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Should You Start Using Video Interviews?

September 15th, 2015

June 7

Thanks to advances in technology, the feasibility of holding video interviews has improved greatly in recent years. And with recruiting being such a time- and labor-intensive process, utilizing video interviews can add a helpful tool to the process. So, should you start using video interviews? Ask yourself the following questions.

Have You Struggled to Attract Top Talent?

Every company is desperate to recruit top talent, meaning that these impressive performers are often being actively courted by multiple companies at once. One way to differentiate your company from the competition is by making the hiring process faster and more efficient, and using video interviews is one way to do that. You can introduce your company and your job offer to the candidate without putting a strain on the candidate’s time or schedule. That’s a thoughtful touch they will appreciate.

Do You Spend Too Much on Travel Costs?

The cost of flying a candidate into town and putting them up in a hotel is significant. And if your company is not shouldering this cost, the candidate is – meaning they will be less inclined to pursue your open positions. Using video interviews is an easy and effective way to eliminate this cost entirely. You get the same benefits of having a face-to-face interview, even when you are located on opposite coasts.

Would You Like to Recruit Internationally?

Some of the today’s top talent is coming from abroad, and recruiting internationally can connect your company with a huge new pool of truly exciting talent. Unfortunately, the fiscal and logistical challenges of trying to interview international talent makes it a prohibitive process for both the candidate and the employer. Video interviewing gives you a fast, cheap and flexible way of connecting with this talent, without trying to coordinate international travel.

Has Traditional Recruiting Become Ineffective?

Just because something is established doesn’t mean it’s effective. This is especially true in the case of interviewing candidates. For decades we have conducted the process in the exact same way – but it continues to produce uncertain, sometimes disastrous results. Video interviewing allows you to combine the features of a face-to-face interview with intriguing multimedia enhancements. Both parties have the ability to send files back and forth, deliver rich presentations, reference information online, and more. In practice, this represents a significant upgrade over the way we currently conduct interviews.

Are you ready to start holding video interviews? If so, you first need to begin assembling a candidate pool. Find resources to help you connect with better candidates faster for White Plains jobs and more by partnering with The Concorde Group.

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Red Flags to Watch for on a Resume

June 29th, 2015

Evaluating a resume is something of an art form. You have to look past the candidate’s skills and experience and really analyze the information they have chosen to present you with. Hone your skills even further by learning about subtle red flags to watch out for.

  • Too Much Employment – If a candidate has demonstrated a pattern of jumping from job to job every year or two, it suggests they are discontent in their career and unlikely to show your company any meaningful loyalty.
  • A Lie – Sometimes a lie can be spotted simply by looking for contradictory information on a resume. If one is present, it raises serious questions about that candidate’s character and the true nature of their credentials.
  • Meaningless Skills – In 2015, every professional is proficient in Microsoft Office. If you read a resume that lists this as one of the candidate’s skills, it means they are trying to pad out their qualifications and probably can’t make the big impact you want.
  • Focus on Strategy – Strategy is an overused buzzword that appears a shocking number of times on some resumes. You are interested in accomplishments, not approaches.
  • Claims of Expertise – True experts don’t go out looking for jobs; they get recruited by the top global companies. This word indicates that the candidate’s proficiency has probably been greatly exaggerated.
  • Outdated Email Addresses – Today’s business requires nimble adaptability. Candidates still using outdated email platforms probably can’t adapt as quickly as you would like.
  • Inputs Over Outputs – When a resume lists a candidate’s job responsibilities and project participation and fails to mention the outcomes of those, it should make you question what kind of value they can really bring to your company.
  • An Objective Statement – These statement’s can only state the obvious – I want a job at your company – or the irrelevant – I want something besides a job at your company. The presence of one is evidence of a poorly crafted resume.
  • An Extended History – Jobs or internships the candidate had a decade ago are probably irrelevant to the position they’re seeking now. Resumes that look too far into the past suggest the candidate is struggling to align their qualifications with your requirements.

Think back – how many resumes have you seen with these red flags on them? Did you invite those candidates for interviews, and did you end up hiring any of them? Possibly yes, but more likely no. Now that you know how to spot these warning signs early, you can streamline your recruiting process and connect with only the best possible candidates. Further improve your staffing strategies by contacting The Concorde Group.

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