Phone interviews have become the norm. It’s a great way to learn more about the candidate before bringing them in for a face-to-face interview; they save everyone involved time and effort. With the candidate’s resume and LinkedIn profile pulled up in front of them, recruiters and hiring managers can weed out unqualified and uninterested candidates without leaving their desk. But, if you want to be effective in conducting phone interviews, there are a few things to note.
Hiring a new employee is always a gamble. After you’ve invested time and resources to source, screen, and train a new hire, you want to be sure there’s a high Return on Investment (ROI). By identifying these core competencies, you’ll be able to figure out who will be your best and brightest employee before you even hire them.
As a hiring manager, this decision can be a difficult one. In general, 54% of employers plan to give their employees a year-end bonus and most companies have allocated 10% of their overall budget to salary increases. Why go through all this trouble? By awarding your current employee for a job well done, it affects their productivity and longevity in the company. When your employees are well-compensated, they will be less likely to seek other jobs.
It’s the moment recruiters and hiring managers dread: Negotiating a Salary. You might have found the perfect candidate, only for them to turn down your job offer at the last moment.
With the Assembly Bill 168 in effect, employers are banned from inquiring about a candidate’s salary history. This law change will cause hiring managers and recruiters to have to tweak their salary negotiation tactics.
“Do you have any questions for me?” If you really want the job, do not answer with a “No.”
That’s your cue to turn the tables around and be the interviewer. Asking questions shows the hiring manager that you’re interested and serious about the getting the job. Most hiring managers and recruiters are more likely to hire a candidate that asks questions rather than just answering.
You’ve got an important job opening and there’s a stack of resumes that need to be screened. It’s time to narrow the field and find candidates that are worth bringing in for an interview.
As a hiring manager, you need to uncover the truths that are hidden beneath the text of a resume. We’re not just talking about simple grammar or spelling mistakes; be aware of candidates who withhold the full truth about previous employers or jobs.