be filled by Janice's cousin who "has office experience". </p>
<p><span class="aBn"><span class="aQJ">9:14 am</span></span>- You receive an irritated call from your boss asking why we spent a thousand bucks on job board postings if we're hiring Janice's niece. </p>
<p><span class="aBn"><span class="aQJ">10:00 am</span></span>- Juggling a cup of coffee, you race to sit in a second interview with a great candidate for a managerial position, only to find out they took another offer and you have to start all over again. You spill your coffee.</p>
<p><span class="aBn"><span class="aQJ">10:32 am</span></span>- You find out about three new requisitions from sales that need to be filled before the annual conference...in two weeks.</p>
<p><span class="aBn"><span class="aQJ">12:00 pm</span></span>- The roast beef your spouse packed has to wait because you're spending your lunch interviewing the candidate who is "happy where they are but will listen to your offer". You sweat because you're not authorized to go above Pay Grade III but think maybe they'll accept flex hours. They say they'll "be in touch soon."</p>
<p><span class="aBn"><span class="aQJ">2:45 pm</span></span>- You hear back from the early morning managerial candidate, they might be willing to consider if you can bump up the starting salary. You agree to see what you can do.</p>
<p><span class="aBn"><span class="aQJ">2:47 pm</span></span>- Your phone rings off the hook with requests from candidates you interviewed a few days ago, asking for an "update".</p>
<p><span class="aBn"><span class="aQJ">2:59 pm</span></span>- You get a thank you note from a candidate with your name misspelled. Still, you get a little misty.</p>
<p><span class="aBn"><span class="aQJ">3:02 pm</span></span>- You sit down with the HR manager and the marketing manager to put together an offer for your latest win. </p>
<p><span class="aBn"><span class="aQJ">3:45 pm</span></span>- You call the candidate and give him the offer. He says it's "not what I was hoping for" but agrees to accept. Yay?</p>
<p><span class="aBn"><span class="aQJ">4:13 pm</span></span>- You spend an hour going through resumes, the first 15 min of which is combing through your email to discover which ones came from outside of the system and where your colleagues notes on those are. Rita from operations refuses to use the ATS.</p>
<p><span class="aBn"><span class="aQJ">5:13 pm</span></span>- You race back downstairs to grab Tom before he leaves for the day. He shuffles through the resumes before saying "Where was that guy you brought in the first round? He wasn't bad, what about him?"</p>
<p><span class="aBn"><span class="aQJ">5:27 pm</span></span>- You get back to your desk in time to get a phone call from your most persistent candidate. You check his application and tell him that (thankfully) he's moved on to the interview stage. He thanks you profusely. </p>
<p><span class="aBn"><span class="aQJ">5:45 pm</span></span>- You get your email cleaned out, your resumes in a neat pile, the offer paperwork ready to be signed for <span class="aBn"><span class="aQJ">tomorrow</span></span> and your new reqs formatted for inclusion in your selected job boards. You sigh deeply and allow yourself to feel great about a job well done. Your friend from marketing pokes her head in the door and says "Hey have you heard about this social recruiting stuff? We should do that HERE!"</p>
<p>Feel a bit inefficient? Here are some tips on how leading recruiters <a href="http://explore.wowzer.com/blog/make-recruiting-tech-work-for-you" target="_blank">make their ATS and interviewing technology eliminate a lot of the steps above</a> and keep candidates informed and happy.</p>
<p> </p>
</div>
<p>photo credit: <a href="http://www.flickr.com/photos/rohdesign/152626650/">Mike Rohde</a> via <a href="http://photopin.com">photopin</a> <a href="http://creativecommons.org/licenses/by-nc/2.0/">cc</a></p>How Lunch Affects Your Hiring Judgmenttag:recruitingblogs.com,2013-05-07:502551:BlogPost:17000282013-05-07T17:01:57.000ZAngela Yuhttps://recruitingblogs.com/profile/AngelaYu
<p>We've warned candidates about the <a href="http://explore.wowzer.com/blog/bid/244272/Does-Time-of-Day-Affect-Your-Job-Interview-Success">challenges of interviewing with tired or hungry recruiters</a>, but ultimately we'd like to remove all bias from hiring decisions. This will require the leadership of talent acquisition teams to change recruitment processes that are vulnerable to bias. Here are a few interviewing pitfalls to be aware of and our recommendations for removing…</p>
<p>We've warned candidates about the <a href="http://explore.wowzer.com/blog/bid/244272/Does-Time-of-Day-Affect-Your-Job-Interview-Success">challenges of interviewing with tired or hungry recruiters</a>, but ultimately we'd like to remove all bias from hiring decisions. This will require the leadership of talent acquisition teams to change recruitment processes that are vulnerable to bias. Here are a few interviewing pitfalls to be aware of and our recommendations for removing bias:</p>
<h3>Your first interview, every day</h3>
<p>The <a title="very first interview of the day" href="http://www.quora.com/Job-Interviews/When-scheduling-an-interview-which-is-the-best-time-slot-to-pick" target="_blank">very first interview of the day</a> is bound to be the one in which you are just getting into your groove (or maybe haven't had enough coffee). You don't want some poor candidate walking into a situation they are bound to mess up because of your bad mood or unpreparedness.</p>
<p>Even if you're a morning person or one of those great recruiters who sets everything up perfectly for the following day before leaving the office, unpredictable commuter traffic can trip up candidates who are on their way to early-morning interviews.</p>
<h3>Interviewing through food coma</h3>
<p><a href="http://cdn2.hubspot.net/hub/201155/file-31998293-jpg/images/food_coma.jpg" target="_blank"><img src="http://cdn2.hubspot.net/hub/201155/file-31998293-jpg/images/food_coma.jpg?width=320" width="320" class="align-right"/></a>According to a study by the Harvard School of Business and The Wharton School, research shows those with afternoon interviews are less likely to be admitted to these MBA programs. Two causes may be to blame: you may be <a href="http://bostinno.com/2013/01/18/harvard-researcher-says-early-interview-times-are-better/" target="_blank">reluctant to give out high ratings in the afternoon</a> if you already rated other applicants highly in the morning, and you may also simply just be<a href="http://www.hcamag.com/article/afternoon-interviews-not-a-winning-idea-148864.aspx" target="_blank">fatigued after meeting multiple candidates (or having a heavy lunch!) that day</a> so they are less interested in discovering all the pertinent information about the later candidates.</p>
<h3>The retail interview golden hour</h3>
<p>If you work in retail or hospitality, 4-5 pm is a great time to interview since most customers are commuting. This may be the slowest part of the day for many in-store positions, so keep that in mind as a recruiter.</p>
<h2>Minimizing bias during job interviews</h2>
<p>It may seem like the whole day is fraught with ups and downs that prevent you from making a sound decision about the candidate in front of you. Plus, it's unrealistic to schedule all your interviews during your best hours and days, about 9:30-11am on Tuesdays and Wednesdays. Here are three ways you can arrive at more fair hiring decisions regardless of the number of candidates you need to interview:</p>
<h3>Involve teammates in hiring decisions</h3>
<p>This is a definite case where two heads are better than one. While you may be experiencing a low point in your day, your colleague might be energized and see something you missed about a candidate. Different perspectives from different evaluators help keep the focus on the candidate's competencies and filter out the more subjective judgments.</p>
<h3>Use recorded video interviews</h3>
<p>It is probably unrealistic to find a second reviewer to sit in on all your interviews, so a great way to <a href="http://explore.wowzer.com/blog/bid/224551/Recruiter-Jedi-Mind-Trick-Involve-Hiring-Managers-in-Video-Screening">involve teammates or hiring managers in reviewing prospective employees</a> is to record the candidates' responses and invite them to evaluate the recordings.</p>
<p>Recorded video interviews are great for the candidate, too. Since the candidate can <a href="http://explore.wowzer.com/blog/bid/165903/How-to-prepare-candidates-for-your-video-interview">take the interview anytime, and nearly anywhere,</a> you both get to show your best side. Especially when <a href="http://explore.wowzer.com/blog/bid/186393/Why-You-Should-Engage-Passive-Candidates-with-Video-Screening">recruiting passive candidates</a>, you'll be able to let them interview outside of their current working hours without having to conduct an interview at your dinner table.</p>
<h3>Take frequent breaks</h3>
<p>If you can't avoid holding live interviews (whether in person or as a <a href="http://library.wowzer.com/new-features">live video interview</a>), make sure you give yourself time to refresh in between. Your open-mindedness for considering prospective hires is much like the study that revealed <a href="http://www.guardian.co.uk/law/2011/apr/11/judges-lenient-break" target="_blank">judges were 2-6x more likely to grant parole</a> if considering a case at the top of the day or right after a break. Similarly, <a href="http://www.businessweek.com/articles/2012-12-13/hidden-bias-why-you-should-pitch-after-lunch" target="_blank">venture capitalists were more accepting of entrepreneurs' pitches if they had a full stomach</a> instead of hungrily waiting to get to lunch. So, the better you are to yourself the better it is for the candidate!</p>
<p><span><em>photo credit: <a href="http://www.flickr.com/photos/47183966@N08/5011045045/">YiowMade</a> via <a href="http://photopin.com/">photopin</a> <a href="http://creativecommons.org/licenses/by/2.0/">cc</a></em></span></p>6 lessons from the Vine video resumetag:recruitingblogs.com,2013-04-23:502551:BlogPost:16952362013-04-23T20:26:16.000ZAngela Yuhttps://recruitingblogs.com/profile/AngelaYu
<p>At Wowzer, since we love video, we love Vine. <a href="https://vine.co/" target="_blank">Vine</a> does for video what Twitter did for blogging: helps people share glimpses of their lives in a minimalist format so that it's fast to create and fast to watch. <strong><em>But is Vine good for presenting yourself to prospective employers?</em></strong></p>
<p>Vine videos are limited to 6 seconds; they're short, interesting and usually pretty fun to watch, in part because lots of clever users have…</p>
<p>At Wowzer, since we love video, we love Vine. <a href="https://vine.co/" target="_blank">Vine</a> does for video what Twitter did for blogging: helps people share glimpses of their lives in a minimalist format so that it's fast to create and fast to watch. <strong><em>But is Vine good for presenting yourself to prospective employers?</em></strong></p>
<p>Vine videos are limited to 6 seconds; they're short, interesting and usually pretty fun to watch, in part because lots of clever users have figured out ways to "loop" videos and create neat effects with the short, jerky video effects. But in the couple weeks, Vine resumes have been on the radar of any social recruiter and HR pro because of <a href="http://deadlinejedi.tumblr.com/" target="_blank">this very smart lady</a>.</p>
<p><a href="https://vine.co/v/b6wxtwrwP7P" target="_blank"><img src="http://cdn2.hubspot.net/hub/201155/file-30809815-png/images/Dawn_Siff_Vine_video_resume.png?width=327" width="327" class="align-right"/></a>In her <a href="https://vine.co/v/b6wxtwrwP7P" target="_blank">Vine resume, Dawn Siff</a> describes all the great things about who she is professionally, using hilarious props to do so. Because of her early adopter status and subsequent success, bloggers and analysts alike are wondering if the Vine resume is a thing.</p>
<p><em><strong>No, it isn't.</strong></em></p>
<p>Because we are so passionate about the role of video in finding the right employee-employer fit, you might think we'd be advocates of this approach. But will your <a href="http://www.jobsite.co.uk/worklife/can-you-get-hired-6-seconds-11410/" target="_blank">6-second Vine pitch</a> give a recruiter enough information to judge whether you are a better fit than the hundreds of other applicants? Unlikely. In fact, if other jobseekers follow her lead they might be surprised by a few facts.</p>
<h3>Dawn didn't get her current gig from the Vine resume.</h3>
<p>While she thinks it may have impressed her company, she found her job via old-fashioned networking.</p>
<h3>The Vine resume was made in February.</h3>
<p>If you are looking to get a job fast, Vine may not be the way to do it. That's why social recruiting advocates have always encouraged jobseekers to build a social media presence before they need it.</p>
<h3>HR Professionals think it's a little silly.</h3>
<p>While lots of <a href="http://online.wsj.com/article_email/SB10001424127887323820304578412741852687994-lMyQjAxMTAzMDAwOTEwNDkyWj.html" target="_blank">recruiters check your social media presence</a> to get a feel for cultural fit, very few would use one as the sole basis for calling someone in for an interview. HR luminary <a href="http://thecynicalgirl.com/there-is-no-such-thing-as-a-vine-resume/" target="_blank">Laurie Ruettimann reminds us</a>: "Every time a new tool rolls out, HR and recruiting people jump all over it in a very trendy way. Remember when you were going to hire your next VP of Sales from Pinterest?"</p>
<p>So the Twitter resume isn't a thing, the Pinterest resume isn't a thing, and we're pretty sure the Vine resume isn't a thing. But what is it? It's easy to see why HR and Recruiting professionals thought this would be a big hit. Dawn Siff helpfully shared the <a href="http://deadlinejedi.tumblr.com/post/47548958579/i-found-a-job-i-am-now-a-project-manager-for-the" target="_blank">number of meetings and interviews she got through her Vine resume</a>. Although the Vine resume did not get her a great rate of interviews, it did net her a fantastic amount of <a href="http://lifeinc.today.com/_news/2013/03/11/17227041-resume-with-a-side-of-cookies-standing-out-in-the-job-market?lite" target="_blank">press attention</a> - which is key because she is a journalist! Here are the positive aspects of Dawn's approach, which you can use to stand out in your own job search:</p>
<h3>The Vine format forced her to edit.</h3>
<p>Part of being in front of the camera is showing you can convey a message quickly and confidently. Siff did this in spades. Like twitter before it, Vine requires it's users to pick the very best, simply because there's no room for anything else.</p>
<h3>Video allowed Dawn to augment her resume.</h3>
<p>A resume it ain't but it's a pretty valuable introduction tool. 9 interviews in 6 months is more than some in the job market can claim and a little less than others would expect. Either way, the Vine could have helped recruiters decide whether or not she should come in. Perhaps certain companies didn't call her because they didn't appreciate that approach. That's a good thing. The companies that did reach out are far more likely to be a cultural fit.</p>
<h3>Being first to use Vine showed that Dawn is proactive.</h3>
<p>While it's not advantageous for jobseekers to get caught up in gimmicks, it's good to do innovative things like this, if only to show that you can think creatively.</p>
<p>We certainly see that video is a great way to help employers get to know you. However, you run the risk of going too short (with Vine) or too long (with egotistic videos like <a href="http://pinterest.com/pin/392516923742591160/" target="_blank">video resumes parodied by Barney Stinson</a> of<em>How I Met Your Mother</em> and <a href="http://pinterest.com/pin/392516923742665259/" target="_blank">Michael Cera</a>).</p>
<p>To introduce yourself effectively to an employer with video, use the <a href="http://wowzer.com/match">new WowzerMatch app</a> which will guide your video introduction to answer the questions that the employer actually wants to know.</p>
<p><a href="http://explore.wowzer.com/blog/6-lessons-from-the-vine-video-resume?utm_source=hs_email&utm_medium=email&utm_content=8234245&_hsenc=p2ANqtz--g8eivithDqBVvG_YYA5f4bbjmFwxThrEOOg2IER4ibzjUFnCYfUcFh5xOPo_LM8K_yIRTBm1HATYtqgggNydsDAmRQug1qIH8NlxGuCdrnZuTTJw&_hsmi=8234245" target="_blank">Check out other great articles on our main blog here.</a></p>How to Measure the ROI of Employer Brandingtag:recruitingblogs.com,2013-03-27:502551:BlogPost:16811882013-03-27T15:27:43.000ZAngela Yuhttps://recruitingblogs.com/profile/AngelaYu
<p class="p1"><span class="s1">2013 is certainly the <a href="http://explore.wowzer.com/blog/bid/198915/2013-Resolutions-for-Employer-Branding" target="_self" title="Year of the Employer Brand">Year of the Employer Brand</a>. <a href="http://www.directstudents.com/2013/02/09/infographic-worldwide-employer-branding-facts-and-stats/">41% of companies have developed an employer brand strategy</a></span>, but how do you measure the effectiveness of your employment branding investments?…</p>
<p class="p1"><span class="s1">2013 is certainly the <a href="http://explore.wowzer.com/blog/bid/198915/2013-Resolutions-for-Employer-Branding" title="Year of the Employer Brand" target="_self">Year of the Employer Brand</a>. <a href="http://www.directstudents.com/2013/02/09/infographic-worldwide-employer-branding-facts-and-stats/">41% of companies have developed an employer brand strategy</a></span>, but how do you measure the effectiveness of your employment branding investments?</p>
<p class="p1"><img id="img-1364373571417" src="http://explore.wowzer.com/Portals/201155/images/employer-branding_take-my-money.jpg" border="0" alt="Employer Branding: Futurama Fry Shut Up and Take My Money" width="306" height="171" align="right" class="alignRight" name="img-1364373571417"/>Although you may understand the <a href="http://explore.wowzer.com/blog/bid/232935/Creating-Employer-Branding-Videos-that-ROCK" title="how" target="_self">how</a> and <a href="http://explore.wowzer.com/blog/bid/198915/2013-Resolutions-for-Employer-Branding" title="why" target="_self">why</a> of employer branding, your leadership team will want to see a plan to measure ROI to talent acquisition before approving budget to find your employment branding investments.</p>
<h3 class="p1"><b>Start with Strategy</b></h3>
<p class="p1">There is no doubt that employer branding has become a staple in our HR departments. In fact, there has been a reported 10% growth in employer brand manager job listings in the past two years. However, many of these efforts fail due to a lack of clearly defined strategy.</p>
<p class="p1">An EBI study found that only 14% of companies have a clearly developed strategy for their employer brand, while 84% of respondents from that same study believed that a clearly defined strategy is the key to achieving employer branding objectives. The point here is, you have to know what you're measuring, <a href="http://www.employerbrandingtoday.com/ch/2009/08/17/measure-the-roi-of-your-employer-brand-efforts/" title="before you can measure it." target="_blank">before you can measure it.</a></p>
<h3 class="p1"><b>Align Metrics with Talent Acquisition Goals</b></h3>
<p class="p1">According to <a href="http://www.exaqueo.com/2013/02/employer-brand-its-what-you-measure-that-counts/"><span class="s1">a great article from Exaqueo</span></a>, there are several different <a href="http://www.trakrecruiting.com/news.php?id=9"><span class="s1">possible metrics to use</span></a> when considering your ROI of employer branding:</p>
<p class="p1">-Retention Rate (38% of companies use this as their number one metric)</p>
<p class="p1">-Employee Engagement (33%)</p>
<p class="p1">-Quality of Hire (29%)</p>
<p class="p1">-Cost Per Hire (27%)</p>
<p class="p1">-Number of Applicants (26%)</p>
<p class="p1">These statistics were found in <a href="http://www.employerbrandingonline.com/news/research/346-new-research-findings-ebis-2011-employer-branding-global-research-study.html"><span class="s1">2011 EBI study</span></a>.</p>
<p class="p1">Now that that's covered, which one do you use? Well, it's pretty common sense, which one of these metrics fits your objectives? If your business is filling top executive positions, the number of applicants might not fit your particular business objective. If you are filling positions for an industry with a tradiationally high turn over rate, you might want to focus on cost per hire.</p>
<h3 class="p1"><b>Allocate Budget Based on Past Successful Hires</b></h3>
<p class="p1">Mine the data you have about your employee base to discover trends that match up with your selected metrics. If you find that most of your long standing employees are coming from your local University, perhaps you will see the a significant increase in retention rate if you advertise around campus. If an employee referral bonus is pushing your cost per hire above target with little difference in quality of hire, perhaps you should consider relocating those funds.</p>
<p class="p1">Look beyond sourcing channels, too. For example, your highest <a href="http://explore.wowzer.com/blog/bid/230310/Online-Interviews-Extend-Employer-Brand-Beyond-the-Career-Website" title="employee engagement rates may come from those who experienced highly employer-branded interviews" target="_self">employee engagement rates may come from those who experienced highly employer-branded interviews</a> and thus had a head start in onboarding compared to employees hired through less differentiated interviews. Similarly, many Wowzer customers report a hire quality of hire due to <a href="http://explore.wowzer.com/blog/bid/183644/Same-Song-Different-Verse-Why-Consistency-Matters-in-Interviewing" title="better screening decisions based on video interviews" target="_self">better screening decisions based on video interviews</a>.</p>
<h3 class="p1">Measure, Report, and Retune at Regular Intervals</h3>
<p class="p1">According to <a href="http://www.employerbrandingonline.com/news/research/346-new-research-findings-ebis-2011-employer-branding-global-research-study.html"><span class="s1">Employer Branding Online</span></a>, companies who invest in developing their employer brand can expect an increase in employee engagement and ease in attracting candidates. Additionaly, these two areas were rated as the main benefits of their employer brainding by 38% of companies implementing it. </p>
<p class="p1">Now that you have the skills to report back, don't be afraid to report the failures along with the successes. The whole point of gathering and studying this information is to improve. If all you have to report is that everything is going splendidly time after time, you aren't creating any room for improvement. The whole idea is to grow your employer brand by using these measurements to shape it.</p>
<h4 class="p1">View the full Wowzer blog series on <a href="http://explore.wowzer.com/blog/?Tag=employment+branding" title="Video for Employment Branding" target="_self">Video for Employment Branding</a> to find more articles on attracting talent to your organization and involving employees in capturing your company culture.</h4>Does Time of Day Affect Your Job Interview Success?tag:recruitingblogs.com,2013-03-22:502551:BlogPost:16794332013-03-22T15:40:58.000ZAngela Yuhttps://recruitingblogs.com/profile/AngelaYu
<p>Job interviews are already stressful enough as it is. Now we're hearing that the time of day you take your interview can affect your chances of being accepted for the next step! In fact, there are even studies that say the day of the week matters.<br></br><br></br>Whatever is a jobseeker to do? Let's dissect these new findings and then figure out some super stealth ways to ensure your interview goes well, no matter WHEN it is.</p>
<h2>Afternoon Interviews Are At a Disadvantage</h2>
<p>According to a…</p>
<p>Job interviews are already stressful enough as it is. Now we're hearing that the time of day you take your interview can affect your chances of being accepted for the next step! In fact, there are even studies that say the day of the week matters.<br/><br/>Whatever is a jobseeker to do? Let's dissect these new findings and then figure out some super stealth ways to ensure your interview goes well, no matter WHEN it is.</p>
<h2>Afternoon Interviews Are At a Disadvantage</h2>
<p>According to a study by the Harvard School of Business and The Wharton School, <span>research shows those with morning interviews are more likely to be admitted to these MBA programs. Two causes may be to blame: <a href="http://bostinno.com/2013/01/18/harvard-researcher-says-early-interview-times-are-better/" title="interviewers are reluctant to give out high ratings in the afternoon" target="_blank">interviewers are reluctant to give out high ratings in the afternoon</a> if they already rated other applicants highly in the morning, and <a href="http://www.hcamag.com/article/afternoon-interviews-not-a-winning-idea-148864.aspx" title="interviewers may also simply just be fatigued after meeting multiple candidates that day" target="_blank">interviewers may also simply just be fatigued after meeting multiple candidates that day</a> so they are less interested in discovering all the pertinent information about the later candidates.</span></p>
<div>"The takeaway from this seems pretty clear. Whether you’re in the running for an MBA or a job, it is in your best interest to schedule your interview earlier in the day so as not to be judged unfairly (and, perhaps, unconsciously) against the applicants who have already come before you."</div>
<p><span>What to do if your appointment is at 2:30 pm? </span><span>Try to keep in mind that you can ask for a different interview time, but ensure that you select several alternate times in order to increase the odds </span><span>of the interviewing managers saying yes to your change. Or, worse yet, requesting a different time may push out your interview date by weeks - and the hiring team may choose to make an offer to another candidate before you've had the chance. If you sense that scheduling will be an issue with this employer, it may be better to keep the afternoon interview time and just make sure you have enough energy to invigorate your interviewer.</span></p>
<h2>Interviews After Lunch Might Be More Successful Than a Late Morning Pitch</h2>
<p>Wait, didn't we just say that afternoon interviews are bad? Indeed, conflicting analyses indicate that your interviewer might be more accepting of you just after having lunch.</p>
<p>This evidence was found outside the corporate interview room in two situations:</p>
<div><ul>
<li>A Columbia University associate professor found that prisoners who were up for parole were "anywhere between two and six times as likely to be released if you're one of the first three prisoners considered versus the last three prisoners considered" after a break in proceedings, such as a lunch break. <a href="http://www.guardian.co.uk/law/2011/apr/11/judges-lenient-break" title="Judges tend to be more lenient at the very start of the day or right after taking a refreshing break" target="_blank">Judges tend to be more lenient at the very start of the day or right after taking a refreshing break</a>.</li>
<li>Y Combinator, a startup accelerator in Silicon Valley, discovered that they were<a href="http://www.businessweek.com/articles/2012-12-13/hidden-bias-why-you-should-pitch-after-lunch" title="more accepting of entrepreneurs' pitches heard on a full stomach" target="_blank">more accepting of entrepreneurs' pitches heard on a full stomach</a>. The ramifications translated to the ultimate success of those startups; because the evalautors were less discerning after lunch, more of the startups accepted after lunch ended up failing than startups who had been selected under more critical morning judgements.</li>
</ul>
</div>
<p>Using this knowledge is tricky, because you never know when your interviewer actually takes his lunch break. In the age of eat-at-your-desk and irregular mealtimes, it's not always safe to assume that your interviewer will have eaten before a 1pm interview time.</p>
<h2>Mondays and Fridays? Not the best idea</h2>
<p>A recent article by Beyond.com shows that the day itself can also impact your interview. Want your interview to go well and make your best first impression. Schedule your appearance on Tuesdays or Wedensdays. Why?</p>
<p>Mary Nestor-Harper lists no less than <a href="http://www.beyond.com/articles/the-worst-day-s-and-time-for-an-interview-8259-article.html" title="nine scenarios outside your control that can totally derail your Monday and Friday job interviews" target="_blank">nine scenarios outside your control that can totally derail your Monday and Friday job interviews</a>. She speculates, "Hiring managers and HR have had a chance to work out the schedule mishaps of Monday and are on track by Tuesday and Wednesday. Crises that appeared over the weekend have been solved."</p>
<h2>Keys to Job Interview Success</h2>
<p>If you're really lucky, your prospective employer has eliminated these interviewer bias conditions and <a href="http://explore.wowzer.com/blog/bid/172354/You-ve-Been-Invited-to-a-Video-Job-Interview-Now-What" title="invited you to a recorded video interview" target="_blank">invited you to a recorded video interview</a> that you can <a href="http://library.wowzer.com/how-it-works" title="take at any time you choose" target="_self">take at any time you choose</a>. No matter what time your interview lands on, use our <a href="http://explore.wowzer.com/blog/?Tag=tips+for+jobseekers" title="interview preparation tips" target="_self">interview preparation tips</a> to ensure you make a great impression on your interviewer.</p>
<p>However, the next time someone from HR calls and asks when you'd like to schedule your interview, you know what to say....<span> </span></p>
<p><strong><em>"Tuesday at 9:00 am please!"</em></strong></p>
<p></p>
<p><strong>Read more great articles, like this one <a href="http://explore.wowzer.com/blog" target="_blank">here</a>.</strong></p>Online Interviews Extend Employer Brand Beyond the Career Websitetag:recruitingblogs.com,2013-03-18:502551:BlogPost:16773582013-03-18T19:00:00.000ZAngela Yuhttps://recruitingblogs.com/profile/AngelaYu
<p>For a talent acquisition manager, the career website is often their first exercise in employer branding. These days, companies are deploying <a href="http://www.blogtalkradio.com/talentnet/2013/02/20/finding-your-voice-tone-style-social-media" target="_blank" title="employer brand strategy to their social media">employer brand strategy to their social media</a> channels as a means to further engage with talent. However, once a candidate decides to apply for a job, the rest of the hiring…</p>
<p>For a talent acquisition manager, the career website is often their first exercise in employer branding. These days, companies are deploying <a href="http://www.blogtalkradio.com/talentnet/2013/02/20/finding-your-voice-tone-style-social-media" title="employer brand strategy to their social media" target="_blank">employer brand strategy to their social media</a> channels as a means to further engage with talent. However, once a candidate decides to apply for a job, the rest of the hiring process often lacks any employer branding at all. It's almost as if the moment they are added to your ATS, the candidate is treated like any other candidate applying to any other company and the next time they encounter any distinctive employment brand experience is when they walk through your doors, if they ever make it that far. </p>
<p>In order to turn applicants into your brand ambassadors, it's vital that you find ways to infuse your employer brand into the gap between application and hire, otherwise known as the interview process. Online video interviewing allows you to <a href="http://explore.wowzer.com/blog/bid/173905/Emotional-Branding-and-Video-Recruitment" title="consistently communicate your Employee Value Proposition throughout the hiring process" target="_self">consistently communicate your Employee Value Proposition throughout the hiring process</a>. Here's how:</p>
<h3>Show candidates your employee experience</h3>
<p>The employee experience starts well before the first day of work. Video interviewing gives candidates an idea of what it's like to work for your company before they step foot in your office. Platforms like Wowzer give you the opportunity to create and share videos that give applicants a glimpse into your culture and the employee experience they can expect when they join your organization.</p>
<h3>Involve real team members for authenticity</h3>
<p>People have pretty good BS detectors, and stock photography or video won't help candidates feel like employees are valued. Recruiting videos should feature real employees to reflect the true character of the company. Even better, let candidates meet one or more team members through the video interview. Candidates report feeling more comfortable with a company they understand and a hiring manager they can actually see.</p>
<h3>Increase engagement without increasing time commitment</h3>
<p>Meeting candidates 1:1 is important, but the time investment it takes can be difficult to maintain during times of volume hiring. Enter recorded video interviewing and your trusty EVP! By using your carefully crafted message and a video interviewing platform, you can increase candidate engagement and improve the experience without addiitonal time commitment. A quality relationship with the candidate starts that much sooner.</p>
<h3>Keep top talent engaged </h3>
<p>Some hiring cycles are so long that it's important to remind candidates why they're there in the first place. Top talent is particularly vulnerable to abandoning the process, unless you can keep them interested. This is one reason employer brand has more staying power than most people initially realize. Use the recorded and live video interviews to show A-list candidates that they are serious candidates.</p>
<p>Tune in next week to hear about the <strong>8 must-have elements for a employer branded video </strong>strategy! Subscribe to get our blog delivered to your inbox so you won't miss these and other key recruiting tips.<br/></p>
<p>To read other great articles visit our <a href="http://explore.wowzer.com/blog/bid/230310/Online-Interviews-Extend-Employer-Brand-Beyond-the-Career-Website" target="_blank">blog</a>.</p>