Using Technology to Streamline Your Interview Procedures


image_018The interview is one of the most vital elements of the hiring process, and no new applicant should be signed without a face-to-face meeting. However, the traditional route of several office interviews is not the most time-effective or cost-effective option for a business. The following are key ways that technology can help to streamline your interview procedures.

Invest in Recruitment Software

According to Josh Gerbin, a writer for Forbes, corporate recruiting software is now a $1.5 billion industry [1]. That is because recruitment software can be an effective way to handle hundreds or even thousands of resumes without getting overwhelmed. Resumes and applications from sites like LinkedIn, and other similar job-hunt websites are automatically organized through the software, which highlights top candidates you should focus on. It also eliminates applicants who do not meet the minimum hiring requirements. Recruitment software is a departure from the idea of networking, but it is an exceptional way to pinpoint candidates who qualify for a video or in-person interview for the job.

One-Sided Video Interviews

Video interviews conducted over platforms like Skype are certainly not new in the recruitment industry. However, taking it one step further is the idea of a one-sided video interview [2]. Interviewers can send out an email with video questions of their choice. Then, the applicants who receive the email can respond with their recorded answers. This lets both parties conduct their interview when it best fits into their schedule and eliminates the problem of a poor or inconsistent Internet connection on either side.

Applicant Tracking Systems Ensure OFCCP Compliance

For companies large and small, a major concern is meeting hiring guidelines set by the Office of Federal Contract Compliance, a subset of the Department of Labor [3]. In order to guarantee equal opportunity employment, interviewers need to stick with the same questions from applicant to applicant. Rather than maintaining piles of paperwork and checklists for each person that steps into the office, an applicant tracking system helps you see which information has been gathered, which questions were asked and whether you are following federal regulations throughout the interview process.





Managing Perceptions in the Intergenerational Workforce


image_04Due to the tough economy since the Great Recession, many people of retirement age have elected to remain in the workforce. At the same time, new college graduates are entering the workplace, creating a dichotomy of older experienced employees and young tech-savvy workers. Managing the perceptions that each generation has of the other helps to ensure that the intergenerational workplace is one of productivity and respect.

Changing Attitudes Through Mentoring

Human resources personnel can set up mentoring programs within the workplace by pairing a more experienced senior staff member with a new employee. The young person gains inside knowledge of the company’s policies and politics while the longstanding team member can learn about the use of social networking and the newest tech advances in the workplace. Mentoring helps different generations gain appreciation and respect for each other.

Judging Books by Their Covers

While the Baby Boomers and older generations may be clean-shaven and accustomed to wearing business suits or ties to work, younger employees may be strolling into the office with multiple tattoos, body piercings, colorful hair, torn jeans and hoodies. They may perceive the older staff as stuffy and boring, while older workers may see the new team members and find them to be disrespectful or even lazy. Accepting differences in appearance and setting basic company dress codes helps to manage perceptions and underlying attitudes about competence and intelligence.

Speaking Their Minds

Members of the newest generation of workers often feel free to speak their minds in any situation. This may cause older employees to become stressed and frustrated because they were taught to keep their opinions and politics outside of the office. Human resources personnel can encourage communication by writing easily understood policies on the voicing of political beliefs in the workplace and coaching staff on appropriate workplace expression and conduct. Positive reinforcement is preferred over discipline.

Which is the Most Powerful Recruitment Tool in 2014: Facebook, Twitter or LinkedIn?


image_14When it comes to staffing your business, the Internet provides many avenues for finding qualified professionals. Social media has become a prominent method of attracting possible future employees. Facebook, Twitter and LinkedIn all have their individual benefits and drawbacks. Which one is the most powerful recruitment tool for you?


A Facebook profile is a great way to keep consumers connected to your business through status updates. It’s also a great platform for connecting to specific individuals through advertising. Facebook allows you to fine-tune who sees a job announcement ad based on specific criteria such as location. While this may cost you a bit more, it can be valuable in the search for specific individuals.

As much as 83 percent of active job-seekers use Facebook. [1] This social hub is the second most accessed website in the world.


When it comes to sharing messages and tidbits of information with a large audience, Twitter is an excellent tool. With a simple hashtag targeting those looking for employment, you can reach thousands of potential candidates almost instantly. The downside to using Twitter is that your message can quickly become buried as other people join the conversation, making your Tweet less effective. Supported advertising may still be a viable option for recruitment to keep these messages on top of other conversations.

In 2014, 54 percent of recruiters utilized Twitter to find candidates [2]. As there are 560 million active users, the outreach for recruitment is significant.


Although it’s not as popular of a social media outlet as the previous two, LinkedIn was developed to connect professionals together. Businesses can post job openings while searching for candidates that fit specific criteria. The most significant disadvantage of this social hub is that it isn’t as popular and thus provides fewer potential candidates. However, the site has grown consistently each year and may be worth your time.

Although LinkedIn has only 240 million active users as of the beginning of 2014, the level of professionalism is much higher. Currently, 89 percent of recruiters have hired someone from this professional social network, and the site continues to grow [3].

Each of these methods can attract candidates for employment. Success of the process may rely more on strategies and your organization’s use of each social outlet, and you should determine what’s easier for you to implement. What works well for one company may not have the same impact for another.