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Employer Interviewing Tips Every Human Resources Manager Needs to Master

Posted by SCOPE Recruiting on Jan 11, 2018 9:12:00 AM
Employer Interviewing Tips Every Human Resources Manager Needs to Master

As a human resources manager, you have one of the most important jobs in the company. Aside from dealing with interpersonal conflicts and compliance, you're responsible for finding the best possible candidates for your company.

If you've ever participated in the interview process, you know how much of a chore that can be. In fact, the time it takes to find the right candidate is steadily increasing, lasting around a month.

While certain staffing agencies and screening tools exist to help make your job easier, the responsibility ultimately still falls on you.

Thus, you'll want to make sure you're asking the right questions and strike the right tone. However, finding the right questions isn't exactly easy.

Cliche questions are easy to prepare for, but you want to develop rapport. Strike the right balance by checking out this list of employer interviewing questions.

Telephone Interview Questions: Getting Through the Initial Interview

Before you sit down with a candidate face to face, you'll want to get a sense of their personality over the phone. This is the initial interview process and is generally less formal than an in-person interview.

Questions are structured to give you a better sense of the candidate's overall skills and goals.

Tell Me About Yourself

Truthfully, this question is more of an icebreaker than anything. People love talking about themselves, and allowing them to do so is an easy way to ease any nerves or tension.

Aside from setting the tone for the interview, this employer interviewing question establishes a few things about a candidate.

First, do they have hobbies? Pay attention to hobbies they mention, and think of how they may fit into the current workplace.

Also get a sense for how they extrapolate on answers. Some candidates are chattier than others. This will help you shape future interviews with them.

What About Your Background Makes You a Good Fit for This Job?

With the icebreaker out of the way, it's on the meat of the phone interview. Now it's time to learn a bit more about the candidate's relevant job experience.

This question is intended to help you get a sense of previous job experience. While it should be listed on their resume, there may be certain skills they neglected to mention.

What Made You Apply for This Position?

The job can be a perfect fit, but the candidate needs to want it. Find out what about the position stood out to them and why they chose to apply.

Use this question as a chance to learn what the candidate finds interesting about the position. It should give you some insight into their career goals (more on that later).

What Were Your Previous Responsibilities at Your Last Place of Employment?

Again, some of this will likely already be on their resume, which you should have in front of you during the interview. However, this is a chance for the applicant to let you know more about what they did.

Were they given a lot of responsibility at their last place of employment? A little?

How much responsibility an employee has is a great indicator of how hardworking and trustworthy they may be.

What's a Major Challenge You Faced at Your Last Job?

Every workplace has its share of obstacles. It may be a difficult client or an interpersonal spat. It may be supply issues or even management style.

What ultimately matters, though, is that the employee overcomes these challenges.

By inquiring about past challenges, the employee has a chance to show their problem-solving skills. The employer interviewing should focus on two elements here:

First, the challenge itself. Was it something they're likely to face if you hire them?

Then, of course, you'll want to pay attention to how they approached it. If an employee is likely to encounter a similar problem, it's important that it doesn't deter productivity.

Is There Anything Else You Would Like Me To Know About You At This Time?

Finally, give the applicant the chance to ask you a few questions or clarify a few details. Remember, a resume only shows you so much.

Sometimes a candidate has tons of relevant experience that just isn't down on paper. This question can make all the difference in some cases and is a simple way to transition into ending the interview.

Furthermore, it lets you know if the job description you wrote was clear enough or needs a bit of clarification.

In-Person Employer Interviewing Questions and Tips

Should a candidate have a successful phone interview, you'll want to meet with them face to face. Often, this meeting is a bit more formal, but that doesn't mean you can't have fun.

Make sure to create a welcoming environment for the applicant.

Choose an environment to conduct the interview. Ideally, you'll pick someplace away from cubicles or other offices. Doing so will provide a quiet place to chat without distracting the other workers.

You'll also want to pay close attention to the room's lighting. Some people don't work well under fluorescent lighting as it makes them feel tired. If possible, more natural lighting is best. Open a window or even turn on a lamp.

Finally, you should have at least one copy of the applicant's resume on hand. They'll likely bring in a few of their own to hand out, but you want to look prepared and organized.

Now that the mood is right, it's time to learn a bit more about the candidate's job experience and how they'll fit in with the office culture. Prepare ahead of time with these employer interviewing questions.

What Motivates You?

By now you have a sense of who the candidate is, but it's time to learn more about who they are as an individual. Asking what motivates them is a great way to get some insight into their mind.

Whether we realize it or not, each of us has a driving factor that gets us to our jobs every day (more than paying bills, that is). Give your applicant a chance to open up a bit and tell you what they find motivating.

How Can This Company Help You Reach Your Career Goals?

Again, this question is all about the inferences you can gather from the applicant's answer. Not every employee is looking for a place to set up camp and start a career. Some just want to work a simple 9-5 job and call it a day.

The employer interviewing will get a sense of the applicant's ambitions and goals.

You already asked why they chose to apply, but this will tell you how long they plan to stick around for. The last thing you need is to go through the difficult hiring process again.

Are You Comfortable Working with Unfamiliar Software or Job Tools?

Every job requires a bit of on the job training in one way or another. It's not feasible to expect an applicant to come in knowing the office's standards and practices.

How willing a candidate is to learn about new tools or applications tells you a lot about them. If they're eager, they're likely up to the challenge. If they're skeptical or hesitant, they may not have the confidence or drive to work at your office.

Post-Interview Tips for Employer Interviewing

By now you should have a clear understanding of whether or not a candidate is a good fit for your company. It's likely going to take some time, so be patient.

However, as a human resources manager, there are a few things you can do to set yourself apart from competitors. Here are a few tips to keep in mind to keep things professional after the interview.

Watch Your Body Language

Our body language says more about us than our words if you can believe it. Therefore, make sure to stay open and warm in order to facilitate a great conversation.

Keep your shoulders back to look more relaxed and confident. It's also important to open and close the interview with a firm handshake and a smile.

Finally, the employer interviewing the candidate should make eye contact regularly. We often forget how important eye contact is for interpersonal communication, but it's a great way to establish warmth and friendliness.

Send a Follow-Up

Your candidate is likely going to follow-up with you later that day in accordance to interview etiquette. However, it never hurts to respond promptly by thanking them for their time.

You may even choose to send an email or give them a call a day or two later as an extra sign of professional courtesy.

Looking For Employer Interviewing Help?

At Scope Recruiting, we understand that you're busy. That's why we want to find the best candidates for you, so you have more time to focus on important tasks.

If you're interested in learning more employer interviewing techniques, check out our blog. And don't forget to reach out and get in touch with us online or at 256-384-5077.

We can't wait to work with you to find the best candidates for your position!

 

Contact Us Today

Topics: Hiring Advice

Why Filling Supply Chain Jobs Quickly Is Vital to Your Bottom Line

Posted by SCOPE Recruiting on Nov 22, 2017 6:46:00 PM

Open positions costs companies $160 billion every year in the United States. Supply chain management jobs are in high demand, and an empty desk will cost you money.

Learn how to find the right talent for your unfilled positions and increase your return on investment (ROI) quickly.


Supply Chain Management Jobs Need to be Filled

The supply chain management industry has become more complicated with automation, artificial intelligence, and keeping up with technology.

The global industry of supply chain is a $26 trillion per year industry. An industry this large will almost always have available positions that need to be filled.

Why are these jobs empty?

One reason is that the industry is changing so fast.

Another reason is employees need to develop new skills.

Employees in supply chain positions are expected to be much more capable than ever before, which creates a gap between talent and those who are qualified.

With these new demands in the changing industry, positions are left open and costing you money. How much money are you losing?

The Cost of Not Having Positions Filled

Unfilled positions cost an average of $407 a day. On average, positions take 63 days to be filled. These numbers mean $25,641 is lost within those 63 days.

The number of days it takes to fill a position has increased since 2010. Yet, there is a balance of hiring talented employees and just filling a position.

As a business, you want the best possible person for supply chain management jobs.

Yet, you cannot afford to take months or even a year to fill the position while trying to find the right person.

Taking too long can mean the loss of productivity. Yet, hiring the wrong person can put extra pressure on your current employees and cause loss of revenue.

How will you find the right person to fill your roles?

You Can Find the Right Talent

Try to be flexible when writing job descriptions. Writing a long list of unrealistic needs for one ideal candidate may turn good candidates away, even if they have what it takes to do the job.

Employee referral programs work well when filling supply chain management jobs. Create rewards for all levels of employees - administration, managers, skilled laborer - to participate in the program. Reward with money or an extra vacation day, something the employees will value.

Go to local colleges and talk to students about supply chain management. Make sure to talk about the growth potential it offers and how it can provide them with a stable job. The supply chain is not well known in the academic world, so getting out and talking to students can help.

Market your company and develop a brand. If no one knows who you are, how are they going to know if they want to work with you? Create marketing campaigns and marketing materials to highlight jobs and growth statistics.

A leadership development program within your company is a perfect way to attract new talent. It will also allow current employees to move up within the company. Many employees leave a job within the first few years for a pay raise or career growth. To combat this, train your current employees and promote from within.

If you are still not finding the right talent after trying these options, hire recruiters. Recruiters will find the right people for the positions you need filled in a timely manner. Since the position will be filled fast, you will see a reduction in revenue. Team morale will likely rise too with a skilled manager at the helm.

Once you hire the best talent, keep them working within your company.

Employee Retention

Empty positions at your company can cause stress on current employees. Once you fill all your supply chain management jobs, make sure to support your employees.

Engage your employees by immersing them in the culture and allowing them to be productive within the company. The faster a new hire understands their roles and responsibilities, the faster they will be engaged in their position. Furthermore, help them understand the core goals of the company so employees can meet them.

Introduce employees to their team. Educate them on who to go to when things go wrong. If an employee does not know where to turn with a problem, they will feel discouraged, overwhelmed, and ultimately less productive.

Provide reviews at regular intervals. It doesn't matter if it's 30, 60, or 90, but it should be consistent and thorough.

Check-in with your employees from time to time. Show them your support them in their roles.

The check-in should be done every so often and it is important to listen to the problems and provide solutions.

The Talent Is Out There

The talent for supply chain management jobs is out there and ready to fill the spots and keep you from losing revenue.

Once you find the right employees, make sure they stay by incorporating employee retention techniques. When you need help finding the right people for your company, call us, we are here to help you find top talent in your area!

 

Contact Us Today

Topics: Hiring Advice

How the Salary History Ban Affects You

Posted by SCOPE Recruiting on Nov 15, 2017 8:23:00 AM

As of last week, New York has implemented a new law that bans employers from asking a candidate about their salary history. This same ban already exists in Oregon and New Orleans. More states and cities are following suit and approved bans are rolling out in California, Delaware, Massachusetts, and Puerto Rico over the next few months.

Advocates of the ban hope for it to decrease the gender pay gap and fight wage discrimination, allowing candidates to be paid what they are worth and not be held back by their current or previous salary. 

If your organization operates in one of those states affected by the ban, what does this law mean for you and your current hiring process ?

  • It is illegal to ask a candidate to disclose their salary history throughout the entire hiring process.
  • You are not allowed to rely on the salary history of a candidate when determining or negotiating his/her salary amount.
  • There are significant penalties for violating the law. In New York, penalties can include fines up to $250,000.

What questions can you ask? 

  • You can ask a candidate their salary expectations or anticipated salary.
  • You can consider an employee’s salary history if the applicant’s disclosure is made “voluntarily and without prompting.”
  • You can inquire about "objective measures" that gauge a candidate’s success or productivity such as annual bonuses and commissions.

Often salary history is not used in an effort to “low-ball” the candidate, but in an effort to create an appealing offer, and effectively recruit them for your organization. This can still be accomplished by asking “What would your salary expectations be for this position?”.

This legislative trend is not expected to slow, so employers should educate themselves on the laws and begin adjusting their recruiting process in advance to ensure compliance. Let’s have a discussion--what are your thoughts on the changes?

 

Interested in learning how SCOPE Recruiting can help identify top talent for your Supply Chain and Operations hiring needs?

Contact Us Today

Topics: Hiring Advice

Wanted: Hard-Working Employees (7 Tips for Using a Recruiter to Fill Supply Chain Jobs)

Posted by SCOPE Recruiting on Nov 14, 2017 7:17:00 AM

Want to make sure you're using the right recruiter to fill the jobs you need?

It can be difficult finding hard-working employees for your company, particularly with the rise of retirees and open supply chain jobs. If you're managing an entire business, you've certainly got enough on your plate to worry about besides bringing on new workers you can trust.

A lot of business owners are turning to recruiters to do the heavy lifting of finding the right employees for unfilled positions. This can be a great solution for many different companies, especially if done in the right way.

Read on to learn more about what you can do to ensure you find top talent through the recruiting service you choose.

1. Make Your Expectations Clear

Before you jump into working with a recruiter, it's important to know exactly what your expectations are. You should know precisely what supply chain jobs you are seeking to fill and the ideal candidates for each.

Be detailed in your expectations. Identify whether or not you are looking for temporary-to-hire, full-time, part-time, remote, or location-based employees. Describe the ideal qualifications you are seeking, including minimum degree earned and desired amount of prior experience.

Making these expectations clear and specific from the start will ensure that you can get what you want in the shortest amount of time. Your recruiters will be experts in your field, but they will also appreciate a client who can bring standards in from the onset.

2. Communicate, Communicate, Communicate

Your recruiters will be highly responsive the moment you reach out to them with your request to fill those supply chain jobs. It's important for clients to be equally responsive to ensure an effective working relationship.

Miscommunication can cause delays in hiring, and can even lead to interviewing of less than ideal candidates. Communicate your needs and expectations frequently and clearly, and respond to recruiter's questions on a timely basis.

3. Trust Your Recruiter's Authority

There are endless types of positions in the supply chain industry, including operations roles, warehousing, transport, and inventory jobs. Even though each of these roles can be highly specialized and unique to your company, your recruiter will have the knowledge, fluency, and authority necessary to fill these supply chain positions.

It's important to trust this expertise when you are working with a recruiter. If you are unsure about the recruiting company's authority, ask about it and communicate your needs.

Keep in mind that recruiting services are quickly becoming essential to business success. More and more companies are recognizing how staffing agencies and recruiters can bring on truly the highest quality candidates to your team.

4. Ask Questions

If you are unsure how a recruiting service works, make sure you ask.

You'll want to know exactly what pool, for example, your recruiter is working from when seeking candidates, what the screening and interviewing processes are like, and when you can take an active role.

While most recruiting services operate in generally the same way, they can vary in several key areas. Asking questions is the best way to be clear on the process and ensure you are getting top talent for your supply chain jobs.

5. Know Your Brand

A brand image in the supply chain industry is key to building a solid and credible network, no matter who you service. It's important for your recruiters to know the ins and outs of this image so that they can communicate your brand to candidates.

Make sure you know the nuances of your brand image and message when you reach out to a recruiter to hire for supply chain jobs. When you are communicating initial expectations, spend some time chatting about your brand and what you want candidates to visualize in your company.

6. Don't Settle for Less Than Perfect

At the end of the day, you have the final word when it comes to a new hire for those supply chain jobs. While recruiters will have the authority to lead you to the best candidates in the field, you still get to approve the hiring decision.

It's important not to settle. If you aren't satisfied with the candidate your recruiter recommends, communicate this. Don't make a hire until you are convinced an employee is perfectly suited for the role.

7. Build a Relationship

It can be easy to have tunnel vision when working with recruiting services. Overall, you need employees for those supply chain jobs and you need them fast!

Recruiters will understand this and will do everything in their power to ensure a streamlined and effective hiring process.

Nonetheless, it's important to recognize your relationship with a recruiter as a significant business relationship. It's one that you can nurture for the future with other hiring needs that may arise.

Make sure you build a solid working relationship with your recruiter as you go about the hiring process. You can do this by inviting recruiters to really learn more about your company and its branding image and vision, communicating well and often, and engaging throughout the hiring process.

By building a relationship, you'll get the employees you're needing as well as a key business alliance that will assist you in the future.

Using a Recruiter to Fill Supply Chain Jobs

When it comes to filling supply chain jobs, it's important to find hard-working and dependable employees who can commit to your company for the long haul. Using a recruiting service is a great way to make sure you are bringing on the best workers.

When using a recruiter to fill supply chain positions, make sure you communicate frequently, ask questions, and make your expectations clear. This will streamline the hiring process and ensure you are bringing on the best employees. Make sure you know your brand and how recruiters can play to your brand image, and take steps to cultivate a relationship with your recruiter.

At Scope Recruiting, we can help you find the perfect fit for any position you are seeking to hire. Let us do the searching so that you can do the approving. Our process is streamlined and effective.

Reach out to us today to let us know what supply chain jobs we can start filling for you!

Topics: Hiring Advice

8 Smart Strategies for Increasing Your Employee Retention Rate

Posted by SCOPE Recruiting on Oct 10, 2017 10:02:00 AM
8 Smart Strategies for Increasing Your Employee Retention Rate

Millennials now make up the largest part of the American workforce. One of the many differences between them and previous generations is their employee retention rate.

They care more about the experiences of here and now. They want to telecommute. They want to grow.

This young generation isn't going to work at the same job for 40 years like their parents and grandparents. If they aren't happy, they will leave. Many are finding the grass is indeed greener on the other side -- or at another company.

Keep reading for 8 ways you can increase your employee retention rate.

1. Offer Growth

Millennials want to grow. And they will, with or without your company. Half of them keep an eye out for new employment opportunities and over a third have changed jobs in the last three years.

If you want to keep your talent in-house, you're going to have to do your part to increase your employee retention rate.

Make it clear in the interview process where this role can lead and how the prospect can get there. Reading body language and facial expressions can give you a great idea as to whether or not this person is the right fit for the job.

They'll also tell you if the applicant is willing to grow with your company.

2. Coach, Don't Manage

One of the many reasons people want to work from home or have flexible schedules is the burden of dealing with management. Having a boss constantly looking over their shoulder tells them that the company doesn't trust or believe in them. It also seriously wastes time.

Is this really the kind of message you want to convey to the people who are making your company better?

3. Dig Deep in Your Pockets

Want your employees to stick around?

Pay them a living wage.

The cost of living, especially that of housing, is increasing faster than wages. One survey by the Society for Human Resource Management found that nearly 40% of regular employees left their job because of inadequate pay.

We aren't telling you to overpay. But if you have a talented person working for you, why not pay them what they deserve? Between the hiring and training process, you'll spend less in the long run by giving the best employees what they need to be successful.

4. Company Culture

What is company culture? In essence, it's the personality of your business. This includes how formal or casual your office is, your mission and core values, as well as your expectations and goals.

Why does it matter? People want to enjoy going to work every day. They're more likely to enjoy it if the company's culture blends well with their own.

The traditional culture of wearing a shirt and tie, sitting in an isolated cubicle, and being forced through one verbose meeting after another is becoming a thing of the past. People don't want to work like that anymore. They're putting their foot down and forcing businesses to listen.

Here is a list of companies who are doing it right. What should come as no surprise is most of them are in the tech industry, which has always had a knack for pioneering innovative work culture.

5. Alternative Benefits

Insurance is great. You know what's even better? Tuition reimbursement.

This is just one of many alternative benefits you could (and should) offer to maximize your employee retention rate.

One way you can do this is by paying for education they receive while working for you. Another is to help pay back their student loans.

You can increase your employee retention rate by making them sign a contract stating how long they must work for you before this benefit is implemented. Or, you could pay it in full up front, and the contract could require a certain amount of years of employment in return.

6. Work-Life Balance

This is the crux of the modern work environment. People don't want to work 60 hour weeks. And they won't.

Their lives away from work are taking precedence over their work life. Millennials want to be healthy and free. They want to be home for dinner, take off to go to their daughter's recital, or make their son's soccer game.

If you and your company cannot provide a decent balance for your employees, your retention rate will plummet.

Another major reason many people leave their jobs is because they feel overworked. This leads to stress, which has been linked to a plethora of health concerns.

For the best employee retention rate, build a team of talented individuals and make sure they're challenged without being overworked.

7. Flexibility With Scheduling

Not every business is capable of letting employees work remotely. But freelancers now make up a large portion of the workforce.

People see their friends, neighbors, and family working from home in their pajamas -- and they desperately want a piece of the action. Compromising on this can help convince your employees to stay with your company.

Offer them one day a week of working from home if you can. Modern technology is capable of keeping you in touch with your team with just the push of a button.

You can use programs like Slack and Discord to communicate with everyone at the same time. Not only will this give your employees a feeling of independence, but it can free up your management team to spend more time on top-level projects.

8. Hire Wisely

Don't hire people because they're "good enough." Instead, hire the right people. Those who fit in with your company culture and your existing team.

Discontent breeds discontent.

Giving a job to someone with a toxic persona will continuously poison the rest of your team and eventually the business itself. Weed out the bad, hire the right people for the right job, and then go out of your way to keep them happy.

The result will be a better business that makes more money.

Final Thoughts on Employee Retention Rate

The bottom line is that you need to treat your employees well.

Prove to your employees, clients, and customers that you are the business you say you are.

If you are the best business in your field but you're struggling to keep your talent in-house, Scope recruiting can help. Contact us to find out how.

Topics: Hiring Advice

We Recruit Top Level Candidates Essential to Your Success

Our client-centric philosophy puts you first. We recruit for Supply Chain, Operations and Executive positions.

To Learn more about:

  • How to get started
  • Our Client-centric philosophy
  • Find and Hire top Candidates
  • Why SCOPE Recruiting 

 

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