Académique Documents
Professionnel Documents
Culture Documents
Top 7 Questions
From Recruiters
INTRODUCTION
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1 How do you hire for
culture and diversity?
First, make sure you are pulling diversity into your pipeline.
You can accomplish that through your own active sourcing
efforts as well as thoughtful marketing of your positions in your
job ads. There are many tactical methods for ensuring a diverse
pipeline, and by prioritizing them, you ensure that managers
have the diversity in front of them to make the best decisions.
Second, you need to make sure you are training interviewers and
hiring managers to recognize and combat their own biases. In fact,
entire training sessions can (and likely should) be built around
eliminating unconscious bias from the candidate review process. It is
all too common for hiring managers to assume that because they do
their job well, people like them will be successful in a similar position.
They pigeonhole themselves into thinking that only a particular edu-
cational background or a particular kind of work experience will lend
itself to success in their teams. You can train against that by showing
the productivity and value of teams that have diversity of thought.
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(Hint: “Work hard, play hard” is not a culture, it’s
recruitment marketing gimmick — don’t fall prey to that).
Many times a company’s culture forms accidentally
after much of the hiring has been done. Rather,
Don’t put the cart before the horse! If you see this
happening in your organization, put a stop to it by
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2 How do you avoid making people
think they got the job while still providing
a positive candidate experience?
It’s no secret that the job market is candidate-driven. That means providing a great candidate
experience is more important than ever. Job seekers check out company interview reviews and
questions on Glassdoor to get a feel for what your company’s process is like. The more positive
a job at your company, which is why organizations that invest in a strong candidate experience
improve their quality of hires by 70%.
1. Source: Brandon Hall, The True Cost of a Bad Hire, September 2015
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3 What do you do with
serial re-schedulers?
works for them, that way you can hold them accountable
if they try to cancel again.
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4 What are some
best practices for
sending out surveys
to candidates?
Many companies even keep a tablet or laptop ready at the reception area so
interviewees can quickly submit their feedback while the experience is still fresh in
PRO TIP their minds. Another way to do this is to include a call-to-action in your follow-up
email communications. It’s as simple as inserting a link to your Glassdoor
“Let us know what you thought about
interviewing at our company. We’d love to hear from you.”
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The third tip is to let candidates know
that the data isn’t tracked. Their feedback
is completely anonymous and will be used
simply to learn about and improve your
interview experience.
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5 What are the best interview
questions to ask?
the truth behind a person’s entire life story and professional acumen.
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Try to discover candidates’ true motivations. An interview
person. Are their values and aspirations aligned well with what the job
and company can provide? If not, you’re asking for turnover, and the
Copyright © 2008–2017, Glassdoor, Inc. “Glassdoor” and logo are proprietary trademarks of Glassdoor, Inc.
6 How do you make sure someone
Focus on gauging their passion for the job itself, and dig deeper to
uncover their motivations. Ask the “why” behind their interest. You
may know quite a lot about the position, but candidates have their
own perception of it and what it can do for them.
Are they attracted to the kinds of tasks this job would involve
on a day-to-day basis?
It’s a great thing when candidates continue to bring up the company and culture, but a good
if you love an organization, what you do every day and the team members you work with are
larger determining factors to your overall job satisfaction. Whether the applicant feels the
same way or not, your organization is likely to be better served in the long run by a candidate
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7 How can you make
rejections positive?
and tact are everything. Most candidate frustrations are the result
of not knowing — of being in the dark after interviewing or sending
their resume into the cosmos of your ATS. Every applicant should get
a response about the status of their candidacy or application, and
while rejections can sting, candidates will more often be grateful that
you took the time to communicate with them in some form.
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CONCLUSION
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