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Remote interviews aren’t anything like in-person interviews, so it’s understandable that you can feel apprehensive or nervous about doing one. In some ways, it may be more intimidating than talking to an interviewer directly, and in others, you may find it easier. Either way, you’ll need to prepare for the interview in a different manner that you may be used to, so we’ve compiled some tips on how you can nail that remote interview and find your next role.

Do Your Research

Just like how you would for an in-person interview, do some background research on your interviewer. Look for mutual contacts or connections, or shared experiences, like a similar project you’ve both completed. Having things in common with your interviewer will put both of you at ease, making the interview smoother on both sides; as an added bonus, the more shared traits you have, the more likeable you come off as a person. Interviewers like it when it’s clear you’ve done your research, and you’ll appear to be more invested in the company and the role you’re applying for, than someone who fumbles over the job description. …


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Engaged employees are the most productive workers, but in times when face-to-face interactions are not possible, it can be hard to keep engagement levels high. Keeping employees engaged while working remotely is not impossible, but it does require more additional planning and proactive effort on everyone’s behalf. Here are several things you can do to increase team bonding and make up for the lack of in-person interaction:

Continue to host and celebrate events

Just because you are not physically in the same building does not mean that you cannot celebrate things as a team: birthdays, project milestones and end of week happy hours are just a few of the many celebrations you can still hold on slack, video calls or even email. …


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Job hunting can be tedious. When things are good, you may have around 5 to 6 recruiters a week reaching out to you. But now, in an economy impacted by COVID-19, the tables have turned. Over the last several months, more than 70,000 tech startup workers have been laid off in the US. Even giants like IBM have laid off thousands of employees, and the numbers are only rising.

That said, many tech companies are still hiring. While unemployment has risen, the tech unemployment rate was only 3.7% in May, compared to the estimated 16.3% national average. Tech companies remain the largest source of job postings in the job market, and an increasing number are open to remote hiring. While strong tech candidates are still in high demand from startups, job hunting can still be a painful process. …


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In 2008, streaming giant Netflix was among the first to offer what seemed at the time a revolutionary work schedule — unlimited PTO, as long as you can finish all of your assigned work. The model worked; Netflix employees reported feeling less stressed, more engaged, and were happier than traditional 9–5 workers in competing companies. Productivity soared. Turnover dropped.

Of course, this anything-goes policy may not be feasible for many companies, especially smaller start-ups. However, Netflix’s success has set an example proving that with the advent of modern technology, the 9–5 workday has become outdated and inefficient. …


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With lockdowns still in play in many US cities, it’s clear that hiring managers need to adapt and that in-person interviews may not be feasible for some time. With strong tech talent in high demand even during the current employment downturn, a positive remote candidate experience may be your best bet for winning top talent. Even if you’re only hiring a few select positions, building a strong candidate pipeline and creating an employer brand for your company is crucial now and for the future.

Here are three ways to ensure your candidates have a great experience while hiring remotely:

1. Create a structured, thoughtful process

Too often, companies pull in new interviewers on the fly when bringing candidates on site. While this can be beneficial to help employees meet all the right people and give them a sense of the culture, in “remote times” it’s just not possible to coordinate. Not having a clear structure that’s communicated early on can leave candidates feeling slighted or make them feel their time is unappreciated. Think about the candidate as an end-user, and ensure each step of their interview process is clearly thought out: with goals, objectives and outcomes set for each conversation. …


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If it’s hard to find technical talents applying for your open position, there might not be anything about your company that’s the issue. It might not even be because of the crowded employment market. Chances are, you might be using the wrong keywords to engage with prospective candidates and thus important talent are missing out on the position simply because it isn’t visible to them.

If you’re a fun and exciting startup looking for similarly inspired talents, it can be tempting to create quirky job titles like “Python Ninja” or “Software Whiz” to appeal to younger candidates. However, these titles likely won’t appear when candidates search for the more official names of these positions (i.e. Python Developer or Software Engineer), risking your company being passed over when candidates search for relevant jobs. When sending out a job posting, always choose the description that is most commonly used to describe it in order to receive maximum engagement from interested parties. …


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Photo by Avel Chuklanov on Unsplash

The last several months have been trying, to say the least. With the onset of a global pandemic and unrest related to racial discrimination in the US, work and life have both been disrupted and impacted in ways we’ve never imagined. For those laid off as a result of the economic situation due to COVID-19, you are faced with the daunting task of finding a new role, in an extremely competitive job market, with a future that is very uncertain.

On the company-side, there has been a lot of innovation to help hiring managers and recruiters find the best talent, and automate repetitive aspects of the recruiting process. For job seekers, the tools have remained much of the same. Job boards, Linkedin, and some new domain-specific apps that promise to match you with relevant roles. But looking for a job is already a full time job, and much of the time is spent scouring job boards or LinkedIn looking for relevant roles, creating cover letters, filling out online applications and then waiting, and waiting and waiting. …


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The COVID-19 pandemic and government shutdown has cost more than 15 million Americans their jobs, according to a recent report released by the United States Department of Labor. With small businesses and startups fighting to stay afloat, workers unable to earn a steady income due to a closure of non-essential businesses, and mass lay-offs, it’s clear that many of the long-run effects of the pandemic will be felt for much of this decade and more.

For many, especially recently laid-off workers, the idea of finding a job in the face of a looming recession may sound daunting. Positions are more competitive than ever. Many companies have chosen not to suspend their hiring plans until there is more business certainty. There is no doubt that finding a job this year will be much harder than in previous downturns. …


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Photo by Jacqueline Kelly on Unsplash

With resume fraud increasing at an alarming rate, it’s important to have a good employee screening system in place to ensure that you’re hiring only the most capable candidates. However, not enough is being done to prevent finagled resumes from making the cut. According to a survey produced by TopResume, nearly 78% of all HR professionals have spotted candidates lying on their resume, but only two-thirds of companies perform consistent background checks.

Resume fraud can happen anywhere, even at senior positions in top companies. In 2018, Samsonite CEO Ramesh Tainwala was accused of falsely claiming to have a PhD that he never completed. …


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AI and Machine Learning are slowly becoming the future of talent sourcing and acquisition. Already, large companies like Hilton Hotel and Unilever automate all of their initial candidate evaluations, with the AI company HireVue behind the technology claiming to have decreased hiring time by over 90% and increased hire rates by 40%.

AI sourcing, such as the technology behind Celential, has proven to be fast, reliable and efficient. Compared to traditional recruiting services, Celential’s AI platform takes just ⅓ the time and provides stronger candidates than those produced by hand.

According to a study conducted by CareerBuilder in 2017, nearly three-fourths of employers hired the wrong person for a position, at a cost of approximately $15,000 per person. Filling empty positions is both costly and lengthy; with recruiters busy with sourcing dozens of other positions, it can take several months before a bad hire’s position is replaced. …

About

Celential.ai

We’re bringing to market AI-driven services to empower people to own their career development and match talent with the right opportunities. celential.ai

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