Tag: hr | Page 4 | Artisan Creative

7 Interview Questions Every Employer Should Ask

Tuesday, March 19th, 2013|

Whether you’re a veteran interviewer or hiring your first employee, you’ll probably agree that the interview is the most important part of the recruitment process. Therefore it’s critical to ask the right questions. While our version of the Proust Questionnaire offers a few out of the box questions (designed in some cases to stump potential employees or just see how creative they can be), here are a few of the more typical questions every interviewer should be asking:

1. Tell me about yourself. – This type of open-ended question is a great way to start your interview and put your candidate at ease. It should be easy to talk about yourself! It also gives you an opportunity to witness both confidence and communication skills first hand.

1. Describe a time when something went wrong at work and how you dealt with it. – This question is ideal for learning about how your potential hire will handle the pressures of life and conflict in your office. Answers here also demonstrate problem-solving skills and culture fit.

1. How would your boss describe you? – This is a great way to ask the “strengths” and “weaknesses” question without actually asking it. It also provides some insight into how your working relationship with the potential talent might be. Does the answer describe a person that would fit well within your organization?

1. What role do you usually play in a team? – The answer to this question should complement the answer previously – is the way your coworkers see you the way you actually perform in your company? This question also provides insight on personality and autonomy.

1. Where do you see yourself in five years? – The perfect question for uncovering candidate motivations, answers help determine whether your company and the opportunity presented are a good fit for the interviewee. Will they still be with your team in five years or will they quickly outgrow your department or company?

1. Tell me about a favorite project you worked on and why it’s your favorite. – Resumes offer a list of responsibilities and accomplishments. Answers to this question should reveal the story behind the bullet points, the passion for the project, and the genuine interest for the work. If any of these are missing, perhaps the interviewee is in the wrong business.

Do you have any questions for me? – This is the perfect way to “end” an interview as you turn the tables, engaging the talent to then interview you. Not only does it demonstrate your company’s appreciation for open dialogue, but also lets you know whether the potential job seeker is definitely interested. If they answer “no” – then they are probably not the best fit.

Is there a question you like to ask during interviews? Why do you ask it? Share with us in the comments below.

Jessica Bedford, for Artisan Creative

LOOKING TO HIRE

LOOKING FOR WORK

Office Etiquette: 5 Things You Should Never Say (or Type)

Tuesday, January 29th, 2013|

Everyone speaks without thinking on occasion, and we’ve probably all hit “Send” when we wish we hadn’t. However, there are times when what you say (or type) at work can have big repercussions. Unlike our personal relationships, where it can be easier to apologize and move on, office blunders like this could land you out of a job! Here are a few “nevers” to remember:

“I really shouldn’t say this but…” followed by anything at all. You already had second thoughts. When in doubt, shut your mouth, in this case.

“Don’t tell anyone I told you.” If I can’t tell anyone you told me, I don’t want to know. Information is sometimes kept to only a few for quite valid reasons. If someone else says this to you after a juicy tidbit, get the brain bleach because it had better not go any further or it’s your fault.

“How much do you make?” Never discuss salary with your co-workers. Unless you are directly responsible for hiring someone or involved in your own salary negotiations/reviews with your manager or HR, this information should not be shared.

“My boss is the worst.” Or variations on that theme. The only person who should hear complaints about the boss is the boss – and in an appropriate venue. Your human resources department is also a suitable audience. This goes double for social media. Facebook and Twitter are terrible places for complaints about your boss or your job. You can’t control where that information goes after you post it and every Tweet ends up in the Library of Congress if not in your boss’s Inbox.

Anything you wouldn’t want your Grandma to see. I know, that’s a tough one, but a good rule of thumb, especially for employees looking for jobs. No social media platform is perfectly private and even snail mail can get passed around. Keep those steamy stories for in-person encounters with trusted friends.

There’s a meme going around with an acronym we like: T.H.I.N.K. Before you say something, ask yourself:

Is it True?

Is it Helpful?

Is it Inspiring?

Is it Necessary?

Is it Kind?

Not everything we say will be all of these, but applying this test is a good way to make a conscious decision about what we say and send.

Wendy Stackhousefor Artisan Creative

LOOKING TO HIRE

LOOKING FOR WORK

What’s Your EQ?

Tuesday, September 11th, 2012|

One of the most interesting topics I studied in my Career Development program was Emotional Intelligence or EQ. It still makes me think.

What is Emotional Intelligence?

Emotional Intelligence is defined as “the ability to identify, use, understand, and manage emotions in positive ways.” The way my instructor put it was understanding and using emotions to achieve your goals at work and in life. This was a bit of a surprise to me, as I thought it was probably best to be able to put emotions aside and think analytically, at least at work.

Why is EQ important in recruiting?

On the Undercover Recruiter blog, they emphasize the intangibles that can be the most important factors in a job interview. When we are thinking about a candidate’s energy, their “vibe,” their sincerity and their manner, we are evaluating their EQ and using our own to make those same evaluations.

Why is EQ important in job search?

When you are looking for a new role, it is essential to know what your emotional as well as your salary and benefit needs are. What is important to you in a company culture, what makes you happy, these are the things that should help you decide whether to accept or reject an offer should it come your way. Your EQ is also a tool in your interview process, helping you to determine what kind of an interviewer you are faced with and what your best strategy might be.

Can you raise your EQ?

You can absolutely make a concerted effort to become more aware of your emotions and of the emotions of others. Try to listen actively and pay attention to what others are telling you with their tone and their body as well as their words. When you have strong feelings, think them through and see if you can find a way to use them to reach your goals, rather than suppressing them. Use the nonverbal information you receive in your work interactions and job interviews to help you think and plan strategically.

As a creative, I am fascinated by the process of becoming more aware and able to utilize the ideas that come from greater awareness. It’s awfully fun to be on a team of people who all understand each other, even if some information is never verbalized.

Wendy Stackhouse, for Artisan Creative

On this 11th Anniversary of September 11, 2001, our thoughts are with those who lost their lives and those they left behind.

LOOKING TO HIRE

LOOKING FOR WORK

There’s More to Onboarding Than Training

Tuesday, August 21st, 2012|

We’ve talked before on the Artisan blog about starting a new job and offered tips on getting through the first 3, 6, 9, and even 12 months in a new role. Many companies, however, do not have an established system for bringing new employees through that first year, and considering the stress those employees are feeling, it’s a good idea to have a plan for helping those new hires become more comfortable as quickly as possible.

An Onboarding Plan v. Orientation and Training

Every employer has some kind of orientation system and training in place if it is needed for a particular job. But often, when a company hires someone with all the skills to do their job on day one, will stop after an orientation period and just set them to work with no definite plan to help them succeed.

It is important to make sure that a new hire understands the company’s expectations, is aided in setting short and long-term goals, and understands how and when he or she will be evaluated.

Another important addition to successful onboarding, however, is giving your new hire opportunities to talk to his or her manager about concerns they might have at the 3 and 6 month points in their new role. Give them a safe space to discuss their own impression of the job, how it could be improved or changed to make them happier or more productive as well as ask questions. Often, unless given an opportunity, a new employee will keep to themselves, fly under the radar, when proactive communication could improve a situation for everyone involved.

Tips for Onboarding:

Develop a real plan–Don’t assume that new employees will find a way to get what they need or want. Make a schedule to meet with new hires at regular intervals and stick to it.
Tell them about it–Make sure your new hires know that they will have chances to talk to you about how things are going for them. Ask them to make a list of questions they have when they come up so that you can discuss them when you meet.
Follow through–Don’t let your onboarding plan fall through the cracks if a new hire is going well. Even if you just get together to talk about how great it’s been so far, you can take the opportunity to let your employee know that they are valued and that you both that they are succeeding.

No matter how perfect a fit a candidate is into a company, he or she needs to know how they are doing, that they have made the right decision and that you are both on the same page. Give all your new hires a chance to feel great about their role in your company and you will reap the rewards of a happy and productive workforce.

Wendy Stackhouse for Artisan Creative

LOOKING TO HIRE

LOOKING FOR WORK

Writing Better Job Descriptions

Thursday, May 10th, 2012|

“We are looking for…”

Hiring Managers – do you really know what you are looking for?

We post a lot of job descriptions to their Open Jobs page. Most of them could be described as formulaic: we are looking for a ___________ to do ____________, reporting to _______________ with the following experience…

This is a concise, straight-forward approach informing potential candidates about what the role will entail and, more importantly, what’s required to apply.

But, if you’re not a recruiter who is used to writing job descriptions on a daily basis, it’s important to consider a few key items when writing your job description if you want to ensure you attract the perfect candidate:

Specificity
Don’t list every single task your candidate needs to perform from day one. Instead, identify the key responsibilities your candidate MUST be willing (and qualified) to do daily. Remember it will take any new hire time to get up to speed in a new role. Your aim is to identify potential employees who can minimize that learning curve as much as possible.

Titles
Make sure that the title you list is exactly what your company needs. Remember to choose one that portrays an accurate description of the role, despite what internal policies require the position be named. If it’s a new role for your organization, do a little research to see how the job market is searching for this kind of position. You want to make sure talent can find your opportunity.

Keywords
With SEO and Social Media playing a huge role in the job searches of today, it’s important to ensure that your job description will be seen by as many eyes as possible. Using accurate keywords and/or “buzzwords” throughout your job description will help increase its exposure. Don’t forget to include the titles of people this person will work with/report to, the industries or brands they will manage, the programs they will use or the trends they should be following.

Spread the Wealth
If you are seeking to fill more than one role, before you post, make sure you have thought about all the ways the work could be distributed. Maybe a different combination of skillsets could fit a more senior-level person and entry-level candidate, rather than two mid-level hires.

Requirements
Before you require a Bachelor’s Degree in Marketing, think about what skills that individual would have and whether someone without that degree might still have the skills you need. If a skill is “nice to have” but not “required” – make a point of noting the difference.

There are definitely some absolutes when hiring and only you can say what yours are. But with so many talented people ready and willing to work today, the clearer you are in your job descriptions, the more qualified your candidate pool will be.

LOOKING TO HIRE

LOOKING FOR WORK

Job Requirements: How Important Are They Really?

Thursday, April 26th, 2012|

Through my work with Artisan, I read a lot of job descriptions. Chances are – if you’re here reading this blog – you probably do, too.

Some of those job descriptions are in my areas of expertise and some are not, but they all have one thing in common: the job requirements often sound incredibly hard to meet!

In my career as a performer, I do occasionally run across a job posting that might as well say, “Wendy Stackhouse, please send in your resume ASAP.” But not often. There just aren’t that many operas with witch, bird, or insect roles out there. Never, however, have I seen a job description in business that perfectly calls my name.

The question for today is: how important is it that you meet all the requirements on a job listing?

The answer, of course, is: it depends.

Experience
Suppose the job listing says “5 years experience required.” If you have only 3 years but meet most of the other requirements, then go for it. If you have 1 year, don’t waste your time.

Background
If you’ve been working in your field for a while, you probably have a lot of skills that are transferable from one industry to another. Oftentimes, however, the job description might require a specific industry background. With the creative industry specifically, there is the added element of design aesthetics or copy voice to consider as well.

In these cases, if you’ve spent years in finance or healthcare – you probably can’t transfer easily into something like retail or entertainment. Don’t waste time applying if a job specifically requests this experience. If, however, you’ve worked for an agency (with a variety of clients) or you’ve done some freelance work for a client in this sector, you can probably sell yourself a bit better into the position. Go for it!

Education
There are some companies out there who will not even review applicants without a college degree. If you are in the process of finishing your degree, even part-time, you can list a B.A. or B.S. as “in progress” and often make it past the circular file – if your other qualifications are on track.

However, in the creative field, the lack of a degrees can often be made up with “equivalent years of experience in the field”. If you meet all other requirements (without being overqualified for the position), and you are only missing the degree – it’s definitely worth your time to apply!

My coaches tell me that if you have 80% of the requirements, you should definitely apply; 70% you should think about it. In either case an effective cover letter might be enough to get you to the next round of screening.

How do you do the math? We would love to hear in the comments!

Wendy Stackhouse, for Artisan Creative

LOOKING TO HIRE

LOOKING FOR WORK

Facebook Password, Please

Tuesday, March 27th, 2012|

It has been reported that potential employers are asking candidates for their Facebook passwords as part of the interview process or, alternatively, looking over the shoulders of candidates while they log in to Facebook to see their profiles.

Now, I haven’t actually heard from anyone who has been asked directly to supply this informaiton, but an officer of the Maryland Department of Corrections says he was asked for his log-in credentials. Someone could be testing the waters to see how asking for passwords would go over with the general public, but this report is being widely discussed. Even two US Senators have requested the Department of Justice and the EEOC look into the practice.

Whether this is becoming common or not, it’s a good idea to have a plan in place in case you’re ever asked. Everyone certainly has an opinion on how to react:

One school of thought believes that we shouldn’t be posting anything on social media we wouldn’t want the world to see anyway, so who cares.

Another opinion is that Facebook is personal and not business and no employer has any right to any of that information at any time.
Unfortunately, private isn’t really private on the internet, as we have discussed before and it is always a good idea to think before you hit that button.
Another group (me included) thinks that some information can be posted publicly for employers to see and get a feel for your social media interactions, but not all personal information. Since I use social media for work at work, I like having some updates on my public profile as writing samples and background information.
I put a link to my Facebook Page as a “business person” right on my resume and do post some information publicly on my Facebook Profile as well, but only what I would want strangers to have access to.

I would, however, never give my Facebook password to a potential employer and don’t think you should, either. If you gave it, how would they know you would protect their proprietary information? And how could you avoid disclosing information that it is illegal for them to ask for?

And remember that when someone has access to your profile, they also have access to information about your friends who have not given consent for that access to anyone but you. It’s not just your own privacy at risk.

What should you do if you are asked for your Facebook password?

Don’t panic. Give them a link to your public profile or page, if it is relevant to the job. Tell them you don’t believe that disclosing passwords is a safe practice in business (remember it might be a test to see if you would disclose something inappropriately). You can also mention that it is in violation of Facebook’s Terms and Conditions to give out your password and you respect those rules, like you would respect theirs.

If they insist, unfortunately, I believe it is time to politely and firmly end the interview. Company culture is an important factor in job search and you are interviewing them as much as they are interviewing you. If they make you uncomfortable in the interview, how would it feel to work there?

Update: Maryland is now poised on the brink of being the first state to ban employers from asking for Facebook passwords! 49 to go!

Wendy Stackhouse, Consultant for Artisan Creative

LOOKING TO HIRE

LOOKING FOR WORK

Tips for Interviewers

Tuesday, March 20th, 2012|

Helping candidates prepare for interviews is a big part of what recruiters do each day. However, in screening and qualifying candidates for a variety of positions, recruiters are usually also experts at how to interview too.

Some of the things we’ve previously discussed on our blog – like body language – apply to interviewers as well as interviewees. However, there are also posts, such as questions interviewers can’t ask in an interview, that are just for you.

We decided to give interviewers a few more tips for finding the perfect candidate:

- Prepare – Make sure you know ahead of time what you plan to ask the candidates and how you will describe your company and the role. Don’t hesitate to bring notes and be sure to keep the tone positive.

- Listen – Active listening is essential to getting the information you need. Make eye contact with the candidate and listen to their tone – as well as their words.
- Ask open-ended questions – Questions that start with “How”, “Why” or “Can you explain” are great ways for candidates to tell a story about something they’ve done in the past. Stay away from “yes or no” questions that stop the flow of the interview.

- Keep track of time – Always leave time in an interview to address any questions the candidate might have about your company and the role. This will give you some insight about what’s important to them.

Arrange next steps – If an interview goes well and you think you could have the right person on the other side of the desk, don’t be afraid to tell them. Enlighten them on your current interview process and set up a second interview with other hiring authorities or team members, if appropriate. If the interview did not go well – or it’s too early in the process to determine a fit – let the candidate know when a decision will be made about next interview rounds or hire(s).

The right hire can make a huge difference to the success of your business; the wrong one can stop progress in its tracks. A good recruiter can help you find candidates with the right credentials and experience, but only you can decide who is the best person to add to your team.

Wendy Stackhouse Artisan Creative

LOOKING TO HIRE

LOOKING FOR WORK

How to Choose a Recruitment Company

Tuesday, February 21st, 2012|

With so many firms out there vying for your attention, it’s often hard to tell which recruiting company is right for you. Here are a few criteria to consider when selecting the right recruiter for you or your business:

Types of Roles They Place
Some recruiters are generalists and some are specialists. At Artisan, we focus on Creative and Marketing roles, but not strict IT positions. If you are a back-end programmer, we are not the right agency for you. If, however, you are a User Experience Designer, Marketing Specialist, Copywriter, Production Artist, or Front-End Developer, submit your resume on our website. By specializing in only select areas – we have become experts in these fields and networks of talent.

Their Mission
Not every recruiting company will have a clearly defined mission statement, but if they do, it’s a good indication of what their company culture and focus is all about. Choose a company whose ideals and approach to business are similar to your own.

Artisan is committed to offering meaningful opportunities to our talent and to helping our clients achieve their creative goals using cutting-edge technology. Our Mission is:

To provide job opportunities for creative talent that has positive impact in their careers.
To provide clients with top creative resources to achieve their creative initiatives.
To be innovative, forward thinking, early adopters of industry trends as required by the market.

Their Vision
It is important to bring the proper vision into one’s recruitment approach. It’s so easy to lose the big picture in the day-to-day if you are not clear on your overarching objective.

What is Artisan’s vision? To bring creative thinking into staffing that results in innovation and a positive impact on our community. Being committed to having that positive impact on the individuals with whom we work and our community, helps us make decisions about how we do, what we do every single day.

Their Values
Often it is difficult to know the values of a company without knowing the people who work there. When working with a recruiter – keep these values in mind as you interact and work with them each day. Do they put profit ahead of every other consideration? Do they make you feel like an individual or a number? Do they do what they say they are going to do – when they say they are going to do it? Are they family-oriented? Do you feel like you’ve been treated fairly?

At Artisan our values are simple: Truth, Fairness, Accountability, Integrity, Engagement & Desire to Learn and Grow. There have been times when we have had to decline projects because they were not in line with our values. At the end of the day, our integrity is more important to us than sales. We will always be honest, scrupulously fair, and perform with professionalism. We feel success will come from these values.

Whichever recruitment agency you ultimately choose, you deserve to be treated both fairly and professionally. The lines of communication should always be open. Only that can lead to meaningful work, creative fulfillment, and tangible rewards.

If we seem a good fit for you or your company, we hope you will get in touch with us soon.

LOOKING TO HIRE

LOOKING FOR WORK

I Don’t Think So: Illegal Job Interview Questions

Thursday, February 2nd, 2012|

I’m sure you join me in wishing that “Tell me about yourself” was against the rules, but while that question may be perfectly acceptable in any interview – there are some questions hiring managers are not allowed to ask you in an interview.

Most human resources professionals know better and will not make these mistakes. However, interviews are often conducted by an inexperienced interviewer, perhaps a department head, small business owner, or other hiring authority, who doesn’t know that some topics are actually taboo. These questions generally fall into common areas of discrimination – like race, sexual orientation, age, and health status.

Employers are not allowed to ask questions that could determine your national origin:

Where were you born?
What is your native language?

Interviewers cannot ask questions that will reveal your marital or parental status:

Are you married?
Do you have children?
Do you plan to start a family?

Age discrimination can be a problem, too:

How old are you?
When did you graduate?

Religion can also be an issue for some employers:

Do you celebrate Yom Kippur?
What church do you go to?

Your health is your own business, not your employer’s:

Do you have a disability?
Do you have a chronic illness?

It is illegal to discriminate against you for being in the armed services or reserves:

Are you in the National Guard?

And what you do on your own time is private (as long as it’s legal):

Do you smoke?
Do you use alcohol?

You won’t encounter these questions often – again, most human resources pros are trained not to ask these questions. But you never know…

How to respond to an illegal interview question?

Well, that depends. I’ve been known to volunteer my age (if I think it’s an asset) or mention my kids (but I probably shouldn’t). I like to think of an interview as a conversation with someone I don’t know yet.

If you think the interviewer is trolling for inappropriate information on purpose, tell them they’re not allowed to ask that and politely move on to your next opportunity.

If you think they sincerely don’t know, are just being friendly without realizing they are doing something wrong, it’s a tougher call. I would probably smile, laugh a little and give them a quizzical, “Wow. I’ve never been asked that in an interview. Are you sure we’re supposed to talk about that?” and hope for the best! Try moving the interview along if you can.

Not everyone has the best intentions and not everyone is fully trained. My recommendation – Keep your wits about you, know the rules and listen to your gut! If something feels off – you probably don’t want to work there anyway!

Wendy Stackhouse, for Artisan Creative

LOOKING TO HIRE

LOOKING FOR WORK

Previous 345 Next