Latest news with #hiringprocess
Forbes
an hour ago
- Business
- Forbes
3 Huge Screening Interview Mistakes You're Probably Making
3 Huge Screening Interview Mistakes You're Probably Making Don't blow the screening! Before you can move forward in the hiring process, you absolutely must clear the screening interview. So, by all means, avoid these mistakes. What is the screening interview? The screening interview is the first in a series of (two to four) job interviews that applicants go through during the hiring process. It is a brief, introductory meeting or conversation that usually lasts up to 30 minutes. During this type of interview, the recruiter or hiring manager, will likely discuss the company and role in more detail and give you the opportunity to ask questions. Another way to think of it is as the appetizer. If things go well, arrangements may be made to move forward to the main meal (the main job interview). And, if things don't go well at this stage, your candidacy for this job may effectively end. Here are three (3) huge mistakes you're probably making with screening interviews. Mistake 1 - You're undervaluing the purpose of the screening interview. Though it requires less time and less investment, the screening interview is every bit as important as the subsequent ones in the hiring process. Too many undervalue the purpose of this interview because it tends to be branded as light and informal. But make no bones about it—it is not. During the screening interview, the interviewer will be observing you, assessing you and making judgments about you around things such as likeability, communication style, engagement, confidence, interest in the role, connection, etc. Your words, sentences, body language, gestures and comfort level will be collated and used by the interviewer to determine suitability for advancing to the next stage in the hiring process. Give this interview the attention and respect it merits. Take it seriously. Dress professionally, make a great first impression, and tailor your energy, dialogue, responses and questions to align with the purpose of the interview. The interviewer's primary goal and purpose during the screening interview—no matter what's asked or not asked or what's said or not said—is to conduct a preliminary assessment for interest, alignment and fit. Forget this at your own peril. Mistake 2 - You're preparing for the wrong interview or not preparing at all. The screening interview is just that—a screening. You won't have the time to dive very deeply into matters during this interview. You won't be able to make the same compelling case and do the same storytelling that you would during the regular (more extensive) interview. And, you shouldn't want to because that doesn't fit with the interviewer's goal and purpose for the conversation. Employers—when doing it right—use screening interviews to conduct a preliminary assessment of candidate interest, qualification and salary alignment, and culture and team fit. Prepare for this interview by taking the interviewer's perspective. The interviewer will want to learn: Sidebar: Many highly qualified applicants never get called because employers have more than they need. Getting a call for an interview (even the screening interview) is an accomplishment even when you don't get the job offer. Mistake 3 - You're failing to elevate the likability factor during the screening interview. You got the call for the screening interview, and now you can't wait to let them know how qualified you are for the job. If you do this—spend your interview time touting qualifications—you will fail. Once you get a call for an interview, you've already passed the 'qualified' test. Now, in the rawest possible framing, the screening interview is the likeability test. The interviewer's goal (again) is to use the screening interview to assess interest, alignment and fit so as to determine which candidates are best to move forward for the deeper—more integrated—interviews. Yes, by all means, weave your experience, education and training in, but do it in such a way that you elevate the likeability factor. Why? Because they already knew your qualifications before they called you. They don't yet know how likeable you are. Your number one goal with a screening interview is to get the green light for the next interview. Make it a priority to be likeable because interviewers aren't likely to move someone forward whom they don't like no matter how credentialed and experienced they are. Likeable people are likable because they: Likability matters, and it matters way more than many people realize. When you elevate your likeability factor, others want to advocate for you. They want to cheer you. They want to be around you because they trust that you will have their back. As a result, they want to have your back as well. Some really good screening interview questions. No doubt, the entire hiring process can feel daunting. From the cover letter, to the resume or CV, to the job applications, to the no-calls and then the rounds of interviews after you finally get called, it's a lot—and it can feel heavy. To help you focus your thinking, here is a list of questions that I've used and many recruiters and hiring managers use during screening interviews. These questions are great for evaluating or assessing key areas of interest, alignment and fit. After the screening interview: next steps. After the screening interview, you should expect to hear back from the employer on the status of your candidacy for moving forward to second interview. It's appropriate for you to ask the following questions during (or at the conclusion of) the interview so that you can leave with an understanding of next steps. If the interviewer doesn't mention these three (3) things during the interview, I recommend you ask: Recommended reading: Nail The Interview: Answer 'Why Should We Hire You' Like A Pro 7 Skills You Must Build To Propel Your Career Forward In 2025 This Is The Phrase That Instantly Damages Your Leadership Integrity
Geek Vibes Nation
5 days ago
- Business
- Geek Vibes Nation
What Should You Look For In Onboarding HR Software
The choice of onboarding HR software is crucial for an organization's hiring process. An efficient system simplifies processes, improves the new hire experience, and keeps your company compliant. Understanding key features and benefits can go a long way in maximizing the efficacy of onboarding solutions. User-Friendly Interface A simple interface makes onboarding easy for managers and new hires. Onboarding HR software features intuitive navigation, which ensures ease of use and reduces the time needed to train staff. Users can get things done on a platform with clear instructions and an easy-to-use design. An interface that caters to different devices improves accessibility, making it easier for team members joining remotely or on-site to use the platform. Comprehensive Integration Integration capabilities are among the most critical functions in HR software onboarding. Integrating this tool should be seamless with the current systems, ensuring data consistency on all platforms. Such harmonization helps in avoiding repetition and makes the work easy and efficient. Integrating payroll, performance management, and communication tools can create a holistic network that benefits all parties Customization Options Since every organization has peculiar requirements, customizing it is crucial. It should bring flexibility to accommodate unique business needs. Customize workflows, forms, and processes to align with the organization's goals. This customization helps organizations retain their unique identity and leverage the software to the maximum. Automated Workflows Automating repetitive tasks helps save time and minimizes errors. The streamlined nature of onboarding HR software with workflows automating processes allows HR teams to develop a strategic plan rather than spending time on manual tasks. The entire process is streamlined: automatic document generation, document reminders, progress tracking, and more. Such automation ensures a seamless transition for the new hires, delivering a delightful onboarding experience. Compliance Management Compliance with both legal and organizational requirements continues to be a key focus. Onboarding software should include tools that make it easy for employees to follow every policy and regulation. It should also include built-in compliance management tools for tracking required documentation, certifications, and training. Organizations protect themselves from potential legal risks by reducing the risk of non-compliance. Fun Onboarding Process Onboarding is the starting point of a new employee's journey. Software that encourages interaction and engagement fosters a sense of belonging and encouragement. Specialties such as interactive modules, personalized welcome messages, and virtual tours create a friendly atmosphere. When new team members realize their worth, they will be even more productive and happy at work. Analytics and Reporting Statistics and data-driven insights are increasingly used to drive decision-making and process improvement. The leading onboarding HR software with a robust analytics and reporting feature provides key metrics. It identifies areas for improvement by analyzing completion rates, feedback results, and time-to-productivity. This ensures the onboarding process continuously improves based on these insights. Scalability and Flexibility Scalability is critical when organizations scale. HR software for onboarding must scale efficiently without any performance degradation. Solutions that provide seamless transitions can effectively support a growing workforce through transitions. Companies are building a foundation to cater to changing business landscapes and future growth with scalable software. Security Features Safeguarding proprietary information is still a top priority. Security is a must for onboarding software; this includes encryption, access controls, and regular audits. By protecting employee information, organizations also ensure trust and confidence in keeping it safe. By putting in place strong security, a business can reduce the chances of data breaches. Feedback Mechanisms Feedback is critical in understanding how the user experience goes once the onboarding software is in place. Continuous feedback offers clues to strengths and weaknesses. Survey and rating forms and comment sections foster direct communication with new employees and HR teams. Such a collaborative approach also ensures that all onboarding processes are constantly enhanced. Final Thoughts Onboarding itself is a small part of a much larger picture, and selecting an HR software solution to meet your needs means you have to weigh several factors before you make your choice, most importantly, ease of use, integration, customization, and more. Features like automation, compliance management, and security make things more efficient and make the system operate more reliably. Focusing on engagement and scalability prepares organizations for effective employee onboarding. Making better-informed decisions will help improve onboarding, thus benefiting the organization as a whole.
Independent Singapore
26-06-2025
- Business
- Independent Singapore
‘Is this normal?' SG jobseeker puzzled after SME asks for payslip and verbal commitment without written offer
SINGAPORE: A jobseeker recently shared on Reddit that he had a strange and uncomfortable experience during the hiring process with a local SME. In a post on the r/askSingapore forum on Wednesday (Jun 25), the jobseeker said the company asked him to bring his payslip to the very first interview, which already felt like a 'red flag.' During the interview, the hiring manager also mentioned that overtime was 'very normal' in their company, which added to his concerns. But the biggest surprise came after the interview. The HR representative told the jobseeker that if another company offered him a higher salary, the SME would not proceed with the hiring. They also said that if he wanted a written offer, he would need to 'verbally commit' first and reject all other job opportunities he was considering. The jobseeker found this unreasonable and explained that he could not make a decision based on just a verbal offer, especially when he had not seen the full contract. He also mentioned that at that point, he still had no information about things like leave, benefits, or working hours. In response, HR simply told him that 'the leaves and benefits are all normal' and tried to move on. Eventually, HR agreed to send the written offer. But three weeks have passed and the candidate has yet to receive any update. Puzzled by the experience, he asked other locals in the forum, 'Is this normal with SME companies in Singapore? Does anyone have any SME experiences to share?' 'Go find something better, please.' In the comments, most users agreed with the jobseeker and said the company was a 'huge red flag.' Many felt it was totally unreasonable to ask for a payslip during the first interview, let alone expect someone to commit without even seeing a proper offer. A lot of people told him to just move on and find a better employer. One person wrote, 'Red flag! And it's just verbal offer, I ever encounter before. Then they ghosted me. There's no point waiting for them, just keep sending resume and attend interviews.' Another commented, 'Move on. They want to hide information and make their hiring process more tedious, that's their problem.' A third added, 'LOL. Haven't even started work and they are already saying OT is very normal? Someone trying to gaslight you. What SME is this? Very good pay or prospects? If no, then who do they think they are? Go find something better please.' It's worth noting that an individual is only considered an employee after signing a contract of service. Also, according to the Ministry of Manpower (MOM), if someone decides not to turn up on their first day of work, they should inform the employer as soon as possible and try to resolve the matter politely by explaining the reason if they can. In such cases, the employer is not allowed to claim notice pay or any compensation under the Employment Claims Act, since there is no official employment relationship yet. Read also: Man questions if he's being exploited after becoming a 'one-man marketing team' for five brands Featured image by Depositphotos (for illustration purposes only)
Yahoo
18-06-2025
- Business
- Yahoo
New hiring trend used by Woolworths, Bunnings labelled 'dehumanising'
If you're looking for a job at the moment, you might find the hiring process looking a little different compared to previous decades. You might have normally sent off your CV, and if you ticked enough boxes, you'd be invited for a one-on-one interview with HR and then progressed to a formal interview with the hiring manager. But you now could have to go through a few rounds with artificial intelligence before you even get assessed by a human. Some of the biggest companies in Australia have jumped on the bandwagon, like Woolworths, Bunnings, and the Australian Open. A spokesperson for Bunnings told Yahoo Finance it's been a game-changer in sifting through thousands of applicants in seconds. "Each year, we receive a high volume of applications for roles from a diverse group of people, from those applying for their first job to those joining our team as part of their retirement plan," they said. Aussie job warning ahead of 'huge' shift: 'Can't even imagine yet' Centrelink age pension changes coming into effect from July 1 $1,000 ATO school fees tax deduction that Aussies don't realise they can claim But not everyone is on board with this new reality. A job ad was recently shared on Reddit, and while the salary was enticing at nearly $160,000 a year, many were put off by the hiring process. If your CV made it through the first round (where it would likely go through an AI vetting process), candidates would then be invited for an online chat interview with an AI bot. If you got to the next round, you'd have to complete a short video interview, again with an AI bot. The fourth round is when you finally get one-on-one time with a Aussies joked they would just use AI themselves to complete those AI rounds, but others said it was a bleak update in the world of recruitment. "If they were actually interested in hiring you, they'd speak to you in person. Don't put up with this dehumanising crap," one commented. "If I saw my dream job advertised with this criteria, I'd bin it," added another. "Hard pass. Totally one-sided. No respect," wrote a third. It's unlikely this will be a passing fad. JobAdder recently revealed the average recruitment agency in Australia is juggling more than 2,170 resumes in just one quarter. The workload is pushing some recruiters to their "breaking point" as they struggle to comb through every single CV to see if they're right for a particular role. However, AI has been touted as a huge solution to drastically reducing this burden. "AI gives people tools and time to make better hiring decisions and offload some of the grunt work, so candidates don't get ghosted," JobAdder CEO Martin Herbst said. "If we keep hiring the old way, great talent will keep slipping through the cracks, and recruiters will burn out. Everyone loses. Something has got to give.' Roughly 62 per cent of Aussie organisations reported using AI "moderately" or "extensively" in their recruitment processes last year, according to the Responsible AI Index. They could be using AI to screen CVs to see whether candidates match the requirements, or for video interviews, chatbots, or just to schedule a meeting. Bunnings told Yahoo Finance AI is used in the "early stages" of the application process and allowed the company to "review every candidate" that sent in their CV in a much shorter time frame. "We rely on the expertise of our internal recruitment team when selecting candidates and all applications are reviewed by our team, followed by in-person interviews to ensure their skills and experience make them a good fit," the spokesperson said. Jobseekers are able to do the chatbot interview whenever it suited them, could be on their phone or laptop, and they could redo their answers as many times as they liked. Woolworths was hit with a massive hiring surge during the pandemic, where the supermarket giant had to recruit 27,000 people within 10 weeks. It turned to for help so "they never had to go through that as a team again". Within one week, the AI chatbot was able to interview more than 10,000 applicants. The AI Smart Interview is able to meet with one million candidates a year and hire 50,000 of them. Not only that, but every single candidate received personalised feedback, which is a rarity in the job hunting process these days. Tennis Australia has to fill thousands of roles every year for the Australian Open, and it was estimated that process took 7,000 hours to assess and recruit all the candidates. However, this process was drastically reduced thanks to AI interviews shortlisting the best applicants. People around the world have been posting videos showing what some AI interviews looked like and they weren't pretty. They can glitch in the middle of the chat and candidates weren't sure whether they were meant to wait until it fixed itself, or end the call and potentially ruin their chances. Leo Humphries encountered this recently when he applied for a job at a large US company and said it was a bizarre experience. "At first, I wasn't sure how to feel," he told Newsweek. "I think in the moment I just felt a sense of disappointment." The chatbot started out perfectly fine, but then it started saying: "For our first question, let's circle back. Tell me about a time when, when, when, let's." He initially thought it was a prank, but then realised it was just an error in the system. "I wasn't given too much explanation beforehand, so it definitely caught me off guard," he in retrieving data Sign in to access your portfolio Error in retrieving data
Forbes
05-06-2025
- Business
- Forbes
Salary Transparency In 2025: Can It Help You Get A Pay Rise?
Just a few years ago, asking about salary early in the hiring process felt risky – even taboo. Fast forward to 2025, and transparency is encouraged, and sometimes even required by law. From EU directives to state-level legislation in the US, salary transparency is reshaping how companies advertise roles and how candidates prepare. But the real question is: Can it actually help you earn more? Here's what's changing – and how to make these changes work in your favour. The EU Pay Transparency Directive, passed in 2023 and now entering implementation across member states, will soon require companies to publish salary ranges for all roles and provide employees with the right to request pay details. While full compliance isn't mandatory until 2026, many European employers are already adapting their systems. Meanwhile, in the United States, several states have passed their own laws. New York, California, Colorado, Washington, and Illinois now require employers to include salary ranges in job postings. Some cities (like NYC) go further, enforcing detailed disclosure rules even for internal roles. According to the Society for Human Resource Management (SHRM), 67% of organizations voluntarily include starting pay in job postings – even in states where it's not yet mandatory. Many of the world's most influential employers aren't waiting for legislation. Companies like Meta, Microsoft, Salesforce, Deloitte, and PwC have already introduced global pay banding frameworks, citing a desire to build trust and improve retention. Why? Because transparency doesn't just benefit employees – it helps employers attract talent more efficiently. Payscale research indicates that organisations with transparent compensation practices experience lower employee turnover, highlighting the role of clear pay structures in improving retention. For jobseekers, this means you no longer have to guess what a 'competitive salary' really means. In many cases, it's right there in the job ad. Whether you're applying for a role or already in one, you may now be entitled to ask about salary ranges – and companies are increasingly prepared to answer. In EU countries preparing for the 2026 directive, employers must inform candidates of expected pay ranges during the hiring process – even if not yet required to list them in job ads. In the US, many state laws grant you the right to request this information during interviews. Here's how to ask: 'Can you share the salary range budgeted for this role?''Is this role aligned to a particular pay grade within the organisation?' If you're already employed, it's reasonable to ask your manager or HR contact about the pay band for your role – especially if your organisation is transitioning toward a transparent structure. New transparency laws are reshaping how people negotiate pay in 2025. Knowing the range gives you leverage. But how you use it matters. For candidates, transparency means you can tailor your expectations realistically – and confidently. If a posting lists a £75,000–£90,000 range, and you bring strong experience, it's appropriate to ask for the upper half. If you're in a current role and see similar roles advertised with higher compensation, you have a benchmark. But rather than demand parity immediately, use the information to frame a development conversation. For example: 'I've noticed similar roles are being advertised at a higher range – I'd like to discuss how my performance aligns with that level.' So far, yes – but not automatically. Salary transparency laws have influenced negotiation behaviours, with candidates feeling more empowered to discuss compensation openly, as highlighted in this Quartz article. Meanwhile, Payscale's research indicates that employees who perceive their company's pay practices as transparent are significantly less likely to seek new employment opportunities. Specifically, each incremental increase in perceived pay transparency corresponds to a 30% decrease in the likelihood of an employee seeking a new job. As Caroline Castrillon outlines in her Forbes article, '3 Steps To Negotiate A Higher Salary Before Accepting A Job Offer', conducting thorough market research and preparing for negotiations are key strategies to secure a salary that reflects your value. According to SHRM, promoting transparency in compensation practices can build trust among employees. When combined with preparation and performance, transparency often leads to better pay outcomes. If you're considering a raise conversation, 2025 offers more tools than ever to support you. Start by reviewing job postings at your current company or among competitors to benchmark your salary. Then, request the pay band for your role if it hasn't already been disclosed. Finally, frame your raise request around value, market alignment, and growth potential – not just comparison. Consider this real example: Nina, a project coordinator in Berlin, noticed that comparable roles at other firms were listing higher salary ranges. She gathered job ads, checked her company's pay transparency policy, and requested a meeting. Her manager appreciated her professional approach – and within weeks, her salary was adjusted to reflect her market value. If you're job hunting, look for postings with clear bands – they're a sign of progressive compensation culture. And don't be afraid to bring up compensation early. In most cases, it's not just okay – it's expected. Salary transparency is about more than just knowing what others earn: it's about knowing your worth. In 2025, the information gap is closing, and with it comes opportunity. The law may be driving the change. But it's up to you to make the most of it.
