Microsoft HR exec says to stop following this popular interview advice if you want to get hired

 

When it comes to interviews, there’s a difference between practicing your responses and rehearsing them. That’s according to Chuck Edward, Microsoft’s head of global talent acquisition.

Though conventional wisdom says to practice your interview responses, Edward says “some people become overly practiced and rote.”

“People become flustered and think it’s all about the perfect answer,” he tells CNBC Make It, “and it’s not.”

As the head of talent at a major tech company, Edward says all he really wants to see is that “you’re curious, you’re read up and you have an affinity for the company.”

“Come in with knowledge about the company,” the HR exec emphasizes.

The second issue with rehearsed answers, says Edward, is that they don’t engage the interviewer.

A disengaged hiring manager is more likely to forget about you as an applicant, which may affect whether you get the job.

To connect with your potential employer and make your interview memorable, says Edward, rehearse your questions, not your answers.

“People should really be prepared with questions that have depth and rigor,” says the exec. “Really show that curiosity.”

Asking challenging and thoughtful questions helps you stand out from the pack because they make the interview more fun and engaging. The Microsoft HR exec doesn’t deny that interview preparation is key. However, he says there’s a balance between under-preparing and over-preparing.

Edward says that he’s often “pleasantly surprised” with the questions people ask him. Tough questions, he explains, force the interviewer to really think about the company in new ways.

“It becomes a dialogue, and you become challenged, and you can feel it that they’re making you better [as an interviewer],” he says.

https://www.cnbc.com/2017/11/06/microsoft-hr-exec-says-to-stop-following-this-interview-advice.html

(The articles above have been curated from various sources but not been edited by ICube staff)

A Well-Oiled Machine: What’s Next In Human Resources Technology?

 

According to a study that we at PwC conducted, almost 40% of companies have already moved their core human resources (HR) applications to the cloud in 2017, and even more plan to migrate over the next few years. HR transformation is racing ahead. Robotic process automation, predictive analytics and artificial intelligence are hot. So are mobile and social enhancements using artificial intelligence. Yet digital solutions don’t deliver value unless you understand the experiences you need to create and you bring your people and culture with you.

Consider what’s changing. HR leaders are rethinking the definition of an employee. Some are looking at alternative part-time or contract opportunities in a cross-border environment and re-envisioning work to be more dynamic and collaborative. In turn, these changes could lead to a decrease in labor and office space costs for organizations. While good for the bottom line, these changes also present new challenges for the HR organization that must be addressed quickly, such as how to handle such a fluid workforce when it comes to tax compliance, onboarding or retention. Additionally, some companies are opting to use these changes as a competitive advantage. For example, by using analytics, companies can determine which employees are likely to leave so they can focus resources on retaining high-potential and high-performing individuals.

Given these wide-ranging developments, HR needs a seat at the table as a partner to the rest of the C-Suite. In addition to the basic blocking and tackling, these leaders need to collaborate with marketing due to brand impact, operations due to operation model enhancements, sales due to consumer demand for socially responsible companies, legal due to new contractual considerations, IT due to new and rapidly changing requirements, and strategy related to new innovations. In fact, according to a Harvard Business Review report, 68% of executives have found that data and predictive analytics are important for planning, evaluating and informing decisions about the workforce. Cloud platforms are the best opportunity for these companies to keep up with the innovation and to enable new ways of teams working together.

PwC’s recent Global HR Technology Survey found that migrating HR processes to the cloud continues to happen at a record pace and that nearly one-third of those still using on-premise applications are planning their migration to the cloud. There’s no question that this better serves the workforce due to a variety of factors, including increases in usage of self-service tools and decreases in personnel costs.

So if your company is looking to strengthen collaboration and make sure all departments are on the same page, it is important to remember several things when moving HR processes to the cloud:

• Use a “land and expand” and “mobile from the start” strategy to focus both energy and resources. Mobile drives positive user experiences and anywhere/anytime access.

• Identify the variables that matter to your company. While it is good to gather experiences from others, focus on what you need, timelines that are realistic for your company and the internal/external resources you’ll require. Concurrently, set appropriate expectations for cost savings.

• Consider holistic savings, and do not be too aggressive on initial headcount savings. Each organization has unique considerations, and headcount may even increase in the short term to execute the change.

• Utilize new releases from cloud vendors since they help solve user experience issues and errors/defects/bugs. Although it’s a bit of a hassle learning how to keep up with the pace of change, the benefits of updated versions can far outweigh the effort.

• Create a change management and communications plan prior to starting and ensure that all key stakeholders and leaders are on board to champion the change.

The key to implementing all these emerging technologies and the shift to the cloud is to use advanced HR analytics. By using data from multiple data sources, focusing on key performance indicator visualization, applying predictive tools and increasing usage by other key stakeholders, companies can set themselves up for smooth integration, cost reduction and strategic differentiation.

https://www.forbes.com/sites/forbestechcouncil/2017/11/06/a-well-oiled-machine-whats-next-in-human-resources-technology/2/#161782a31b10

(The articles above have been curated from various sources but not been edited by ICube staff)

SEEK Chooses Video Interviewing for Efficient Hiring Cycles

Australian workforce major SEEK has announced its partnership with Spark Hire, this week. Spark Hire is the global leader in video interviewing platforms, with the collaboration aimed at launching SEEK Video Screen – an evaluation and assessment tool created to simplify hiring systems and reach out to the right talent, at a rapid clip.

The tool optimizes recruitment at every level or type of role, ranging from volume-driven hires to skill-centric, front-facing developer positions. Recruiters can review video submissions from candidates, reducing timelines and improving decision-making.

Josh Tolan, Spark Hire’s CEO commented on the collaboration. “We’re incredibly excited to partner with SEEK to bring our video screening solution to Australian and New Zealand recruitment agencies and businesses. Through SEEK we’re able to help more recruiters and employers make informed short-listing decisions in a reduced timeframe”. SEEK believes this will push conversion numbers, placement scenarios, with a significant cost and time advantage.

Michael Ilczynski, SEEK’s MD for ANZ considers the move to be emblematic of tech-innovation: “By partnering with leading technology companies like Spark Hire we continue to demonstrate our commitment to providing competitive advantages for recruiters and companies driving more hires and increased revenues.”
In fact, video interviews impact hiring quality with the opportunity to acutely assess personality traits and communication skills. The tool offers collaboration and sharing features, to allow multi-level consultations on a candidate’s final selection.

“Video interviews can lessen unconscious bias and make compliance easier because hiring managers and recruiters can compare candidates side-by-side as they answer identical questions,” says Tolan, amplifying the possibilities of Video Interviewing. SEEK Video Screen helps eliminate geographical constraints, allowing organizations and recruiters to tap into the best talent, regardless of location.

Ilczynski was also strongly in favor of the approach: “Video interviewing is growing in popularity with recruiters and employers because it provides a better picture of job applicants than other early stage recruitment techniques such as phone screening or online surveys.

The internal team at Spark Hire has been experimenting with SEEK Video Screen for talent acquisition, replacing the traditional phone screen when recruiting for customer-facing roles. The tool has successfully reduced initial screen times by a significant margin of 10 hours, Ilczynski reports. This has led to a set of positive outcomes: increasing in-house recruiters’ confidence in the capabilities of candidates shortlisted via SEEK Video Screen, and downstream efficiencies such as fewer interview rounds, a shorter time-to-placement period and an overall increase in hire quality.

https://www.hrtechnologist.com/news/candidate-search-and-sourcing/seek-chooses-video-interviewing-for-faster-and-efficient-hiring-cycles/

 

Indian Firms Are Now Using AI-Based Bots To Recruit Candidates

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Recruitment is one of the most important tasks at any firm. It’s not only time consuming but also a resource hogging process. In order to ease this process some Indian firms have started to use artificial intelligence based bots to streamline processes. Previously, firms used to digitally sort resumes based on keywords on the resumes but today this process has gone as far as doing a preliminary assessment of the candidate. A report in Quartz has stated that companies like Ola and Accenture are now using these bots in the recruitment process.

(The articles above have been curated from various sources but not been edited by ICube staff)

HR should already have embraced artificial intelligence

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Artificial intelligence in recruitment and performance management giving employees their key deliverables the day they join; measuring real-time performance through identified key performance indexes; and mapping employees’ development needs and creating succession plans for critical positions is now a workplace reality.

(The articles above have been curated from various sources but not been edited by ICube staff)

Why HR can’t achieve equality without men

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A global HR head has called on other industry professionals to engage men in their workplace diversity initiatives, saying they won’t be successful without company-wide support.

“Engaging men is vital in driving equality forward and it is a topic that needs everyone involved in the conversation,” says Karina Govindji, group head of diversity and inclusion for Vodafone.

(The articles above have been curated from various sources but not been edited by ICube staff)

Help wanted, but only if you’re data savvy

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“Digital intelligence director.” “Senior analyst, predictive analytics.” These might sound like job titles at a market research firm, but they are actually recently created positions at major U.S. PR shops.

The new positions reflect the effort by firms to beef up capabilities in measurement and analytics. It’s the next step for PR agencies that had been focusing on building out their content creation chops with roles like creative director, copywriter, and planner, which were long much more common at creative agencies.

(The articles above have been curated from various sources but not been edited by ICube staff)

HR professionals key to driving productivity in firms

The role of HR professionals in driving the growth of enterprises and the need for them to reorient strategies to make most of the opportunities while learning to tackle the challenges emerging with more millennials in the workforce was highlighted at a conclave in the city on Friday.

(The articles above have been curated from various sources but not been edited by ICube staff)

Revolutionising the hiring market

Technology has changed the face of every aspect of today’s life. Improvisations and optimisation of business, connectivity, travel and many daily amenities have made life easy. With the increasing mantle of technology, Worknrby — an online portal for employers and employees help people in finding the jobs.

(The articles above have been curated from various sources but not been edited by ICube staff)

How recruiters can kick-start their 2018 planning

Year end is closing in and for many HR Departments it’s time (or past time) to craft a recruitment plan for 2018. Don’t usually make one? It’s a good year to start.

Before the bustle of open enrollment, take time to outline what your structure will be for next year’s hiring needs, how you can capitalize on what worked in the past and which strategies to ditch in the future.

“You can’t always plan for the future,” Abby Baumann, senior marketing coordinator at EPAY Systems, a leading SaaS provider of integrated human capital management software, said. “While many companies develop an annual plan, our clients often hire as needed. You can’t always plan for the ebb and flow of an hourly workforce.”

However, she adds that a hiring plan should always take budget and business goals into consideration.

Whether you’re developing a formal plan or not, it’s a good time to review and hone your processes. For small and large companies, budgeting and forecasting has likely already begun. They may be planning head count, but you can enhance that with strategy. Some things to consider:

Anticipate attrition

Pat Russo, principal and LaborWise leader at Deloitte Consulting LLP, recommends that companies should develop an annual plan, including a process to continually refine the plan.

Employers should know:

How many new positions will be created;
How many positions are expected to be removed in the organization; and
The potential locations of roles.
There should also be a view of how many roles will need to be filled based on historical trends of attrition.

“We recommend that our clients engage in a workforce planning program that projects near-term (<12 months), mid-term (1-2 years) and long-term (3-5 year) skill and position requirements,” Russo said.

What to considering when sourcing

Current and compliant review

Are your job descriptions, applications and other written materials current and accurate? Particularly for those openings that you can anticipate, take the time to work with the hiring manager to get them ready for posting.

Are you listing any non-compliant information? If you’re in one of several states, questions about salary history may be banned. For other locations, predictive scheduling laws may be taking effect. Local jurisdictions may have even more new legislation that will affect the way companies hire. A compliance review may save a lot of headaches in the coming year.

Data analysis

End of the year is the best time to analyze what worked and what did not. Are you attracting the right talent? What sources netted you the best results and which were a waste of time and effort? It’s time to dig through big data for answers. Analyze your best hires from the past year. Where did you find them? Just because a source provided hundreds of resumes/applications doesn’t mean a single one was useful.

Hone down your recruitment sources to ones that return on your investment of time and energy and ditch the rest.

“In order to determine what worked or didn’t work in the past year, it’s important to have workforce management software with comprehensive analytics features,” Bauman said. “You can use that insight to help make hiring decisions for 2018.”

https://www.hrdive.com/news/how-recruiters-can-kick-start-their-2018-planning/508472/

(The articles above have been curated from various sources but not been edited by ICube staff)