Interviews have changed drastically even over the last few years. Between technological advances and tougher screening norms, it’s important to know how to interview in today’s world.
At SRS we employ a few rounds of basic interviews, all of which involve a different team member or technology. We rely on phone screening
and Skype interviews for the first round of interviews, which was not possible before. Technology has made it easier for people in different states or even countries to interview for jobs. Cars and airplanes are great for connecting people, but Skype is free.
Email and texting also help employers keep in touch with the interview process. Not every CEO can be available for the interview process, so a quick recap of an interview or ability to sit in on one virtually takes the burden of travel off of the interviewer.
Technology has also been developed to check typing speed and accuracy, comfortability with programs, general ability, and personality to help employers get a feel for what kind of work a candidate is capable of doing.
Did you know that the youngest Millennials are around 22? That means you probably already have some seasoned Millennials working for you. I’m sure you’ve noticed that general differences are changing how we do things, even in interviews. Millennials are looking for FULL DISCLOSURE. They are interested more in pay than in benefits, they are looking for flexible hours, and an ability to move up in the company. So, think about that when you’re interviewing a younger Millennial or even Centennial. Monster has a list of questions you might want to consider asking the younger generations in your next interview. Read them here.
Before we had LinkedIn and Facebook, it was expected that the candidate does the research about the company, about the job, about what they should expect from working at your business. Now, with the help of social media sites, the person who is interviewing has the opportunity to do a little research of their own. It has been expected since the dawn of Facebook that employers WILL look at their employees and candidate’s pages. It is imperative for an interviewer to know and understand the person they might hire. Take advantage of these sites. They have become almost online resumes and personality profiles for the hiring specialist.
Social media has also helped shape how employers reach candidates. With the help of online advertising or local promotions, there is a new platform for sourcing candidates. A hiring specialist has to wear more hats now and be able to use online sources in order to really do their research about their candidates, which could mean the difference between hiring a bad employee and a star employee.
Overall, the process of interviewing is changing and becoming more intense. If you are looking to hire, always stay ahead of the curve and always ask the people you are interviewing for feedback to see what you need to tweak.