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Tag: Gen-Y (page 5 of 18)

3 Signs That A Candidate Has Lost Interest During An Interview (And How To Address The Situation)

There’s at least a few moments in any recruiter’s career when they realize that a candidate has lost complete interest during the interview.

It’s not always obvious – chances are, they don’t want to offend you (especially if they’re a student or new grad) so they won’t make a show of it. After all, it doesn’t make sense to burn bridges. So the next time you feel the feeling you’re losing them, look out for these 3 signs.

1. They’re not physically engaged

They may be saying all the right things, but if their body language says “I’m bored (or worse, “get me out of here!”), then you need to take steps to reel them back in.

Observe them – are they making eye contact? Slouched? Are they not smiling? Compare their behaviour to when the interview began. If there’s a noticeable difference, it should set off a red flag.

2. They’re giving short(er) answers

Most students and grads are eager to give in-depth answers about their experiences. And while there are some that may become nervous and give you short answers, there will be some that are clearly giving you bullet-points on their experience in hopes that the engagement will end sooner.

This may not last the entire meeting. Pay attention to which questions they answer in a shortened manner – it may be in response to something that they’re not comfortable with, or they’re feeling hesitant about.

3. They’re talking about other opportunities they’re considering

They’re not necessarily doing it in a patronizing manner – most likely, this will sound something along the lines of “I just want to make you aware that I’m considering a few other job opportunities.”

It’s a tactic that some students or grads use to try and soften the blow on recruiters when they are feeling hesitant about a job they’re interviewing for. The idea is that if they make the recruiter aware that they’re being considered elsewhere, it won’t sting so much when they finally turn them down.

Solution: Get to the root of the problem

It’s disheartening when you realize that the young professional in front of you in much less invested in taking the role than you are. And while it’s easy to start questioning yourself (was it something I said??), it’s important to identify why they are exhibiting these signs.

While there are times when the circumstances are out of your control (i.e. it’s not the right fit, they cannot commit to certain components of the role, etc.), there are times when you may be able to clarify any misunderstandings and get things back on track.

1. Give them the floor: If you give your candidate a safe space to voice their concerns, you can react accordingly. Be sure not to approach this situation in a patronizing manner – be understanding, and perhaps start the conversation with a phrase like, “I was hoping to get some feedback from you – is there anything about this position that you have any concerns about?” Position yourself so that they know you’re asking because you want to make sure they feel this position is the right fit so that both parties will be happy with the outcome.

2. Listen, don’t judge: This is more tricky than it sounds – pay attention to your posture, expressions, and reactions to make sure you’re not giving off an aura of judgement. Asking a student or grad to voice their concerns can make them feel like they’re in a vulnerable position, and you don’t want to make them feel like they’re being backed into a corner. If you’ve build a strong rapport with your candidate in advance, it will be easier to address concerns like these.

3. Address concerns: Having students and grads voice their concerns puts you in a prime position to address them. As mentioned above, sometimes their concerns are out of your hands. But if their concerns are within your control, or a misunderstanding/miscommunication, then take steps to correct it. Going out of your way to make sure they have the right info shows your candidate that you’re looking out for them, and you’re willing to go above and beyond to make sure they’re well informed.

Discussion: If a candidate has visibly lost interest during an interview, do you feel it is worth pursuing?

 

How to talk to millennials about relocation

Relocation benefits are a powerful tool in your recruitment arsenal – they can help to broaden your candidate pool, attract top talent and set your organization apart from the competition.

As their primary line to your employer brand, millennial candidates look to you to guide them through the relocation process. For many, relocating for work is the first major move they’ll make since their postsecondary experience – they’re ready to embark on a new career journey, but feel unsure about the undertaking.

The opportunity may be career hatching, but it can quickly get nixed from the get-go if there are any reservations about relocating.

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3 ways to attract millennials to your healthcare organization

Recruiting talent for the healthcare industry?

Healthcare students and grads are a diverse, ambitious group of young professionals who are committed to and passionate about their profession.

For campus recruiters hoping to attract healthcare-focused millennials to their organization, knowing how to optimize your online recruitment efforts can help to differentiate your organization and help you be seen as an employer of choice within the talent pool.

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Year in review: The best campus recruitment resources of 2014

The countdown is on! As the year comes to a close, we’re rounding up our best campus recruitment resources from 2014.

It was an egg-ceptional year for the campus community – from the insider-insight shared at the 2014 TalentEgg National Campus Recruitment Awards and Conference to the egg-citement of the fall recruitment season, there were many opportunities to learn and explore campus best practices. The following resources reflect the range of experiences, events and conversations that took place throughout 2014 and are useful, actionable content for attracting, targeting and recruiting Gen Y.

Revisit 2014’s best campus recruitment resources before the clock strikes midnight!

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