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 Message
from our President, Chuck Smith
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Chuck
Smith
President
of New Office/NewHire™ |
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#1 JOB IS TO BE YOUR RECRUITING
EXPERTS!
We recently completed a
six-month data analysis of the four leading job
boards. In a sample size of 16,078 applicants, New
Office tracked the job board referral source for
every applicant that applied to each of 356
NewHire™ Online Job Postings. We calculated the
average number of applicants per advertisement for
each of four major job boards: Careerbuilder (http://www.careerbuilder.com/),
Craigslist (http://www.craigslist.org/),
Monster (http://www.monster.com/) and
Yahoo! HotJobs (hotjobs.yahoo.com).
Careerbuilder advertisements brought an
average of 69 applicants for each of 144 ads
placed, with Craigslist coming in at an average of
51applicants for each of the 113 advertisements
placed there. Monster.com delivered an average of
6.8 applicants for each of the 41 advertisements,
and Yahoo! HotJobs provided only 1.5 applicants
for each of the 58 advertisements posted there.
 In
response to these findings, New Office has
discontinued offering Yahoo! HotJobs postings to
our customers. Our clients expect us to be the
recruiting experts and to look out for their best
interests. We will not sell our clients
advertising that just doesn’t produce results.
We’re now advising our clients to start spending
their job advertising dollars on a Careerbuilder
ad, which is currently $389.00, and to also post
on Craigslist, which is currently free for most of
the country. Recruitment advertising is part of
overall corporate branding and overall advertising
to enhance corporate name recognition. Spending
advertising dollars wisely is a crucial component
of success.
Recruiting
Tips: Tips for Conducting Better
Interviews Interviews
can be as stressful for the interviewer as they
are for the candidate. Anxieties about attracting
top talent, evaluating the candidates or simply
not knowing what to ask or how to ask it can
distract from the interview process. We have
assembled some of our top interviewing tips,
drawing on more than 20 years of experience
recruiting and hiring for top
firms.
- Prepare relevant questions in advance.
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Top talent recognize when an interviewer is scrambling to come up with questions, and it’s a sign that the company itself does not have its act together. Prepare relevant questions in advance or be prepared to chase away top talent. |
- Be polite but not overly friendly.
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Remember that it is an interview, not a conversation. If you see that the candidate completed his/her education at your alma mater, go ahead and use it as an ice breaker, but try to refrain from spending 45 minutes discussing which professors are still teaching or how the sports teams are doing this year. |
- Don’t ask “Yes/No” questions.
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Open-ended questions allow candidates to display their interpersonal communication skills; don’t rob them of this chance to flaunt them. |
- Dig deeper into answers by asking another
question.
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Follow-ups indicate your interest in the candidate and encourage him/her to open up about certain experiences. |
- Take a few notes, but remember to maintain
eye contact.
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Eye contact is essential. Someone who cannot maintain eye contact could have something to hide. It’s your responsibility to recognize this and find out if the candidate is not being completely forthcoming. |
Suggested Interview Questions
- Ask candidates about every job listed on their resume. For example:
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Why did you leave this job? What were your favorite (least favorite) duties? What would your manager say were your strengths and weaknesses? |
- Ask about authorities and responsibilities. For example:
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What were your primary responsibilities? What were you held accountable for in this job? Describe a problem that came up how you solved it. |
- Ask about the candidate’s work style preferences. For example:
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How do you prefer to manage your time? Tell me about your favorite manager. What does it take to be a great employee? |
- Dig deeper into answers by asking another
question.
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Follow-ups indicate your interest in the candidate and encourage him/her to open up about certain experiences. |
- Ask about hobbies and outside interests. For example:
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Tell me about something you are passionate about and why. Tell me about the volunteer work, sports involvement, or recent travel (listed on the resume). What do you do for fun? |
For
more hiring tips, see Chuck Smith’s latest
interview in Lowe’s for Pros newsletter from Lowe’s Home Improvement.
Also be sure to visit our knowledge base using the
links below.
View our Interviewing Guidelines
Document
View our Interviewing Tips
Document
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Identify
the best candidates |
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Manage
& share candidate
information |
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Reduce
your time-to-hire |
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Did You Know?
Researchers
at Cornell
University found that
companies which implemented three key
recruitment and employment strategies
experienced
67%
lower
employee turnover
23%
greater
profit
growth, and
60%
greater
sales
growth
than
companies which did not implement these
strategies. To find out what these strategies
were, visit this link. |
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Calendar
of Events: Upcoming Webinars |
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New
Office
One E. Wacker Drive Suite 2400 + Chicago,
IL 60601
Tel: 877.923.0054 + Fax:
312.923.1912 | | | |
