Home / Employer / Recruiter Tips / Realistic Job Previews: 5 Questions Recruiters Should Ask

Realistic Job Previews: 5 Questions Recruiters Should Ask

realistic job previews, job preview, recruiting, recruitment, recruiters, hiring, hiring managers

Candidates are researching organizations before they ever apply for a job opening. According to an article on Jibe, 76 percent of candidates do their own due diligence when conducting a job search. Instead of viewing this as a negative, organizations should use this as an opportunity to make sure the information out there is the information you want candidates to know about you and the jobs you offer.

For example, organizations can give candidates a “sneak peek” into what it’s like to work at the company by using a realistic job preview in their recruiting marketing strategy. Now, I know what you’re thinking, “We’re not perfect.” And you’re right. Every company has some negatives. No one likes putting their bad side out there.

Companies have the chance to be strategic about offering candidates a glimpse of what it’s like to work there and allowing the candidate to opt-out should they so choose. That’s not a bad thing…for anyone. But for realistic job previews to do what they’re intended to do, here are five questions to ask yourself:

1.     Is the realistic job preview about the company or the work (or both)? Realistic job previews deal with two things: 1) the work itself and/or 2) the way work gets accomplished. Be intentional in what you’re trying to get across.

2.     What do you we want candidates to know? “Everything” is not the correct response here. A realistic job preview isn’t a substitute for orientation, onboarding, or training. Identify the tasks or responsibilities that you want to make sure candidates know about the job.

3.     When is the best time to share your information with candidates? Once you’ve identified those things you’d like for candidates to know, consider when it’s best to share this information – before applying, during screening interviews, or during in-depth interviews.

4.     Who is the best person to share that info? Information can come from HR or the hiring manager (or possibly both). If the company does collaborative hiring, maybe it should come from a future colleague. Or it could be something you want every candidate to see, so it should be in a video on the company career site.

5.     What’s the answer you’re looking for? It’s one thing to give candidates a realistic job preview. But organizations need to get a response from the candidate. The hiring team needs to reach agreement about the best way to evaluate the candidate’s reaction.

One of the real-life examples that comes to mind when I think of realistic job previews is a video from Google meeting. Not only does it share information about search for Google users, but it shows how meetings happen at the company. Personally, I think you can tell a lot about a company by sitting in one of their meetings.

I also read an article recently titled “Meet Your Future Office Via Virtual Reality”, where project designers are using virtual reality (VR) technology to show clients their office space before it’s ready. Wouldn’t it be cool if this idea extended to candidates? A job candidate would be able to walk around like they were actually in their own workspace.

Realistic job previews allow companies to share important aspects of the job and the company culture with candidates, hopefully before they apply. That way, there are no surprises later in the hiring process, which can ultimately increase employee retention.

P.S. I’m very excited to be speaking about manager onboarding at this year’s Recruiting Trends & Talent Tech conference being held in November at the Palm Beach County Convention Center. With recruiting being both a challenge and a top priority for companies, this is one show you do not want to miss. HR Bartender readers get a $100 discount on premium passes to the event.

recruiting trends conference, recruiting trends, Sharlyn Lauby, premium, premium pass, manager onboarding, hiring managers

The post Realistic Job Previews: 5 Questions Recruiters Should Ask appeared first on hr bartender.

Click Here For Original Source Of The Article

Ads by WOW Trk

About Mildred Blankson

I am a Human Resource Professional with a Masters Degree in Human Resource Management. I have several years of experience in Human Resources and i hope this blog will be a great resource in helping you find the perfect job or candidate that you seek.

Check Also

How to Leverage Company Benefits to Recruit and Retain Top Talent

One-third of organizations have increased their overall benefit offerings in 2016, according to a research report compiled by the Society for Human Resource Management (SHRM). As recruiting and retaining top talent continue to become increasingly difficult for employers, robust benefit packages play a key role. When salaries and perks (think: free lunch) are nearly equal from company to company, employees are likely to opt for the company that offers the best benefits and greatest opportunities.

Medical and financial benefits aside, employees are looking for lifestyle and career benefits. SHRM reported that the top reason employers increased benefits in 2016 was to remain competitive in the marketplace—and the three biggest focus areas for change were in the health (22%), wellness (24%), and professional and career development (16%) categories. Robust benefit packages that include career development, health and wellness, and flexible working options provide a platform for employers to stand out. Nearly one-third of employees look for external positions because they desire “overall better benefits,” second only to higher compensation.

The type of benefits you offer speaks volumes on how you treat and support employees, which always manifests by way of your external employer brand. It’s not enough to say “we have great benefits,” because “great benefits” are now table stakes. Companies have mastered the art of talking about perks, from catered lunches to team building activities. Failure to talk about the real support and development opportunities you offer to employees might translate to missed opportunities. So how can hiring managers and recruiters promote employee benefits to help with recruiting and retention?

#1: Kick “industry standard” out of your vocabulary

When recruiters and hiring managers list their company’s benefits and summarize with the catch-all phrase, we offer “industry standard” benefits, it’s not enough. When all else—compensation, vacation days, and perks—are even, offering a standard benefits package won’t help your company standout enough to secure commitment from a top employee. Even though it might be tempting to default to a quick response, it pays to provide more detail about the benefits your company offers, in length, during the interview process.

And even more importantly than providing a laundry list of benefits (but kudos to you for that list!), explain how these benefits fit in with core company values. For example, if you offer flexible work arrangements and flexible hours, explain that these arrangements support your company’s value of work-life balance. If you provide a gym membership or showers at work, talk about how it enhances company culture or creates opportunities for employees to get the exercise they desire in a convenient way.. When recruits begin to see how your benefits support their shared values and interests, they’ll see the benefits you offer are much greater than “industry standard.”

Employers hoping to keep a competitive edge are offering more than the “industry standard” at every stage of the employee journey, including at severance – according to a recent study by RiseSmart. If you’re on the cutting edge of severance offerings, use those benefits to differentiate your company form the competition.

#2: Talk about goals in the recruiting and interview process

Before an employee is even hired, find out what they’re looking for in their employer and what their short and long term goals are. Ask questions like, “Where do you see yourself in 5 years?” and “How are you hoping your employer will support you along your career journey?” Employees, many of whom are seeking opportunities for career development and continuing education, need to know you plan to invest in their individual career goals.

A Career Builder survey found that 45% of employees, regardless of generation, plan to stay with their employer for less than two years. During their tenure, they expect to benefit and grow with each new role and and at each new company. It’s important to convey to prospective employees that you invest in each individual employee, regardless for how long they plan to stay in the role for which they are being hired.

#3: Amplify the employee voice

Remind employees early on that they have a voice to share about company culture and employee benefits. Glassdoor, for example, recommends employers invite new hires to reflect on their first few months at the company. Whether this leads to internal feedback or a public review, it can assist efforts aimed at creating a positive employer brand.

L’Oréal recently launched a #LifeatLoreal hashtag to encourage employees to share photos of their experiences at work. The campaign all stemmed from the idea that people would trust their peers on social media when it came to L'Oréal being a great place to work. Employees posted a wide variety of pictures, including snapshots of various benefits and perks in action—such as flex days and catered lunches. Encourage employees to share the experiences they enjoy the most on the social channel of their choice.

#4: Keep employees engaged with benefits

On average, salary is only about 70% of an employee’s total compensation. When employees don’t take advantage of the benefits offered by the company, it’s equivalent to leaving 30% of the total compensation package on the table. Employers who keep employees engaged with benefits are more likely to see benefits manifest as part of the employer brand. An employee is highly unlikely to leave a Glassdoor review that mentions a positive benefit if she has never actually utilized the benefit.

Try hosting monthly or quarterly Q&A sessions to discuss available benefits. When you roll out a particularly hefty benefit, such as a new 401K offering, or an update to parental leave policy, give employees ample opportunity to ask questions. You could also share success stories from employees who have taken advantage of a particularly niche benefit, such as an hour of free lawyer services, to showcase how the benefit is used and encourage other employees to check it out.

#5: Benefits are the forgotten negotiation tool

If you are a hiring manager or recruiter engaging with a candidate, think beyond salary, or equity. Everything is negotiable, from vacation days to health insurance choices. Savvy employees, especially as the war for talent continues to heat up, will use benefits as negotiation tools—but don’t shy away from doing the same thing on the employer side. It’s often easier to offer more benefits than to secure additional salary for an employee.

Don’t be afraid to talk about your full complement of benefits, including your severance benefits. Prospective employees may feel more comfortable about joining a company that will take care of them, in the event of a downsizing or restructuring event. You may want to consider offering perks like outplacement and career transition services to employees who leave voluntarily as well as those who are involuntary subjects of a layoff. Knowing that you are invested in their career, even after they leave, will help you create a workforce of dedicated, engaged, and satisfied employees.

The world is small and everyone is connected. When you invest in employees, it leads to a positive employer brand. In the new Employee Relationship Economy, former employees will someday become vendors, customers, brand evangelists, recruiting references, or even boomerang employees. In a world where the employee/employer relationship is no longer finite, it’s important to convey your full support for employees’ career endeavors at every stage of their career journeys -- beginning early in the recruiting and interview process.

In every recruiting conversation, highlight your dedication to each employee’s career. When you frame up your organization’s benefits in context of how they fit in with the employee’s journey, it’s easy for the candidate to see how your company would support his journey. Communication about employee benefits can go a long way in the recruiting process—and will have a direct impact on your employer brand. If you offer much more than “industry standard,” you should be screaming it from the rooftops. Your current and prospective employees deserve to understand just how committed you are to their personal and professional journey.

Leave a Reply

Your email address will not be published. Required fields are marked *

css.php