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Sadaf, thanks for sharing your 3 questions. One question I ask the candidate is "What are the top two transferable skills you bring to this role?" This question gives you additional insights to their strengths, regardless of whether they have direct experience in the specific role or industry. Their answers also give you hints at their values, work style and potential cultural fit for the organization. For example, if they say collaboration then this would be aligned to a team-oriented culture. This question dovetails nicely with your second question - why did you chose to apply for this job - and if they have thought about how their existing skills align with the needs of the role.
This is another great question, Manie. By asking candidates what THEY think their transferable skills are, you're getting a glimpse into where they see themselves and the level of self-awareness is important to know before hiring them. Thanks for sharing!
This video was soooo helpful! Thanks for these great time saving tips!! I’ll be following you as I’m sure you have other valuable info to share. Thanks!
HR is the most useless position at any company. The personality tests are stupid the questions are dumb and have nothing to do with the position most of the time.
Thank you so much for sharing the useful info HireME is the most effective HR recruitment software available today. The critical steps in any recruitment process are sourcing, screening, selection, hiring and onboarding. HireME recruitment management software helps you through the hiring process.
Personality assessments As a job seeker, I recently applied for a position that I have extensive experience and success in. After submitting a covered letter in resume, I was asked to do two videos on topics that were given. I was also asked to do an sales assessment. The questions seemed more like a personality assessment. I've done personality assessments over the years. The assessment was somewhat accurate in someways and in many ways not. It's been over a month and I have not heard anything since I took the assessment. My account that hosts the videos I did for them emails me when the videos have been viewed. The videos have not been viewed. I agree with you, That personality assessments shouldn't be used to determine whether to hire a candidate or not. I also feel that if the company is going to base their hiring decision mainly on personality assessments that they communicate that in the job description and asked for additional work like creating videos after the personality assessment has been taken. If they weren't going to consider me for the position based on the assessment then there would be no reason for me to spend many hours creating the videos. Thank you for your perspective on this topic.
I have ZERO respect for any professional using a system like this. It is lazy, prone to disqualify people incorrectly and above all treats people like cattle. Its disgusting. Now in addition to the work and stress of the job search, the applicant has to play the keyword matching game to reduce the workload of the hiring manager who depends on this flawed workflow...and make it easier for them to look productive and produce mediocre results. What a shame.
Thanks for your comment. No where did I talk about keyword matching in this video - that's not what I teach ever. I'd love to hear alternatives, as would others who have commented on this video. Whats your system for collecting resumes and applications?
@@CarasConsulting Its a general comment of any ATS used in the hiring process. When an ATS automation scores applicants then it's game over. I was in charge of hiring for a company for 2.5 years and I personally went through every resume one-by-one...that was my job. Automating this process is prone to errors and it is a shame that we have come to this point. Again, its a general comment.
It's too bad you have such a narrow view of ATSs. I use an ATS but I also go through each and every resume. You can use the system to organize resumes, track responses, share notes with hiring managers, record interview notes and no need to download resumes since they're all housed in the system. Someone told you ATSs were evil and you've believed them. You've recruited for 2.5yrs, I've been doing this for 16 years and have never relied on the ATS to screen applicants for me. I do use an ATS to organize my recruiting efforts. You can't say it's a "general" comment when you've actively come here to say you have ZERO respect for anyone who uses an ATS on a video about using ATSs.
@@CarasConsulting I am not against any system that uses technology to help organize and automate a workflow. If it wasn't for these systems we'd be stuck in to 1950"s. But honestly, don't take my word for it, see how an applicant feels after tell them that they will be processed by an ATS. Or what do you tell an applicant after they didn't pass the first round of cuts, when they ask you for some feedback on how they can improve and your answer is ...my automated system didn't see you as the right fit because your resume didn't match the keywords that my system used. Here's my story. Company hires recruiter to find employee. Recruiter came back with 12 applicants after 2 weeks. I asked only 12, they said no, there were over 70 applications but our system flagged these 12. I asked to get all of them forwarded to me. Ended up hiring 2 people that were not in the 12 proposed. The flaw I noticed was that the applicant is only as good as how well the resume was written to appease the keyword machine. So, there is my narrow view...when it is being overly depended on and you become lazy at treating people like people. You might say that this is an anomaly, but if you're a recruiter dealing with 50 jobs in the queue and you have 5000 applicants, you can't tell me that its not tempting to take the easy way out. That is my gripe.
Hi, thank you for the information! It was very well presented. Do you have any suggestions for resume writing firms that just want the reporting and tracking aspects?
Hi Mam can you tell me an recruiting software where you can integrate all job boards and download the CSV or Excel files of all the candidates in just one click. Can you suggest me some software
BambooHR is great if you're also using them as your HRIS. I wouldn't get Bamboo just for their ATS because you'll definitely overpay. The beauty of getting something like Bamboo is being able to integrate it with other aspects of your HR administration. What are you using for an HRIS right now?
Sadaf - this is such good and needed information! I can say from my experience that many small businesses miss some of these steps and just leave it in the hands of an inexperienced manager or pass it off on a co-worker! And on-boarding a new employee WELL is so crucial for setting up the stage for that employee feeling appreciated and glad to have joined the company. I do like the buddy system that you mention - I've not seen that done (though I have been asked to train people for the manager which is a bit different than the buddy system!) Great stuff here!
Thanks Jessie. Actually my clients who have adopted the buddy system can't say enough about it. It frees up a lot of the manager's time and ensures the new employee feels supported. Thanks for stopping by!
Thanks for sharing, Sadaf. I have been trying out JazzHR for 3 months but I will change it soon. JzHR doesn't have an unified calendar to track all recruitment activities. And import of CVs from other source is a hassle. I'm looking at Manatal now, which is rather cost-effective and with many useful features.
Lots of things, but mostly restful sleep. If I don't get enough sleep at night, when I get home from work, first thing I do is take a nap. I keep lists of schedule/agenda (but I prioritize items that have to get done that day or week, I find now I don't worry about items that I would like to get done but are not critical). I used to take all kinds of supplements but found they didn't help much (I don't stress out about having the 'perfect diet' anymore, I just ensure I eat enough healthy food throughout the week, I don't fixate on eating an overly restrictive diet with each meal). If I cannot do a proper exercise workout for whatever reason, I at least go for a walk or stretch (or if weather is too cold, I wait for a sunny weekend day, and go for a car ride to get some sun). I Keep away from consuming too much news (especially news discussions on politics). I avoid stressful situations now when I can, like i only go shopping at the food store when it is less crowded (less stress in parking lot, and in store/checkout, etc.). Except food, I now order most other things I need online delivered to my home (that saves me a lot of stress/time and gas money over the course of a year).
Which of these tips will you implement? Comment below and let me know which one was most helpful. Also, comment on what other methods you've used to get results from your team 👇
This is a good one Sadaf. Of note we use the 'task' strategy in our interviews and it works really well on a lot of fronts including the importance around how the candidate receives real time feedback.
I hope you found this video valuable. If you want the list of idea joggers to help you craft your core values, just drop a comment here and I'll send you the link.
A great post - park your judgement when receiving feedback and add patience in both the short and long term because cultural change take years... thanks Sadaf!
