By Georgia Hart Starting a new job only to realise soon after that it was a wrong decision can be a deflating and sometimes humiliating experience. Many times I’ve spoken with IT professionals who have left a job they’ve just started, often with similar reasons. Reasons including: “I was mis-sold the role.” “The role wasn’t what I expected.” “The company changed direction.” “The skills required didn’t match my experience.” When you want something or someone enough, such as a new job role or a particular job applicant, it’s easy to see the situation with rose-coloured glasses meaning red flags are missed or are sometimes overlooked. It’s important to keep in mind that a job interview is a two-way street; an opportunity for both the jobseeker and the employer to qualify, as much as possible, the potential fit for the role. There is only so much you can research you can do to qualify a company or job role, so how do you open up the job interview conversation to enable an objective assessment? I’ve compiled a list of questions to assist you in qualifying a prospective job role and employer; questions that will also help to demonstrate to your interviewer your level of interest in the company, and how serious you are about the job opportunity. Here are seven things
Is Your Remote Hiring Strategy Up To Task?
By Jade Bennett COVID-19 has accelerated a change in pace for recruitment and we need to ensure that our current remote hiring strategies are up to the challenge. The future of work has irrevocably changed and we will see an increase in companies adopting a remote-first approach. As such, we on the front line of talent acquisition, people ops and HR need to be ready. To start, we must applying Design Thinking principles, creating a hiring process that considers the people we’re creating it for. To do this, here are the key areas that I recommend you consider and focus on. Strengthen your EVP (Employer Value Proposition) The misnomer that we’re now in a candidate-rich market, and will have our pick of top candidates, simply isn’t accurate in Product and Tech. More than ever, companies should focus on showcasing the company’s culture and benefits to potential candidates if we want to secure the ‘A-players’. We also need to facilitate a recruitment process that allows potential employees to feel at ease during a virtual hiring process. Ask yourself: does your online process ensure candidates can feel comfortable accepting an employment offer? Have they been provided with all of the relevant job, organisation and on-boarding information to make that decision? Consider including video in your candidate attraction and hiring process. Video is