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Posts from the ‘Hiring’ Category

Keeping your candidates on their toes: why you should be asking oddball interview questions

As a hiring manager, do you ever feel like you’re stuck in your own version of Groundhog Day, asking the same questions in interviews with candidates with similar qualifications, day after day after day? Don’t let your interview process get stale! Adecco is here with some of our favourite oddball questions to ask in a job interview to help you spice up your interview process and identify top talent.

When it comes to preparing questions for the interview process, recruiters have two goals: to identify the candidate whose skill sets match the position’s requirements and whose personality complements the organization’s corporate culture. Traditional questions such as “what are your strengths and weaknesses?” and “where do you see yourself in five years?” can still provide a valuable base for getting to know the candidate. But, as we’ve discussed before, behavioral interview questions give your interviewees the opportunity to show how they’ve approached certain situations in the past, helping you evaluate their potential fit with your organization.

Similarly, oddball interview questions can help you learn more about your candidates. Some of the top tech companies use strange interview questions in their hiring practice for this very reason. Here are a few of our favourites:

1. How many Big Macs does McDonald’s sell each year in the U.S.? (Facebook)
2. If you could be remembered for one sentence, what would it be? (Google)
3. How many children are born every day? (Apple)
4. If you had a choice between two superpowers — being invisible or flying — which would you choose? (Microsoft)
5. Design a spice rack for the blind (Intel)

The purpose of these interview questions is simple. Not only do these questions keep you from receiving the same practiced responses to traditional interview questions, they also force applicants to get creative and think critically about their answers. You can gauge how an applicant truly responds under pressure while getting an off-the-cuff response that reveals their true values, beliefs and logic. Questions can be positioned to identify candidates’ behavioral patterns, logical and critical thinking, beliefs and values.

Getting creative with your interview questions not only helps get honest answers out of unsuspecting candidates, but it also proves to your prospective candidate that the position is with an organization that thinks outside of the box, making you look great while helping to identify the best applicant to join your team.

Need help selecting the best candidates for your open roles? Our experienced recruiters are ready with some interview tricks of our own! To get started, contact your local Adecco branch today.

Small Businesses and the Growing Competition for Talent

Small and medium-sized business owners face many hurdles when competing against large corporations. Don’t lose that dream candidate to a major competitor! Let our tips help you transform your company’s team for future success.

Small and medium-sized enterprises (SMEs) often face considerable competition, and recruiting quality candidates is no exception. On-boarding and training new hires can be a costly endeavour and candidate attraction can be difficult with limited brand recognition. In celebration of this year’s Small Business Week, we’re highlighting some of the challenges that SMEs face when recruiting and offering our tips for finding success.

Challenge: Limited budget for recruitment

Solution: Capitalize on social media platforms

Small budgets are no longer a restraint on recruitment strategies with the rise of social media. Approximately 22.95 million Canadians are using social media sites such as LinkedIn, Facebook, Instagram and Snapchat to connect. Employers can capitalize on this large and free candidate pool by building company profiles and posting job openings on these sites. Not only is it a great resource for employers looking to stick to a limited budget, it’s also a great avenue for candidates to catch a glimpse of the company culture and values.

Read more about the opportunities facing SMEs in Lead Magazine!

Challenge: Limited brand recognition

Solution: Develop an employee referral plan

Good people know good people. By initiating a strong employee referral plan, the list of benefits is virtually endless. Not only are you recruiting better candidates, requesting colleague referrals exemplifies your company’s trust in your people and encourages your team to participate in the growth and future of the company. Plus, those hired through referrals tend to be faster to hire, more likely to stay, and cheaper in terms of hiring and on-boarding costs.

Challenge: Competition for candidates against bigger organizations

Solution: Emphasize flexibility and growth opportunities

Large organizations may have the financial resources and brand recognition to attract and retain top candidates in any field, but smaller businesses come with their own list of strengths. Be it the opportunity for growth and development, flexibility to try new things or work remotely, or the ability to have one-on-one relationships with company leaders, it’s essential for smaller organizations to highlight their strengths in their recruitment efforts.

Challenge: Limited recruitment experience

Solution: Let Adecco be your HR partner!

Whether you’re looking for temporary help during your busy period, or a new colleague to join your growing team, don’t let your recruitment efforts be in vain. Partner with Adecco and let us be your dedicated staffing solution; from candidate attraction, screening, interviewing, payrolling and even recruitment consulting, a partnership with Adecco can lead to great success for your small business.

Lēad Blog is part of Adecco and Roevin Canada. Hire your perfect team, or get more staffing advice from our experts.

 

A Guide to Hiring in Your Peak Season

Seasonal fluctuations within the retail and manufacturing industries can leave organizations treading water trying to meet high demands. Hoping to successfully navigate the current? Implementing a temporary workforce can ensure your team adapts to the demands of your busy peak season.

Seasonal hiring is an essential practice for industries such as retail and manufacturing that ramp up to peak periods. Not only do temporary hires help organizations meet hard deadlines, they assist in filling personnel gaps for vacations, while reducing burnout and turnover of full time staff.

To help you capitalize on this seasonal solution, check out our guide to peak season hiring for retail and manufacturing.

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The Untapped Benefits of a Corporate Referral Program

Finding your next great hire in today’s competitive talent market can be time consuming and costly. With the plethora of sourcing tactics recruiters explore, sometimes the one staring us in the face is ignored — referrals from your existing employees.  A well managed corporate referral program can help you tap into a different talent pool and provide many other benefits.

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Attracting and Retaining Your Talent

It’s no secret that the key to any company’s success lies in the ability to maintain a committed and motivated workforce. With professional networking sites, such as LinkedIn, becoming the norm in recruitment strategies, it has become increasingly challenging to avoid turnover.

Here are some tips to help you in the areas of employee attraction and retention.

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5 Must-Ask Behavioural Interview Questions

During the hiring process, the interview gives you the chance to go beyond the hard skills presented in a candidate’s resume and assess soft skills, professionalism and the potential fit with your company. While a resume identifies capable candidates, the interview is where you find the right candidate.

To make the most of the interview process, we offer the following five behavioural interview questions to help direct your conversation with interviewees to better evaluate their fit with your company culture.

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