Companies in various industries have struggled to find enough skilled workers since the start of the pandemic. The Ministry of Labor reports that the unemployment rate is currently 5.2%, with 8.4 million citizens out of work. In contrast, in June, the Bureau of Labor Statistics reported more than 10 million job postings in the United States.
In this changing economy, there is a need to retain and accommodate workers, and finding qualified candidates who want to grow with a company can be a challenge. We reached out to Fast business Impact Council, a collection of innovative business leaders, to learn more about how they are adjusting their interview processes to recruit the people best suited to this time of change.
Put more emphasis on diversity, equity and inclusion
Now more than ever, DCI principles are at the forefront of many companies’ recruiting initiatives.
“As part of the interview process, we want to understand how a candidate created or fostered diversity, inclusion and belonging in the workplace,” says Ashley Goldsmith, HR manager at Workday. “Some of the interview questions that are useful in assessing this include: ‘Tell me about a time when you adapted your style to work effectively with those who were different from you’ and ‘What types of experiences have you had. have you had in relation to people whose origins are different from yours? ‘ “
A chance to know the “human” side of a candidate
The pandemic has further narrowed the gap between home and work. Through the lens of a computer, a glimpse into a candidate’s authentic life is now displayed, whether it’s the family photos on the wall behind them or a dog in the corner of the screen.
“I find myself having a much more personal conversation at the very start of an interview and things that we probably wouldn’t have talked about before, like the childcare situation and the education situation,” said Margery Kraus, Founder and Executive Chairman of APCO Worldwide. “I think it’s really important that we get to know the person, not just their resume, their experience and their accomplishments, but who they are as a human being.”
A question that touches on the personality of a candidate
While both IQ and EQ are essential in the workplace, showing empathy and understanding of yourself and the emotions of others has never been more important. Hiring people with high emotional intelligence and strong soft skills helps teams grow and adapt more successfully, so it’s no wonder hiring managers ask creative questions to assess. the QE of a candidate.
“We often ask a candidate to sell [us] on their choice of film, ”explains Parizad Bharucha, senior director of human resources at Oracle. “The answers can be very insightful, and a good candidate will ask a lot of probing questions before giving their answer. “
Kristen Delphos, Vice President and Head of Marketing and Communications at Dematic, says: “Many of our areas of focus are about organizational and cultural fit, and the level of problem solving, innovation and resilience that they bring. “
Some hiring managers like to ask simple or riddle-type questions to assess a candidate’s ability to think on their feet in the hiring process. But it might not be the best way to find the perfect employee in a volatile job market. Asking simple questions allows the interviewee to clearly show their strengths.
“Our talent acquisition team believes in a transparent, values-driven, candidate-focused hiring experience that requires no unusual or surprise tactics,” said Ashton Stronks, director of communications at NeueHouse. “We are committed to offering our candidates two consistent points of experience: information and communication.