Insights, Advice and Industry Trends

Recruiters: What Not to Ask in an Interview

As a recruiter, you are trained on all sorts of interview styles to narrow down the best candidate for the role. Questions can range from behavioral, situational, position specific or competency-based questions. The interview process often times is kicked off by the recruiter or HR, but typically includes various other individuals as candidates move from one step to the next. It is important that all involved parties are trained on what is and is not legal to ask a candidate in an interview.

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Early Career Job Hopping: Is it Worth it?

Recently on social media there's been a conversation about switching jobs each year in order to have your compensation raised. I noticed the comment sections of these postings were all for job hopping to gain better compensation. Is it truly worth it? How long can you do it? Will it impact you negatively? Here is my best advice for those early in the career considering adopting this strategy.

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First Interview Impression

You finally landed an opportunity to speak with a recruiter, the first line of defense to getting to the job of your dreams. Many people might not know but this conversation is one of the most important in your interview process. You must take this conversation seriously and act as if you are in the final stages of an interview. I will be giving you some tips on how to prepare and make the best first impression.

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How to Seal the Deal on a Virtual Job Interview

Our current job market has seen many impacts of COVID-19 but one in particular is interviewing and recruiting in a market controlled by Zoom and other online platforms. To remain professional, virtual interviews should be conducted and handled in the same manner as face-to-face interviews. Being online it is easy to forget some basics to the interview process. To ensure you will "seal the deal" on an interview make sure to note the following:

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Always Ask Questions

As I go further into my tenure with Vanguard Healthcare Staffing, one thing I have noticed more and more is that the questions candidates ask inherently provide answers for me a a recruiter. Recruiters are never provided with all of the answers surrounding a potential place of employment; however, the questions candidates don't ask are the ones that bar them from an opportunity. If I present an opportunity to someone and a candidate does not ask any questions regarding the role there can't be any true interest. There's nothing wrong with that! But those who can come up with pertinent questions on the spot truly display interest. It also displays one's ability to sell, not necessarily a product or service, but themselves and is there anything more important than that during an interview? It's not easy, I get it. Someone calls you with an opportunity that you previously knew nothing about maybe a couple of hours ago and you are supposed to be fully engaged and eager to learn. Meanwhile, you probably have a million other things going on during that day, most likely, doing the work your current role commands. But keep in mind it's the questions that are not asked that keeps recruiters and hiring managers from giving the green light.

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The Stay Interview

Most of us are familiar with the Exit Interview. An employee is leaving the organization and HR asks them to fill out a questionnaire or schedules a sit down to ask them questions about their job and the organization: how they felt about their boss, company culture, workload, benefits, pay, etc. Exit interviews provide valuable information that can help adjust or improve the organization for current and future employees. However, it's already too late. This employee has already moved on to another position with another organization - Was there something the organization could have done to retain this employee?

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Candidate Experience Best Practices

Attracting and keeping top talent can be a challenge for many organizations. According to Aptitude Research Partners, it is a top challenge for nearly 76% of decision makers. Employee engagement begins even before day 1. Take a look at your interview and onboarding process to evaluate your candidate experience for best practices.

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How to Recruit a Challenger

"The Challenger Sale: How to Take Control of the Customer Conversation" was published by Matthew Dixon and Brent Adamson in 2011 which dissects the different types of sales reps with "The Challenger" as the main focal point. The Challenger Sales methodology focuses on teaching, tailoring and taking control of the sales process. Using this approach, the authors argue that a sales rep can take control of any customer conversation.

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Don't Burn a Bridge, Build One

One of the major advantages of being a recruiter is connecting with new individuals every day. While we are constantly expanding our network, it allows us to help our clients fill their vacant positions as well as help candidates looking for their next placement. For this joint venture to be successful both the candidate and recruiter must handle every encounter with dignity and respect. How you manage your interactions with people has a direct impact on the value of the relationship. It can take weeks, months and even years to build trusted relationships, but seconds to break them. Don't burn a bridge, build one.

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