How To Hire During A Talent Shortage

This quarter, SHRM announced it would be harder for companies to find heavy skilled workers. These workers are often found in industries such as manufacturing, construction, truck driving, healthcare and IT. As the economy continues to improve, we’re starting to see more mobility in the job market. But these industries continue to stagnate.

Analysts point to a variety of reasons why we’re not attracting talent in these areas. These include information on slowing birth rates, an inability to seek out older workers, and emerging markets overseas. No matter the source, the reality is that recruiters are going to have to become a lot more nimble to hire during a talent shortage.

Hire Out Or Develop Talent Internally

When there is a talent shortage, companies need to increase their flexibility in order to hire. Rather than simply seeking an outside worker, companies should start looking inward to determine which skills they can develop. There should be no shortage of talented employees who would like to develop new skills in order to move up the corporate ladder. Take for instance an entry level customer service representative. He may be in school for Computer Science and would make a great trainee for an IT position.

Employers should be aware of these developments in their workforce. These present great opportunities to develop talent from within and to increase cross- functionality.

Payroll giant ADP cites only 58% of companies have a talent development plan in place. Without a plan, how do executives develop their workforce? The truth is many companies don’t. And they don’t realize what they’re missing until they’re faced with trying to hire a critical role during a shortage of skilled workers.

Tweet this: ADP cites only 58% of companies have a talent development plan in place.

Look For Experience Previously Overlooked

Many companies focus on attracting a younger worker to grow with the company. But the reality is that by 2020, the US Census Bureau estimates 50% of workers will be over the age of 50. That means younger workers may not be as readily available. And if they are, they may not possess the skills a company is looking for. It’s time to start looking outside of this model for skilled workers.

If you’re looking for a disciplined and technically skilled worker, try attracting more veterans. Veterans receive a variety of special skills training in the military. Coupled with a wonderful work ethic, you could have a winning combination on your hand. The federal government is also currently offering incentives to companies who hire veterans. What better way to say thank you to a veteran than by giving him a great job!

As an alternative, companies might also seek out older workers. In a recent survey, the Society for Human Resource Management found that 65% of companies did not seek to hire older workers. There is a stigma that sometimes follows older workers, a misconception that they are less technically proficient. But this just isn’t true. Older workers can be a great source of in depth knowledge and technical prowess.

Expand Your Search

Heavy skilled workers may be in short supply in some areas, but perhaps it’s time to increase the search. Using video interview software, companies can expand their search across borders to find the talent that they need. With 24/7 support, GreenJobInterview’s online interviewing platform is the perfect solution. Companies can expand their search within their budget and in a faster time frame. This can help open up a world of possibilities for companies failing to find the skilled workers they need.

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How To Avoid Common “Interview Pressure” Induced Mistakes

What’s the most embarrassing thing you’ve ever said or done during a job interview? Are you aware of the top mistakes that are most common during the interview? You may be doing things you’re completely unaware of, and this could be hurting your chances to get the job you really want. Think you know how to ace a job interview like a pro? You could still stand to benefit from the downfall of others who have come before you. Here are the mistakes you should avoid, and what you can do to improve.

  1. Too little or too much confidence
    Most people are aware that they must appear confident during a job interview, but did you know that it’s possible to be overconfident? If you’re not confident enough, you appear unsure of yourself, and your potential employers will be looking for people who know they can do well in the position. Having too much confidence can also be a big problem, because you can appear too cocky or sure of yourself, rather than letting your work and experience speak for you. It’s important to find that happy medium.
  2. Talking about how they can benefit you
    Many make the easy mistake of focusing too heavily on what the prospective company will do for their career, as opposed to highlighting what they can individually bring to the table. The company doesn’t need to know what they can do for you; they need to know what you can do for them. Impress them, but do it in an honest way.
  3. Not dressing appropriately for the job
    Do some research online for proper attire to wear to the office if you aren’t quite familiar with office etiquette and standards. Have you ever heard the saying “Dress for the job you want”? That applies here. Personal grooming is a must for any job interview, as well as dressing like a sharp, professional, sophisticated individual. It’s okay to show off a personal sense of style, but do it in a tasteful way. High cut skirt lines for a female or jeans for a male are never a great idea. Something as simple as this can make the difference between getting hired and getting dismissed completely by your potential employer.
  4. Being pretentious or fake
    By all means impress the interviewer, but by no means do it in a fake way. Playing up your strengths is essential, but be genuine about it. Most employers can see through BS pretty easily, and once they detect you’re being fake, they won’t want to hire you. They’ll want people on their team who are trustworthy and straightforward. In this case, it pays to be yourself.
  5. Over-sharing
    At the same time, being yourself doesn’t mean making the interviewer your best friend and telling them everything. Know what is appropriate to say and what isn’t. One of the most common mistakes people make in a job interview is being far too familiar. This shows up in the form of a bad joke in poor taste, or talking too much about family or problems that are going on in the person’s life. Remember, you want the interviewer to like you, but you don’t need to tell them your entire life story.
  6. Being unprepared in the interview
    This can absolutely kill your chances to be hired. Remember to do a couple of things in order to prep for the interview. The first is to research the company you’re applying for. This way, you can bring up positive points about the company during the interview to prove that you’re prepared. You’ll also be ready to answer the question, “So why do you want to work for this company in particular?” If possible, research in depth. Sometimes you can even find interview questions they may ask that others have made available online. Some even post about their experiences with the entire interview process. This gives you incredibly valuable insight into how everything will go, once you get the interview. The more prepared you are, the better. The second thing you’ll need to do to is to think of answers you will have for challenging questions they could ask. If you already have an answer in mind, it should be able to flow naturally during the interview. You’ll also want to come prepared with specific questions of your own.
  7. Arriving too late
    This shouldn’t have to be emphasized, but if you have a problem with time management, get it in check at least for the interview. There’s nothing worse than arriving late; it demonstrates an unprofessional attitude as well as disrespect to your potential employers. Arriving too early is also not great, as that can make you come off as too eager, or desperate even. Aim to be there no more than 10-15 minutes before your scheduled interview time.
  8. Talking negatively
    It’s okay to be honest if you’ve had a bad experience in the past with a former job, but find a way to spin it in a positive way. Employers know that bad situations happen, but it’s how you deal with it that matters. Make sure to communicate to them how you were able to turn it around. And whatever you do, don’t ever bad mouth former employers or former colleagues. This makes you appear self centered and even childish.

No matter what you do, be prepared to be professional, put together, confident, and remember to have a good time during the interview. Your potential employers will want to see how you can contribute to a positive work environment not only with your work ethic, but your personality as well. Let it shine through, and get that job you really deserve.

Join #panTalentChat #Webinar Can Data Help You Hire Better?

TalentCulture Founder and CEO Meghan M. Biro will present a webinar with pan, an industry-leading talent assessment solution, titled “6 Strategies to Improve Your Quality of Hire.” The free 30-minute webinar will be held February 17 at 2 p.m. EST (11 a.m. PST), and will be followed by a 30-minute question-and-answer session on Twitter at 2:30 p.m. EST (follow hashtag #panTalentChat). The event is designed for HR, leaders and business pros who want to understand how data-driven hiring can increase their company’s hiring success.

It’s always inspiring when we put our heads together in the area of hiring and talent analytics. I’m about to do a webinar with pan (register for the webinar here).panwebinar on innovations in talent analytics during which I’ll present some interesting data from pan and other reputable sources. The fact is, we’re making huge strides in adapting Big Data to our needs. We’re past the stage of asking if and how Big Data will help us. Now the question is: how can we help Big Data help us? How can we use talent analytics and metrics to answer the same basic six questions we always need to ask?

We’ve accepted this immense resource, and are looking for ways to capitalize on its scope, power, and agility. Meaningful data requires the right measurements and assessments. Here are some tips on how to harness Big Data for meaningful answers to those six questions.

1. Is our recruiting effective?

Same question we’ve always asked, but amped up with data that can be gleaned from a range of channels, including mobile and social. Mine the data to show the diversity of the applicant sample, the ratio of applicants to hires, and the time between the arrival of the application and when the offer is accepted.

2. Are we working with the right assessments?

To get a scaled-up answer to this scaled-up version of “Are we asking the right questions” calls for accurate assessments. First, conduct a job analysis so the job is scientifically and clearly defined, including duties, competencies, and requirements. Then dovetail score-able testing and interviewing phases into the hiring process. The data from these assessments can provide great comparisons between candidates, pinpoint relevant qualifications, and help predict future job performance.

3. Are we measuring the whole person?

It’s a bit outside our comfort zone to replace a traditional judgment call with measurements. But data of late has been disproving some habitual assumptions. Make sure you measure the entire spectrum of competencies, from problem solving to negotiating, statistics to communication. Compare those qualities to the requirements of the job (based on your job analysis). Then compare those qualities among similarly promising candidates to find the best fit.

4. Is our selection program effective?

Even with Big Data at our fingertips we tend to lean on it more up front, during hiring.  But we need better hindsight. Continue gathering data to track and adjust the hiring process (don’t just “set it and forget it”). Measure performance, sales, turnover of hired employees (outcome data). Then, combine that with the predictor data gathered during recruiting and hiring, such as interview and test scoring. The results will indicate how to revise scoring metrics going forward, and how to maximize successful hires.

5. Are we getting a good ROI?

How much does a bad hire cost — in lost productivity, mistakes, and the cost to recruit, onboard, and train a new hire? The value of making an up-front investment in an effective hiring process is similarly measurable. Comparing hiring data to critical metrics for success, you can demonstrate the financial impact of a good hire.

6. How can we create training programs post-hire?

Much of the measurements from the selection process can be used to guide training and development. Work-focused personality assessments offer insights into qualities like flexibility, ambition, and teamwork — giving management a clear blueprint for development programs to build on strengths and counter weaknesses in new as well as existing hires.

New tools, same questions: From application through hire, data can shape strategic talent management. The interesting sidebar to this will be seeing if the new world of work, as hyper-networked, hyper-informed, and global as Big Data is, well, big — will change the questions we ask. I’d venture it’s all part of the HR continuum. Businesses. Jobs. People. Social. And now, better measuring and managing tools than we’ve ever had before.

If you’re interested in improving your hiring results, you’ll want to attend this webinar. Register for it here.

About the Author: Meghan M. Biro is a globally-recognized talent management leader and social business and community catalyst. As founder and CEO of TalentCulture Consulting Group, she has worked with hundreds of companies, from early-stage ventures to global brands like Microsoft and Google, helping them recruit and empower stellar talent.

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Fix These 4 Timeworn Job Interview Questions

When working with clients on their talent management processes, I often have the opportunity to observe interviews. During this time I have am able to assess the effectiveness of the process as well as the techniques used by the interviewers.

Core to the interviewing process are questions that are being asked and responses from the candidate. Most interviews I sit in on are average at best. Preparation and good questions can turn average interviews into great ones that will deliver better hiring results.

Here are the top four outdated interview questions and how to transform them into great questions that will provide the information you are looking to gather. These questions will uncover the behaviors you can expect from the candidate in the future and are more effective in today’s business environment.

1. What is your biggest weakness?

So what is your point in asking this question? No one wants to talk about their weaknesses. If the real reason in asking this question is to determine how self-aware the person is, then the question should be something like:

  • How do you self-assess your capabilities? Tell me what conclusions you came to recently.
  • Whom do you look to for honest feedback?
  • Tell me about some negative feedback you were given in the past year and what did you do to turn around the feedback.

2. Are you a team player?

If you ask this question, do you ever get a “no” in response? Again what are you trying to find out about the candidate? More than likely you want to know what specific experiences they have had and how successful they have been working as a team member.

Here are some better questions to ask:

  • When you have been asked to join a new project team, what are the steps you have taken in the first week to integrate yourself?
  • As a team member, describe a time of team conflict and how you helped to resolve the conflict.
  • Describe the most successful team you have been a member of and what was your contribution to the success.

3. Would you consider yourself a people person?

Oh, please. Really? What are you expecting: “No, I’m a robot person”?!  What is your goal for asking this question? This question is often asked when the interviewer believes that the job requires a person with extroverted behavior. So what behaviors are you really interested in uncovering?

Try these questions instead:

  • What parts of your current job do you enjoy the most and why?
  • Name two people you currently work with, first names only. Tell me more about them as people, their work isn’t important.
  • What professional associations are you actively involved in? How are you active in the association?

4. Where do you want to be in five years?

On the surface this actually sounds like a good question, yet with the rapid external changes being experienced today, many people would have difficulty honestly answering this question. The better question would be:

  • What do you plan on accomplishing in the next five years?
  • What makes this plan important to you?
  • How will this position help you to accomplish your long-term goals?

Remember to prepare your questions first by focusing on what information you are really trying to obtain about the candidate. Doing this first step in the interview process will increase the effectiveness of your interviews and provide you with better hiring results.

About the Author: Beth Miller is CEO of Executive Velocity, a top talent and leadership development advisory firm. Beth’s insight and expertise has made her a sought-after speaker, and she has been featured in numerous industry blogs and publications.

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