3 Ways to Simplify Your Candidate Search - Spark Hire

3 Ways to Simplify Your Candidate Search - Spark HireThe idea of simplifying the candidate search is nothing new. It is something that has been discussed and attempted for many years. After all, as a manager, your plate is already full with so many tasks and requirements. Making time for the candidate search can seem like another time consuming item added to the top of your already loaded plate. However, you will be relieved to know that there are several simple ways you can simplify your candidate search today.1. Enlist help to weed through resumesWhen you first begin your candidate search, one of the initial things you typically do is post an ad. Once this is done, the mass exodus of applicants begins. You know what Im referring to the constant flow of applications and resumes into your inbox, day and night. There have been times when I have received over 100+ resumes or applications a day for one position. It is impossible for one person to view each resume when faced with this f ont of volume.If you are faced with large numbers of resumes to weed through, think about enlisting help from your staff. Select a couple of team members, training them on how to scan resumes and what to look for. They will set aside only the qualified applicants for you to review.At that point, you can weed through the short list that made it past your teams initial screen. You will be surprised at how much time this will save you, making the process much less time consuming and more efficient.You can also implement a similar strategy when surfing the job boards and social media sites for candidates. Provide your team members keywords to search for and have them provide you a short list of candidates to reach out to, or have them do the initial phone call or email to check for interest.2.Implement one-way video einstellungsgesprchsOnce you have your short list of candidates to consider, it is a great idea to consider implementing a one-way video interview.A one-way video interview can save you a lot of time. Rather than taking time out of your busy schedule in order to call and speak with each individual candidate, you can have them respond to your questions via video. Once the candidate submits their answers, you will be able to review and make decisions on who you would like to move forward in the interview process with a face-to-face interview or a live video interview.The one-way video interview can be played multiple times and will capture a candidates attitude and personality more than a simple phone call.3.Make the timeThis one may sound impossible, considering your congested schedule, but it is important to set aside time each day specifically for your candidate search. I do not mean hours and hours of time. Im simply referring to scheduling one hour each day, solely devoted to your candidate search. Close your office door, put your phone on silent, disable your incoming emails, and concentrate on your candidate search.By devoting an hour each day to the search, you will find that you are able to stay ahead of the game somewhat by not dropping the search completely.How do you simplify your candidate search? Please share your ideas below.Image Nyul/BigStock.com

3 Questions You Should Never Ask in the First Job Interview

3 Questions You Should Never Ask in the First Job Interview3 Questions You Should Never Ask in the First Job Interview6The application process is a daunting one. Putting out dozens of applications and not hearing back from companies is disheartening. However, as fate would have it, you get a callback from a tauglichkeit employer and youve scored your first job interview. Congrats The first job interview is crucial in the quest of finding employment. Giving the best impression is important to help seal the deal. Here are a few questions that can leave your potential employer miffed and put off.What is the compensation?The topic of money during the first interview is a touchy subject. This is the time where you and your potential employer are assessing each other and seeing if there is a match. No matter how well the interview is going, broaching the compensation question too soon sends the wrong message to employers. Explains U.S. News, Dont jump the gun by asking the hiring manager w hat the pay scale is for the position. Your first interview should focus solely on what you can bring to the position and cover any questions you have about the nature of the position. First things first cover the basics and leave the money discussion for further conversations.What are the hours like?While this question may seem harmless, the hiring manager hears What is the bear minimum that I have to work in order to make it here? If youre going for a salary position, most salary employees dont work in terms of time frame, but rather by projects. Your potential employer is looking to hire employees who work to go above and beyond in the role, not someone whos going to count down the minutes.Will there be a drug test?Nothing sounds off alarms in a hiring managers ears more than a candidate inquiring about a drug test. No matter how you phrase it, bringing up the drug test is indicative of a red flag candidate. While your question may be innocent, the employer is going to think you use drugs and ultimately pass on offering you employment.In the first interview you need to sell your worth to the hiring manager. Your main goal is to impress your potential employer with your experience, work ethic, and ability to adapt to the company culture. Yes, talking money is important however, that needs to happen in a later conversation. Asking about the hours or how much work you will have to do appears as though you want to put in minimal effort. Lastly, never bring up the drug test policy, as it is a surefire way to be out of the running for the job. Keep these practices in mind, and it will increase your chances of a successful first job interview.Readers, what questions do you think you should ask during your first job interview? Share your tips with us belowTodays post comes from Taryn Barnes, a Las Vegas-based professional freelance writer. She writes about Gen Y, tech startups, and the evolution of the workplace. Shes written on millennial topics for Forbes and MiL LENNiAL magazine. You can learn more at TarynBarnes.com.