iCIMS Hire Expectations™

“Come on man, everybody’s doin’ it!” Ok, so despite the saga of teen dramas that suggest otherwise, this is probably not a phrase you regularly heard during adolescence. However, you probably did succumb to Mullets, Furbies, Beanie-Babies or cut-off jean shorts. What does this list of déjà vu invoking items have in common? They are all past trends! While we have finally figured out that talking owl/hamster robots are incredibly creepy, there is much debate over whether Facebook and other social networking sites are here to stay, or will fall into this familiar pattern.

Much like trends, social networking sites must maintain popularity for success, because the power of social networking is dependent on the idea that the users’ friends are also users. Many argue that Generation Y will never loose interest in social networking sites. According to mashable.com, a survey conducted by the Pew Internet and American Life Project indicates that two thirds of technology experts surveyed believe that Generation Y will continue to use social networking tools into adulthood. In contrast, a survey done by Roiworld suggests that Generation Y is rapidly loosing interest in Facebook, claiming that “one in five teens with a Facebook profile has decreased or discontinued their use of the site as of April 2010.”

Conversely, Generation X’s use of social media is rapidly increasing. This may be the result of the increased use of social networking in the HR Industry as a means of recruitment. Social Networking sites are exceedingly professionally beneficial. By participating in a social network, companies can easily increase “branding”; then, when they do need to recruit, their brand is already known to the public. With social networking sites, companies can rapidly increase their contacts, especially because they are doing so in a forum where people are already interacting. In addition, social networking can increase employee engagement and showcase the “human face” behind the company.

With numerous benefits, why shouldn’t all companies utilize social networking? It’s simple - the benefits of social media require openness in other areas. Just as there was some logic to the “business in the front, party in the back” theory, despite the embarrassing general haircut, companies must consider the benefits of connectivity in exchange for company privacy. By connecting through social networking, employees are given an influential voice. Though this can increase positive media coverage for the company and provide a forum for receiving advice, it does open the company up to the public (for more information on this, check out Tuesday's blog on Corporate Transparency).

So, although mashable.com says social media is here to stay, and Roiworld says it’s a fading trend, the bottom line is that companies should utilize social networking sites because talent does exist on them. To ensure that the risks do not outweigh the benefits, the company must craft a clear HR Strategy detailing what they are looking for and how they will find it. They should consider that Facebook or MySpace may be more useful in finding summer interns and recent college grads, while Linked-In or Twitter would better resources to fill executive positions. Further, they should consider whether they are going to actively pursue candidates, or just set up pages to facilitate passive recruiting. So, just like the great memories you have from summers in your cut-offs, social networking in HR (even if it turns out to be only a trend) could be a great source for scouting talent and produce lasting positive effects.

From the time of adolescence, we have all had the same classic interviewing tips ingrained into our brains: look them in the eye, have a firm handshake, dress appropriately, arrive on time, etc. As a prospective babysitter or paperboy, these tips seemed overwhelming and irrelevant, despite our parent’s insistence. Ironically, in an age where one is more likely to be looking at a webcam and could feasibly be wearing pajama pants, we might have (finally) proven our parents wrong after all.

Phone and (more recently) video interviewing is becoming more and more prominent in the hiring process. And why wouldn’t it? Among other things, virtual interviewing saves time and money, is beneficial to the environment, and allows interviews to be recorded and replayed. For college students like me, virtual interviewing is an integral part of the internship process that allows for an abundance of opportunities which would otherwise be highly unlikely. I have personally reaped the benefits of virtual interviewing. After applying to iCIMS in Hazlet, NJ, I had two phone interviews, saving me the time and money of having to travel home from school in Boston. Next spring, while I am studying abroad, I will use video interviewing to apply to internships for the following summer. 

But can interaction via telephone or computer truly give recruiters a clear picture of candidates? And conversely, does a mere phone call or video chat give candidates a fair forum to showcase their abilities? On the one hand, both the interviewer and interviewee definitely cannot get a full sense of the other person through a virtual interview. Observing one’s mannerisms and the way they carry themselves can say a lot about how they interact with others, their level of aggression, and their general demeanor - all important aspects when considering a candidate’s fit within the company. In addition, there is always the possibility of technical problems such as lost connections; disruptions like this can make the conversation awkward and distort the interview’s authenticity.

However, virtual communication skills are becoming increasingly important in today’s society. As a candidate that interviews virtually, one will most likely be expected to communicate with clients virtually. Perhaps, in this situation, the recruiter should be most interested in the candidate that can exude themselves best in a virtual setting. 

Some companies are successfully using technology to improve not only the interview process, but the entire hiring and management of employees. Applicant Tracking Systems allow organizations to track candidates’ progress through the entire hiring process. Further, some employee management programs allow automation of the entire employee lifecycle utilizing one centralized platform, as opposed to using multiple, disparate programs. Like virtual interviewing, this saves time, money and the environment!

While technology is making remarkable advances, the debate about virtual interviewing really comes down to balance. In an information age with increasing virtual communication, it is vital to have the knowledge and skills to successfully engage with people in a virtual forum. Nevertheless, solely virtual skills cannot sustain a career. One must still have the ability to effectively communicate with people in person; this means looking them in the eye, having a firm handshake, dressing appropriately, arriving on time, etc. So maybe we should thank our parents for the lecture after all…

Tips for the Virtual Interview Novice:

If you do find yourself intimidated by a virtual interview, don’t worry, it’s easy to make it great! With a phone interview, remember to have your resume on hand; go somewhere quiet and ensure that you have good cell service, or use an available land line. Also, speak clearly and do not interrupt the interviewer. With a video interview, be conscious of the camera. Make sure you read all instructions and questions carefully, dress professionally, and look at the camera. In addition, check that you have good lighting and that your surroundings are not distracting; poor lighting or clutter can take away from you. Finally, remember to smile! No matter what type of interview, a smile always comes through. Good luck!