You and your hiring team need to quickly and accurately assess the merits of a given candidate without involving them in a prolonged interview process, during which time they’re likely to find work elsewhere or lose interest.
It all starts with asking the right questions. Don’t waste time on surface-level conversation; instead, develop a series of thought-provoking prompts that, when used effectively, will naturally reveal your candidate's character, values, skills, and motivations.
6 Must-Ask Questions To Hire Stars
1. "Tell me about an instance where you’ve been #1"
School, sports, work - this prompt can be taken in a number of different directions depending on the person you're interviewing. Regardless of how they choose to answer, the response will clue you in to their relationship to hard work, commitment, and success. Can they put in the hours, the effort, the emotional investment in order to be the best?
We find this q...
After multiple phone-screens and in-person interviews, the candidate accepts your offer. You begin to schedule on-boardings and trainings with various managers. The office is buzzing with excitement not only for the new addition, but for the opportunity to offload the extra work the team has taken on to compensate for a long-vacant position.
Day one comes and no one shows up. Day two, three, four - no word. Sound familiar?
According to a newly released Indeed survey, one in five workers will ghost on their first day. This statistic is backed by my own recruiting experience - in the past month I’ve personally had two professionals completely disappear after accepting an offer.
I know what you’re thinking; those ghosters must be low-skill workers accepting junior positions. Yet Proven Recruiting’s last two perpetrators were both Senior Accountants. In fa...
The ghosting phenomenon: how to read the signs
Failing to spark someone’s interest in the span of a few short seconds can mean a perfectly qualified professional will skip your job and apply for another.
Writing fun, smart, incisive job posts is part of our everyday work as recruiters. Given that it takes, on average, 80+ days to fill a professional role, you can’t afford to miss out on the right person.
We’ve developed a system to make each post unique and engaging without the need to spend unnecessary time or energy crafting a literary masterpiece for every role. Here’s how it works:
First, consider the big picture
How-to guide: writing engaging job posts
BrandingJob posts don’t exist in a vacuum - they’re a vital extension of your company that will be seen and judged by thousands of people in your industry. Maintainin...
Hiring for diversity doesn’t happen by accident. Left to their own devices, most companies will simply replicate their current workforce, whatever that means for them. It’s only natural for Managers, Directors, and Executives to want to surround themselves with that which is familiar - to do otherwise requires concerted effort, strategy, and self-awareness.
That’s where the Diversity Hiring Checklist comes in. This checklist has worked for us and for the companies we work with. If you follow it carefully, it will help you quickly boost your diversity efforts and start to effect real change:
5 proven ways to increase diversity hiring
The Diversity Hiring Checklist
1. Create an original diversity statementIt doesn’t need to be complex, but it does need to be unique to your company. Retire ...
Want to get in the head of your remote workforce? First you'll need to better understand what they're up against; what drives them, what puzzles them, and what (sometimes) prevents them from fully integrating into your team.
Numerous studies have shown that remote workers are more productive, more loyal, and work longer hours than their office-bound counterparts. In fact, a recent study saw productivity READ MORE
Remote work vs. engagement: the trick to motivating your remote workforce
Almost all recruiting websites have one thing in common: they are conspicuously silent when it comes to pricing.
We’re no different. Until now, we’ve never shared what you as a client should expect to pay. In the past we’ve been guilty of the same manipulations as other agencies - offering prolonged sales pitches and only very broad estimates.
But we’ve come to see the light. Sales pitches are clearly not what you want, so why pretend? What you want is simple - an answer to your question. That’s what you’ll find here.
How much will a recruiter cost my company?
What you can expect to payThink of your most recent hire - was the person easy to find? Probably not. That’s because unemployment has held steady at a 50-year historic low for most of 2018 and 2019. Job seekers have all the power and they’re exerting it to leverage better salaries, benefits, and bonuses. That’s what we both - you as a hiring manager and us as recruiters - are up against. And that’s what is determining and dr...
To be completely honest, our industry lives off of your company’s attrition. When you lose your best employee, we as recruiters gain a highly marketable candidate. So yes, if you think we have a vested interest in the topic - you’re right. But that’s not why we’re writing this article.
Recruiting has one of the highest turnover rates of any industry. With every new year, multiple star recruiters will leave our ranks - destined for something or somewhere else. And while upsetting, this has made us experts of attrition, both the good and the bad.
Why you should let your best employees leave
Few people will retire at your company.Even the best companies - the ones that win all the ‘best places to work’ awards and offer in-chair massages and free daycare - are plagued by higher than desirable turnover rates. Not every company can be every person’s perfect match, and that’s perfectly okay. Even you, as a hiring manager or executive, will likely leave your current business someday. You will do t...
No, we’re not talking about how impossible it is to form an accurate judgment of a person’s skills and character in under an hour. We know that, you know that, the entire internet has pontificated on that. It’s no secret.
And no, we’re not talking about how easy it is to ‘game the system’ - or how we ourselves have multiple articles specifically geared at training people to succeed in interviews, regardless of their professional merit. That goes without saying.
What we’re talking about today is how the whole unstructured interview process can be overhauled and replaced with a leaner, smarter, minimally biased program. We’re talking about the future of interviewing and how the incorporation of a few easy changes into your company’s workflow can make a world of difference in terms of the quality and staying-power of your new hires.
The interview process is broken & a better way to interview
Do unstructured interviews actually work?Seems like an obvious question - yet few companies pause to consider it. T...
Combined, Americans spend over one billion hours freelancing or consulting each week. One in three Americans have worked as a consultant in the past year, and 61% of those people say they do so by choice - likely due to the flexible hours and competitive pay (for more information, read Upwork's "Freelancing in America" report).
On the flipside, companies are relying on consultants more and more to lead complex projects, bridge the gap following an employee’s resignation, or provide support for a very specific skillset. These businesses are taking advantage of a highly skilled, ready-to-start workforce that can quickly make a big impact and relieve pressure on the rest of the team.
But what happens to that culture you’ve carefully cultivated when you add a bunch of consultants to the mix? You’ve codified your guiding principles, invested thousands of man hours in...
Do consultants pose a threat to your company culture?
The last thing we want is to generalize a few statistics to an entire population. We’ve worked with enough millennials to know that a cherry-picked selection of trendy research does little in the way of describing their lived experience, capturing their desires, and painting an accurate picture of their values.
More than that, generational statistics are more often than not used as grounds to belittle or degrade the ‘offending’ generation - millennials are frivolous and ambitionless; Boomers are power-hungry and domineering. What we’ve done is collect key statistics that do the exact opposite; we’re showcasing what makes millennials excellent and innovative workers - and why you need more of them in your workforce.
1. Millennials love their work - so long as it loves them back
Millennials are unusually value-driven; they want a company that
5 unconventional ways to leverage your Millennial workforce
- Celebrates their hard work and success ...