Interview Questions and Candidate Evaluation Exercises for Customer Support Roles

Recruiterbox

Screening for soft skills can be a challenge so it’s important to ask thoughtful interview questions and have your candidates complete evaluation exercises. In this course, we’ll provide example questions and exercises you can use to uncover the best candidates during the interview phase: Interview questions. When you value soft skills, the typical interview questions just won’t do. Candidate evaluation exercises. Problem-solving exercises.

3 Applicant Screening Tools for Your Contact Center

Employment Technologies

Applicant Screening: Your business needs should always drive the talent assessment process. This exercise may have twists and turns but ultimately, you’ll have clarity about your target. Efficient screen navigators and keyboard operators to avoid “dead air” and extended call handling times that lead to customer frustration. Once you’ve defined your contact center success factors, you can then determine the right applicant screening tools for assessing those factors.

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5 Methods for Screening Your Job Candidates Remotely

Contract Recruiter

Companies right now are exercising due caution. Yet with no available cure for the pandemic and a focus on remote work in many areas, a lot of candidate screening needs to be done remotely. Now, there are some drawbacks to using resume filtering as a screening method.

HOW TO OPTIMIZE YOUR CANDIDATE SCREENING PROCESS

Plum.io

The candidate screening process is an area where art meets science. Your organization needs to optimize the candidate screening process at every step of the way – here’s how to do it right: 1. You need an objective, scientific process to screen your candidates. To put it bluntly, you need a well designed screening test (also called pre-employment assessments) that matches the traits you need in a role to the personality and behavior of a candidate.

Using an Ability Test to Screen Candidates | All You Need to Know

The Hire Talent

Ability tests quicken the hiring process by selecting only the suitable candidates for the following pre-employment assessment stages ( personality inventory , formal interview, job-related interview, behavioral interview , etc.).

I won’t attend your algorithmic test interview

Devskiller

I also happen to know that because that question is asked in every bloody interview! Actually, I thought it’d be honest of me to say I knew this exercise beforehand. Another exercise that I was given required randomly shuffling an array having only a random coin toss at my disposal.

Nailing the Interview Process Once and for All

Dice

In this post, we’ll dive into how you can lead the development and adoption of great interviewing processes to raise your talent bar. Failure to implement quality interviewing processes has significant negative consequences, John noted: “Bad process leads to bad hires and poor candidate experiences, as well as wasted time and frustrated hiring leaders.”. Before the Interview. Expectations are clearly set with the recruiter and the interview team.”.

How to Screen Candidates for Culture Fit

Recruiterbox

A person’s values, beliefs, taboos and the like are frequently not immediately obvious – so how do you screen for cultural fit? Screen before you interview. Don’t be afraid to employ creative interview questions designed for cultural fit. Of course, involving employees doesn’t have to start at the interview process; it can go back as far as your sourcing, too. The post How to Screen Candidates for Culture Fit appeared first on Recruiterbox Blog.

Best way to schedule an interview time with multiple candidates and interviewers

Workable

Scheduling interviews is a burden. Finding times that work for candidates and interviewers often requires back-and-forth emails and checking each calendar separately. And when you want to schedule multiple interviews for each candidate on the same day, you risk clogging interviewers’ inboxes and confusing candidates. With all these challenges, scheduling interviews becomes increasingly difficult as more interviewers and candidates get involved.

Conducting Better Interviews with Value-Based Intuition

Recruiting Daily Advisor

In yesterday’s post , we began to explore how you can conduct better interviews by supporting your intuition with an understanding of your values and learning how to recognize those values in your candidates. Today we’ll look at some details of how to use these skills in an interview. You are likely judging how you or the interviewer are performing. The way to bring a field trip mentality to an interview is to envision a trip you have taken that inspires you.

15 Project Manager Interview Questions to Hire Talented Candidates

The Hire Talent

For this reason, you have to prepare your project manager interview questions mindfully. How to Prep Project Manager Interview Questions. With the help of in-situ exercises and simulations, they can learn more about candidates’ technical/hard skills.

A guide to interview preparation for employers

Workable

When it comes to interviews, it’s good to ‘be prepared.’ Just like candidates spend time to research the company, interviewers should be ready to evaluate candidates properly and promote their employer brand. Here are six tips for interviewer preparation before an interview: Prepare your interview questions. Interviewers who don’t prepare their questions beforehand are missing out on the chance to evaluate candidates effectively.

How to Interview a Rock Star Recruiter

Contract Recruiter

Here at ContractRecruiter.com, we have over the years developed and refined a successful and repeatable process for screening and interviewing corporate-side, contract recruiters that has served us well. We are looking for an understanding of subject matter content (IT, Sales, Finance, etc), as well as general screening skills in regard to things like job gaps, career progression, job hopping, etc.

No Further Questions: Interview Hacks for Hiring Success

Recruiting Daily

At its core, recruiting is more or less an exercise in making a good first impression; from the 6-8 seconds the average recruiter (if such a thing exists) spends reviewing a resume to the reported 35 seconds job seekers spend, on average, reading an online job description , making an immediate impact is imperative for both employers and job seekers. Face-to-Face Interviews: Putting Your Best Face Forward. There are a million potential minefields between an interview and an offer.

Almost Royal: How Not to Conduct an Interview

Recruiting Daily Advisor

As expected, their interview style leaves much to be desired. While several applicants attempted these ridiculous exercises (and one even claimed to actually be Jesus), one flatly refused and openly remarked about how offensive their questions were. The post Almost Royal: How Not to Conduct an Interview appeared first on Recruiting Daily Advisor. Screening, Assessment, Interviewing ADA ADEA discrimination FMLA

Forget Interview Questions: 4 Fresh Tactics to Screen Candidates for Emotional Intelligence

Linkedin Talent Blog

If you’re looking for someone with a proven sales track record, or a master at Excel, there are easy ways to screen for those skills. One staffing company, Office Team , found reference checks were the most common way companies gauged job applicants’ emotional intelligence, beating out interview questions and personality tests. Analyze how the candidate interacts outside of the official interview. Interview Questions Recruiting Strategy

Best interview questions to ask candidates (and how to evaluate answers)

Workable

Whether you’re an experienced job interviewer or just starting out, you’re likely looking for the best interview questions to ask candidates. Determining the best interview questions involves comprehensive research, deliberation, and – occasionally – trial and error. To help you find those effective and good interview questions to ask, we created this comprehensive guide. Which interview questions you should avoid. Types of interview questions.

Too Many Job Interviews!

NPA Worldwide

I think I have a new pet peeve – candidates who are subjected to endless job interviews. I’m talking 5, 6, or more interviews. Here are 3 ways excessive job interviews are harmful to employers: 1. They have other options, and will exercise those options. Having candidates interview repeatedly sends a message that that a company is disorganized, or indecisive, or both (or worse). What’s behind all these job interviews?

Interview process and strategies: a comprehensive FAQ guide

Workable

Interviews are the pillars of recruiting. Here are some frequently asked questions and answers to help you set up an effective interview process: Organizing an interview. What are the typical steps in the interview process? How do I set up an interview? Who should be involved in the interview process? Who should handle interview scheduling, the hiring manager or HR? Interview types. What are the different types of interviews?

The Benefits of On-Demand Interviewing for Both Recruiters and Jobseekers

Recruiting Daily Advisor

For both job candidates and recruiting professionals, the hiring process can be an exercise in extreme patience and coordination. In a recent nationwide recruiter survey , 67% of respondents said it takes between 30 minutes and 2 hours to schedule a single interview.

Work Smarter: 3 Things You Can Do To Recruit More Efficiently

HarQen

Thinking about how you spend your time either at work or outside of it is an important exercise. Shameless Plug #1 – Recruit and Screen More Efficiently. Our online interview platform is designed for the candidate with the recruiter in mind. From a candidate’s perspective this isn’t always the easiest time to connect, save for sneaking out for a quick phone interview in their car over lunch (which I have to imagine we’ve all done at some point).

Why You Should Use a Scoring System to Rank Candidates

Social Talent

For instance, how can you prove that you’re going with your gut when you’re shortlisting candidates, and not just exercising bias? It sounds all fancy-pants, but really all that a ranking system is is creating categories and scoring every candidate that you screen within those categories. So when you’re screening candidates for the role, you should be basing the questions you ask around these categories.

System 143

Global Recruiting: Getting Ahead When Hiring Abroad

Recruiting Daily

Companies may want to consider beginning with a benchmarking exercise in each country, factoring in things like labor market demand, specific salary ranges by position or function, cost of living, foreign currency exchange rates and similar considerations required to determine whether or not any compensation and benefits package offered remains in line with local employers competing for the same pool of talent. Pre-Employment Screening.

Why the interview is the most important aspect of hiring

GoodTime

Most final stage interviews should involve a challenge or a problem-solving skill to see how the candidate responds to stress or pressure. Pass or fail the evaluation of the candidate and the question they have is point of the exercise. Engineer interviews should include a debug challenge, or a new account executive should demo the product and ask for next steps in the interview. Setting interview standards. Interview Logistics Platform

How to Create the Interview Formula that Makes the Right Candidate Stand Out

Vervoe

Many recruiters know the importance of assessing a candidate beyond a polished resume and well-rehearsed interview. In a 2016 CareerBuilder study , 75% of employers interviewed said they hired the wrong person, costing companies an average of $17,000. Recruiters were not interviewing for the actual skills candidates needed to thrive in their new role. There are some red flags that many recruiters miss during the interview stage that can come back to haunt them.

5 Tricks to Help You Mentally Prepare for a Job Interview

Crowded

You’ve managed to catch the attention of a hiring manager at an attractive company and you’ve landed an interview! You’ve even checked Google maps for directions to the interview, made sure you have enough gas in your car, or money on your Metro Card to avoid any foreseeable obstacles on interview day. We know you’ve been waiting all week for your favorite show, but the night before a big interview is probably a good time to make use of your DVR.

Fit Happens: How To Hack Hiring For Culture.

Recruiting Daily

The problem is that as much as recruiting and HR professionals talk about company culture, very few companies actually know how to define their company culture, much less screen and select candidates against it. From employer branding to interviewing, sussing out whether or not a candidate is a cultural fit can be crucial to your recruiting efficiency and efficacy today, and your workforce planning, employee retention and succession planning initiatives tomorrow.

What Recruiters Get Wrong When It Comes to Interviews

Linkedin Talent Blog

One area where I do think the criticism of our profession is warranted is in how we set up and manage the interview process. We all understand we are a “people” business, but seem to forget the whole “people” thing when it comes to interviewing. If the candidate passes this screen, then a second phone screen with the Hiring Manager: A little more than “basic” (but not much) check of interest, skills, motivations and talk of potential next steps in the process.

Interview Balancing Act: Candidate Experience vs. Assessment

Entelo

A great interviewer wields two quite different superpowers: Creating a fantastic candidate experience (merchandising/selling) and assessing the candidate’s alignment with the target profile. Would you rather work for a company where you were made to feel comfortable and appreciated during the interview process, or one where you were given the third degree, put on the defensive and overly scrutinized? What are you screening for?

From Good to Great: How To Become A Badass Recruiter

Recruiting Daily

The recruiters who successfully control the process are never blindsided by an interview no show, nor are they shocked when a candidate declines an offer or decides to drop out of the process. For those of you unfamiliar with this critical concept, a walk on is simply when a recruiter physically accompanies a candidate to an interview instead of simply sending them on their way after an introductory interview.

How the Companies that Everyone Wants to Work for Recruit Their Employees

Social Talent

It might give you some food for thought on the interview processes at your own organisation, because these ones clearly must be doing something right! #1: Interview/Hiring Process: According to Google’s career website , there are two types of interviews in the hiring process. First is a phone interview/Google Hangout where candidates speak with a potential peer or manager, followed by an on-site interview. Typical Interview Questions: .

Assessing Soft Skills Is One of the Biggest Interviewing Challenges — Here Are 12 Ways to Overcome It

Linkedin Talent Blog

When asked, recruiters say that screening candidates for soft skills is one of the top areas they want to learn more about. Trying to assess soft skills during the interview is also problematic because today most candidates judiciously prepare for interviews and purposely “act” so that they put on their best front. Plus, most interviewers contribute to the assessment problem when they simply ask a candidate questions like, “Are you a team player?” Interview Questions

The Virtual Candidate Experience as Designed by LiveRamp

Glassdoor for Employers

Recruiting coordinators had already scheduled several onsite interviews the following day and even more in the subsequent days and weeks. We decided to convert every onsite interview into a virtual experience. Read More: 15 Interview Questions to Ensure Candidate Quality.

Finding the Best Candidates

NPA Worldwide

Candidates must meet a certain level of expectation to get through the recruitment process that human resources and independent recruiters set as a multi-level screening exercise. The first screen is typically a “first impression” screen. Those recruiting are looking for confidence, attitude, approachability, energy, and sometimes when done face-to-face, appearance factors into the screening.

Guest Blog – Four Recruiting Horror Stories And How To Avoid Them

Ideal

1: Great interview, bad hire. The candidate—let’s call him Steve—had a strong resume, but he really won the team over during the interview process. Not only does he seem like an entirely different person than the one you interviewed—but he also makes very little effort to learn the role, makes several costly mistakes, and proves to be very difficult to work with. It’s important to note that the exercise doesn’t necessarily need to be executed perfectly.

Born Into This: Recruiting Isn’t Always What You Think.

Recruiting Daily

But, I’d bullshitted myself into getting the gig by using a bunch of fancy words and, channeling Glengarry Glenn Ross, went on in the interview about how I wasn’t only great at sales, but I was an f-ing closer (and then took a sip of coffee for effect). I knew off the bat that this wasn’t going to be as easy as I had thought when my friend talked me into taking the interview.

Candidate Experience: Recruiters, Stop Making Excuses.

Recruiting Daily

For example, on several occasions, I interviewed for a sudden spurt of similar opportunities sprouting up during a relatively short time span, all variations on the same professional theme. This one I got mostly for jobs I actually proactively pursued, applied and interviewed knowing I’d at least have the proficiency required to be an above average performer, which is all you can really hope for from a new hire. Those 15-20 minute perfunctory phone screens.

The 10 Do’s and Don’ts for Managing Employee Referrals

Social Talent

1: Don’t interview everyone that gets sent your way. If possible, you should try your best to interview everyone who is remotely qualified for the role. There’s no point in interviewing every single referral just to be polite. Just don’t get yourself into a situation where you’ve told the employee that you’re not going to call them in for a second interview before you’ve told the candidate themselves! #3:

Can’t Tell Me Nothing: Why The Job Interview Needs To Die.

Recruiting Daily

Nowhere is this more true than in the job interview. Now, obviously, most candidates come in having carefully rehearsed their best responses to the same silly questions interviewers always ask, or having carefully crafted stories about why they’re looking for a new job or why they left an old one. Here’s the thing: interviews, as both recruiter and candidate know, are total b t. That your best interviewing strategy might be not interviewing candidates at all?

Objectively Measuring Code Quality

CodeSignal

After all, you’ve worked hard to fill the funnel with highly qualified candidates, host interviews, coordinate technical assessments, and schedule on-site visits. This forces your company to rely on tests that can only measure generic topics, such as algorithms and data structure knowledge, and this typically results in many candidates passing the initial technical screen but failing the onsite interview. “All of the software engineering candidates seem equally qualified.