New ATS Report Saves Time for Hiring Managers

Interview Coordinator (www.interviewcoordinator.com) is introducing an exciting new feature. The new “pay as you use” online interview management and applicant tracking system now includes innovative reporting functions designed to help Hiring Managers save time and money.

With the push of a button, Interview Coordinator will generate a single comprehensive report on a candidate. The report contains the consolidated up to date interview results and comments or opinions from the various collaborators involved in the job campaign.

Stuart Hobbs, Managing Director comments: “Interview Coordinator already provided an efficient method for multiple contributors to record their comments on a candidate and this neat new feature allows the Hiring Manager to review all those opinions at a glance in one report. Anything that helps reduce the need for unnecessary meetings, separate reports or numerous phone calls with fellow collaborators is going to save time and money and streamline candidate selection.”

When the new reporting function is used in conjunction with the existing online video options, it can  eliminate even more wasteful duplication of effort. The Hiring Manager, at their convenience, can now review a candidate’s status and interview performance with the knowledge that the report will be fully up to date and accurate.

Interview Coordinator is available through any browser, where users pay on a ‘per job campaign’ basis and the system is currently available on a 60 day FREE trial.

For further press information, call Stuart Collins on 01793-250093

 or email stuart.collins@interviewcoordinator.com

Follow us on Twitter @intcoordinator

The VITAL guide to video interviews: 'L' - Legalities & Lighting

The last few years have seen significant growth in the use of video technology to help pick the best candidates for a job vacancy. Employers and recruitment agencies can now make use of video to pre-screen candidates to help narrow down an initial candidate pool to a manageable short list. New online software has made the process streamlined and very efficient, saving time and travel costs for all those connected with a recruitment campaign.

However this relatively new form of candidate screening has meant that both the interviewer and the interviewee will need to focus on new techniques to judge candidates or impress prospective employers respectively. This guide sets out some of the V.I.T.A.L elements to bear in mind when judging or creating video answers to interview questions.

For the interviewer ... Legal responsibilities

Remember that the interview should embrace the full scope of equality and diversity.
For the interviewee ...Lighting and the environment
Ensure the room is well lit, with any prominent light source behind or to the side of the camera. Make sure the wall behind you is clean and clear of posters or pictures and the desk is clear.
Keep things plain and also ensure that mobiles and TV’s are all turned off. If you have pets or children, do keep them (safely) away from the interview room so you are not distracted.

 

Thanks for reading our VITAL guide to video interviewing, which was was brought to you by Interview Coordinator (http://www.interviewcoordinator.com/) a leading provider of interview collaboration software for recruitment and interview management.

Questions must comply with the current laws regarding age, sex and disability discrimination, for example.

The VITAL guide to video interviews: 'A' - Allowances & Appearances

The last few years have seen significant growth in the use of video technology to help pick the best candidates for a job vacancy. Employers and recruitment agencies can now make use of video to pre-screen candidates to help narrow down an initial candidate pool to a manageable short list. New online software has made the process streamlined and very efficient, saving time and travel costs for all those connected with a recruitment campaign.

However this relatively new form of candidate screening has meant that both the interviewer and the interviewee will need to focus on new techniques to judge candidates or impress prospective employers respectively. This guide sets out some of the V.I.T.A.L elements to bear in mind when judging or creating video answers to interview questions.

For the interviewer ... Make allowances


Thanks for reading - the final part 'L' of the VITAL guide to follow soon.
This was brought to you by Interview Coordinator (http://www.interviewcoordinator.com/) a leading provider of interview collaboration software for recruitment and interview management.

Allow for the fact that not all candidates will have the resources to conduct video interviewing – is there a plan B for written submissions?

Video interviewing systems are not meant to replace face-to-face interviews for final selection, but allow you to make considered judgements on the talent pool at various stages throughout the recruitment campaign.

For the interviewee ... Remember your appearance

Remember that this an interview so dress appropriately for the event just as you would for a face to face interview in person – this helps you think ‘in the zone’ so you are mentally prepared.  Check that ties are properly done up, hair is combed and you are sitting up straight on a chair.

You are making that all so important first impression, so concentrate and look interested – and this may sound daft, but if you have a cold make sure you blow your nose beforehand to avoid snuffles on film!

And ... be happy and remember to smile - after all you have just got yourself an interview!

Social media viewing during an interview?

Thought for the day - have you actually asked a candidate during an interview whether you could view their social media profiles there and then? Hope you find the following article of interest.

Do you take social media into account when hiring?

The job of an interviewer is already hard enough – making the wrong selection decision could have dramatic consequences for the business. It’s therefore only natural that any Hiring Manager will want to use all the tools at their disposal to help ensure they pick the right candidate.

When it comes to checking and/or researching a candidates’ background, traditional methods have included prior employment references, educational confirmation checks and even criminal record checking. However in today’s internet centric world, is it possible that a candidate’s profile or personal branding ‘appearance’ on internet blogs, virtual gaming profiles, podcasts and of course Facebook, Google+ and Twitter, can help you make your decision?

We’re guessing that the vast majority of interviewers would say yes to that question, but doesn’t this raise  a number of other hotly contested questions? For example:

a)    Is it acceptable, or is it even legal, for interviewers to ask direct questions about a candidate’s social media interaction? Might this be considered as ‘legalised stalking’? Does research of this nature provide information that contravenes the laws on age, sex and disability discrimination?
 

b)   Even if it is legal now, what is the morality of accessing someone’s personal details, which could include family and children’s photos?
 

c)   Are you actually allowed to ask to view a candidate’s profile during an interview? Who has?

d)   Who or what do you believe? On the face of it, a perfectly honest and respectable candidate would have nothing to hide in providing the interviewer with links to their social media activity. However, it’s not difficult to imagine a situation where a candidate may decide to have a ‘professional’ looking Facebook page to divert attention from the real person’s character on a more ‘private page. Not only that, but what if a candidate’s account had been hacked and populated with false information in an attempt to stop them from getting a particular job? Is the candidate profile open to misinterpretation?

e)   What does it say about a candidate if they do not have a social media profile and what conclusions can you make if the candidate refuses to give you access to social media activity? Surely refusing to provide details would be common on privacy grounds?

f)     And if interviewers can use social media, why not the candidate too? How would you feel if the candidate carried out a social media search on you the interviewer? After all an interview is a two-way process.

Over the next few weeks, we will widen the debate on the use of social media within recruitment. We will expand upon some of the questions we have posed above and gather opinions on what might be best practice.

We’ve heard some pretty amazing stories about what candidates and employees have posted on the internet, but would love to hear your views and experiences.

This article is brought to you by Interview Coordinator (www.interviewcoordinator.com). a new and exciting online recruitment and interview management system, which is designed for use by hiring managers and participating campaign collaborators. The system includes online video and centralised applicant tracking to help save time and costs by streamlining the recruitment process. Users pay on a “per campaign’ basis and the system is currently available on a 60 day FREE trial. 

The VITAL guide to video interviews: 'T' - Take your time
The last few years have seen significant growth in the use of video technology to help pick the best candidates for a job vacancy. Employers and recruitment agencies can now make use of video to pre-screen candidates to help narrow down an initial candidate pool to a manageable short list. New online software has made the process streamlined and very efficient, saving time and travel costs for all those connected with a recruitment campaign.

However this relatively new form of candidate screening has meant that both the interviewer and the interviewee will need to focus on new techniques to judge candidates or impress prospective employers respectively. This guide sets out some of the V.I.T.A.L elements to bear in mind when judging or creating video answers to interview questions.

For the interviewer ... Take time to evaluate

One of the great benefits of candidates recording pre-screening videos is that multiple contributors can provide input into the hiring decision, not just those available to attend an interview. However, if more people are providing input, make sure they are judging the candidates on broadly the same criteria.

Evaluate each question so that campaign collaborators know what they are trying to judge and make sure there has been collective agreement on the measurement and selection criteria?

When judging the answers, play the video for the all important first impression and then play it again. Assess the candidate responses from different perspectives to get a balanced picture. Try to judge responses for the essential or desirable qualities you are after.
For the interviewee ...Take time to prepare.

Preparation and practice will directly influence the outcome of the interview. Although video interviewing may be new to you, there is nothing to really worry about – above all be yourself and speak naturally and clearly (mumbling is not allowed!). Remember to engage brain and mouth in the right order when giving your answers.

Don’t forget to conduct market research on the employing company - this is a fundamental requirement, which was not even followed by some of the candidates on this year’s ‘Apprentice’ TV programme.



Thanks for reading - part 'A' of the VITAL guide to follow soon.
This was brought to you by Interview Coordinator (http://www.interviewcoordinator.com/) a leading provider of interview collaboration software for recruitment and interview management.

The VITAL guide to video interviews: 'I' - interviewing

The last few years have seen significant growth in the use of video technology to help pick the best candidates for a job vacancy. Employers and recruitment agencies can now make use of video to pre-screen candidates to help narrow down an initial candidate pool to a manageable short list. New online software has made the process streamlined and very efficient, saving time and travel costs for all those connected with a recruitment campaign.

However this relatively new form of candidate screening has meant that both the interviewer and the interviewee will need to focus on new techniques to judge candidates or impress prospective employers respectively. This guide sets out some of the V.I.T.A.L elements to bear in mind when judging or creating video answers to interview questions.

For the interviewer ... the interview questions

Questions answered on video are much more like a question asked in person as opposed to question asked on a piece of paper. Phrase questions so that answers can be expansive and revealing. Try to avoid the possibility the candidates will simply say yes or no. Spend at least some time agreeing the best questions with the various collaborators on the recruitment campaign.

However try to keep questions relevant to the judgement you are trying to make - it is vital that the expectations for the interviewee are clear.

For the interviewee ... your interview style

Try and answer the questions in a normal relaxed manner without rushing – there is nothing wrong with taking a deep breath and pausing for a moment. The moment may seem like an age, but in practice a pause really helps a point to be made. Be yourself and let your own personality speak for you – don’t try and be somebody you are not – it will only backfire later. Basically, just treat recording a video the same as actually attending an interview.

Thanks for reading - part 'T' of the VITAL guide to follow soon. This was brought to you by Interview Coordinator (http://www.interviewcoordinator.com/) a leading provider of interview collaboration software for recruitment and interview management.

The VITAL guide to video interviews: 'V' - video systems

The last few years have seen significant growth in the use of video technology to help pick the best candidates for a job vacancy. Employers and recruitment agencies can now make use of video to pre-screen candidates to help narrow down an initial candidate pool to a manageable short list. New online software has made the process streamlined and very efficient, saving time and travel costs for all those connected with a recruitment campaign.

However this relatively new form of candidate screening has meant that both the interviewer and the interviewee will need to focus on new techniques to judge candidates or impress prospective employers. This guide sets out some of the V.I.T.A.L elements to bear in mind when judging or creating video answers to interview questions.

For the interviewer ...

Make sure you are familiar with the video software you are using. Is the software compatible with all PC/Mac platforms? Is the video recording process properly explained to the candidates? For example, are they aware whether they can edit/re-record their responses before committing to the video submission, or do they only have a single take?

For the interviewee ...

Again, make sure you are confident with the use of video systems. For example most laptops now have a built in webcam facility. Try out and rehearse recording videos before jumping in to answer the interview. Test out the microphone and be aware where it is when you are talking - you may have to speak reasonably loudly as some webcam sound systems are not the greatest in hi-fi quality, whereas other microphones can be sensitive.

Thanks for reading - part 'I' of the VITAL guide to follow soon.  This was brought to you by Interview Coordinator (http://www.interviewcoordinator.com/) a leading provider of interview collaboration software for recruitment and interview management.

LOCAL SOFTWARE ENTREPRENEURS EXPAND TEAM

www.interviewcoordinator.com the Swindon-based recruitment management website, is pleased to welcome Stuart Collins as PR Manager to expand the promotion of its innovative online interview management software.

Stuart commented “I am delighted to be on board with such a great team and an excellent product that is purpose-designed and tested for HR Managers and recruitment agencies. Interview Coordinator saves time and costs by streamlining the recruitment and applicant tracking process and is used on a ‘pay as you go’ basis”.

With an extensive commercial and communications background, Stuart, a Chartered Marketer, will be responsible for building brand awareness of this new product. “Not only is the product incredibly cost effective in its own right”, Stuart added,” it is currently available on a 60 day free-trial basis and we look forward to developing the system further with active customer participation”.