BavneenA, Author at Career Edge • Page 2 of 2

Aug 15

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Why Career Edge is so important to me? By Bavneen Anand

By BavneenA Success Story

Read Bavneen’s story, from her journey as an International student to a Career Edge employee!

Bavneen Anand

Marketing Specialist

My journey began in 2022 when I, along with my two suitcases, landed in Canada. A land that welcomes newcomers like me with open arms. I moved here from India to kickstart a new life. Like so many people, I had heard horror stories about how difficult times here can be. Nevertheless, I had a whole year of post-graduation to pull through.

One year passed quickly for me at York University. I was studying there, exploring the city, and trying to fit in culturally. A mistake I made and told students I meet now not to is to start looking for jobs way before the course ends. Because I had three years of experience in my field of Digital Marketing, I was a bit laid back and believed finding a job in Canada would be easy. So, I started applying in November of 2022, with a lack of knowledge on resumes that fit well here or even the type of jobs I should be applying for.

And to my surprise, I did not hear back from too many companies for 2 months, which left me disappointed. On speaking to some friends that I knew here, I realized my resume was not catered to the Canadian market, and there were chances that recruiters and hiring managers were not receiving my application. While I was fixing that, I decided to start working part-time, simply because the free time was adding to my stress. This is when my job search journey began. I was applying for a minimum of four hours a day three months straight, and working part time, a routine that we are not used to back home. Luckily for me, the company I worked for in India were hiring for their Canadian office. I started working for them in January of 2023. As grateful as I was, I had the urge to expand and grow versus working in my comfort zone.

In March 2023 is when I got a call from the talent team at Career Edge. Somewhere in those multiple LinkedIn applications, I had also applied for a Marketing Coordinator position during my job search. Even though my wait period was much shorter than the stories and wait periods of other newcomers, those few months felt like years.

My first call was a screening call with the talent team, where I was told that they were looking to hire a Marketing Coordinator through an internship program. While I was happy about the opportunity and the job description fit what I was looking for, I was hesitant about the word “internship”. I decided to go ahead still and interview with the team. Two rounds of interviews happened in less than a week, and soon after, Career Edge offered me the position. Of course, I accepted, still hoping that the word internship would merely be a word. Someone finally saw the potential in me and took a risk by hiring a newcomer.

I still remember the nerves I was experiencing on my first day of the job, not so long in April of this year. During my first week, I met with our small but extremely warm team. Everyone was welcoming and so enthusiastic about the different roles they play in the organization. It could not have worked better than this for me. I started working with a Marketing Specialist, Marwa, who was and is so patient with me throughout the process of learning. The fear of internship slowly started diminishing as I was doing all the full-time work, meeting clients as well as gaining freedom in every aspect of content creation. Strangely, this opportunity has helped me feel less alone in a new country, where it can be so easy to get lost.

Today, I completed 4 months with Career Edge. What started as a 3-month contract has now been extended for further partnership while I continue to work with them happily. Not only am I grateful to Career Edge for giving me the first push into the job market, but also thankful for setting high leadership and teamwork standards. Career Edge is letting me grow professionally and as a person.

Over the coming months, hear stories right from our very own staff about why Career Edge and the work that they do is so important to them.

Jul 05

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8 Interview Questions to Help You Recognize the Best Candidates

By BavneenA Employer

Asking interview questions can be one of the most challenging things to do. A job interview is a critical opportunity for employers to get to know potential candidates and determine their suitability for a position. In one of their articles, McKinsey says recruitment is a two-way process. It also allows potential candidates to learn more about the firm. While candidates need to do research and prepare for interview questions, it is also the duty of hiring managers to ask the right questions.

Why ask practical interview questions?

Asking cookie-cutter questions is fine, but asking the right questions will provide you with what you need to know about a potential candidate and give you an insight into their skills, background, and personality. Practical interview questions can help assess a candidate’s alignment with the company’s values and work environment, especially now that some companies still work remotely.

Here are eight interview questions you will want to include as a part of your hiring process.

1. What specific projects or initiatives have you worked on that are relevant to the position?

This question will help you understand a candidate’s experience is vital to assess their suitability for a role.

Look for specific examples highlighting their achievements and demonstrating how their experience meets the position’s requirements.

Here are some alternative example questions you can also ask candidates: “Can you tell me about something you’re proud of” or “Can you tell me more about something you accomplished in your previous job that made an impact.”

2. Can you describe any notable challenges you have faced in your career?

This question allows employers to evaluate candidates’ problem-solving and critical-thinking skills. Employers can gauge the candidate’s thought process, creativity, and approach to overcoming obstacles by discussing a specific task or challenge related to the role.

Look for candidates who showcase strategic thinking, adaptability, and a clear understanding of how their skills can contribute to overcoming the challenge.

Alternative questions: “Did you collaborate with others or seek input from colleagues during the process? If so, how”? or “What strategies or problem-solving techniques did you employ to overcome the challenge”?

3. What are your greatest strengths and weaknesses?

By inquiring about strengths and weaknesses, hiring managers understand a candidate’s level of self-awareness. Candidates who clearly understand their strengths demonstrate the ability to reflect on their abilities, recognize their areas of expertise, and articulate them effectively.

This indicates a candidate’s potential to leverage their strengths and work on their weaknesses to contribute positively to the organization.

Alternative questions: “What is something you do better than others?” or “What is the one skill you want to improve? How would you like to go about developing/improving it”?

4. How do you keep updated with the current trends?

Being aware of industry trends showcases a proactive and forward-thinking mindset. Staying updated with current trends allows candidates to bring fresh perspectives, innovative ideas, and valuable insights to the organization. It enhances their ability to adapt to changing environments and contributes to the company’s growth.

Look for candidates eager to learn the new trends because it ensures they are equipped with a curious mind to follow the latest tech to perform effectively in their roles, keeping the organization competitive in a rapidly evolving business landscape.

Alternative questions: “How do you stay informed about the latest trends and developments in your industry”? Or “Are there any specific sources or publications you regularly follow to stay updated”?

5. Are you more productive working independently or in a collaborative team setting?

Asking candidates about their preferred work style will help you assess their compatibility with the organization’s work environment and team dynamics and whether they align with the company’s culture, values, and expectations.

Evaluate whether the candidate thrives in collaborative or independent settings, prefers structured or flexible approaches, and values autonomy or guidance. The goal is to assess the candidate and match them with the team, the organization, and the work environment to foster a productive and harmonious workplace for all.

Alternative questions: “Can you tell me of a time when you worked as a part of a team and what role did you play” Or “Tell me about a time when a job or company felt like a good fit for your personality and why”?.

6. What are your career goals, and how do you see this role helping you achieve them?

Instead of asking the candidate about their five-year plan, a career goal helps assess their commitment, drive, and potential for long-term engagement.

Understanding a candidate’s career goals allows employers to assess their alignment with the organization’s vision and growth opportunities. It also allows employers to tailor development plans and provide growth opportunities. They can create a supportive environment that fosters the candidate’s professional growth while meeting the organization’s objectives.

Alternative questions: “Are there any industries, roles, or responsibilities you are interested in pursuing in the future”? Or “How do you envision this organization contributing to your long-term career growth and development”?

7. How do you maintain your enthusiasm and motivation during challenging tasks?

This will help you determine whether the candidate is passionate, driven, and committed to their work. Candidates who demonstrate self-motivation and a proactive approach to overcoming obstacles can be valuable assets to any organization.

Look for candidates who are self-motivated, inspirational, and have strategies for maintaining productivity and commitment to personal and professional growth.

Alternative questions: “How do you handle setbacks or periods of low motivation in your work”? Or “How do you handle tight deadlines and high-pressure situations”?

8. Why do you believe you would be a good fit?

By asking this question, employers can assess a candidate’s knowledge about the company, their values, and their alignment with its values and goals. It allows employers to identify candidates genuinely interested in the company’s work, products, or services. It shows that the candidate has researched before the interview to get to know the company better.

Look for candidates with enough self-awareness, the ability to connect their skills and experiences to the company’s needs, and their potential to contribute to the firm.

Alternative questions: “What specific aspects of our company’s products, services, or industry excite you the most”? Or “What initially attracted you to our company and made you apply for this position”?

In conclusion, asking the right questions in a job interview is crucial for employers to make informed hiring decisions. Employers create a fair and objective evaluation process by asking these questions and promoting diversity and inclusion. It also helps to identify candidates with the necessary qualities to succeed in the role and contribute to the company’s success. Thoughtful and strategic questioning during job interviews enables employers to make well-informed decisions and build a talented and engaged workforce that drives the organization forward.

Jun 06

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7 Tips To Speed Up Your Hiring Process

By BavneenA Employer

The hiring process is a critical aspect of any organization. Finding and securing the right talent efficiently can significantly impact a company’s success. However, the traditional hiring process can be time-consuming and costly, often resulting in recruitment mistakes and missed opportunities.

With the pandemic hitting, everything has changed for job seekers. In this highly competitive market, you may wind up either having to settle for a less qualified candidate or resign yourself to a long, slow job search if you’re not prepared for fast recruitment.

In this article, we will explore five proven strategies to speed up your hiring process without compromising the quality of your hires. By implementing these techniques, you can streamline your recruitment efforts, save valuable time and resources, and attract top talent more effectively.

Tip 1: Optimize Job Descriptions for Quick Hires

To speed up your hiring process, start by optimizing your job descriptions. You can do so in the following ways:

Ensure that your job postings are clear, concise, and compelling by using targeted keywords that resonate with potential candidates and accurately reflect the required skills and qualifications for the position.
Highlight the key responsibilities and outcomes expected from the role. Avoid lengthy descriptions that may discourage candidates from applying. Instead, focus on providing a concise overview of the position and its significance within the organization.
Additionally, consider incorporating an attractive company culture and employee benefits to entice top talent. By optimizing your job descriptions, you can attract qualified candidates who are genuinely interested in the role, ultimately saving time and effort in the screening process.

Tip 2: Streamline Application Process to Expedite Your Hiring Process

By following the steps below, you can simplify and streamline the application process and expedite your hiring process.

Evaluate your current application system to identify any unnecessary steps or requirements that may deter candidates from applying.
Reduce the number of fields and documents required during the initial application stage, focusing only on essential information. Implement an applicant tracking system (ATS) that allows candidates to upload resumes and cover letters seamlessly.
Moreover, consider leveraging technology to enable candidates to apply using their LinkedIn profiles or other social media platforms by simplifying the process further. By removing barriers and streamlining the application process, you can attract a higher volume of qualified candidates and accelerate the screening process.

Tip 3: Utilize Technology and Automation to Fasten the Application Process

Technology and automation play a pivotal role in speeding up the hiring process. Applicant tracking systems (ATS) can automate various recruitment tasks, such as resume screening, interview scheduling, and candidate communication.

Here are a few tools on how ATS software can simplify your hiring process.

ATS software effectively manages applicant data. This allows recruiters to filter and review resumes efficiently.
Artificial intelligence (AI) tools can automate candidate sourcing and pre-screening processes.
AI-powered tools to quickly scan and analyze resumes, highlighting the most relevant candidates based on predefined criteria.
Video interviewing platforms can also save time and resources by allowing remote or pre-recorded interviews.
Automating candidate communication through email templates and updates on their application status can be helpful.

By harnessing the power of technology and automation, you can significantly reduce manual effort, streamline workflows, and expedite the hiring process.

Tip 4: Implement Skills Assessments to Speed Up Your Hiring Process

Assessing candidates’ skills early in the process helps identify the most qualified individuals and eliminates those who do not meet the necessary criteria. Skills assessments are invaluable tools for speeding up the hiring process while ensuring the quality of hires.

Find out how you can implement skills assessments:

Implement online skills assessments tailored to the specific job requirements. These assessments can include technical tasks, coding challenges, or simulated work scenarios.
Evaluate candidates’ skills to streamline the screening process and identify top performers quickly.
Consider integrating automated assessment platforms that leverage AI and machine learning algorithms to provide data-driven insights on candidates’ abilities.

This data-driven approach allows for more informed hiring decisions, ultimately expediting the process.

Tip 5: Prioritize Candidate Communication and Feedback.

Timely and transparent communication with candidates is crucial to maintaining their interest and expediting the hiring process. Here are some ways in which you can prioritize candidate communication:

Establish clear communication channels and respond promptly to inquiries and applications.
Implement automated email responses to acknowledge receipt of applications and provide regular updates on the status of the hiring process.
Personalize communication whenever possible to create a positive candidate experience.
Also, make sure to communicate the timeline and stages of the hiring process upfront, so candidates know what to expect.

Effective candidate engagement and communication not only speed up the process but also enhance your brand and reputation.

Tip 6: Tapping into Your Network and Employee Referrals

Your existing network and employee referrals can be a goldmine for finding top talent quickly. Encourage your employees to refer qualified candidates, offering incentives or recognition for successful referrals.

Another way is to establish partnerships with industry associations, attend networking events, and leverage professional platforms to expand your network. You can build relationships by partnering with organizations like Career Edge and get started by simply reaching out to us.

By tapping into your network and encouraging employee referrals, you can access a wider pool of qualified candidates and accelerate the hiring process.

Tip 7: Cultivate a Strong Employer Brand

A strong employer brand not only attracts top talent but also expedites the hiring process. Invest in building a positive reputation by showcasing your company culture, values, and employee experiences.

You can do that by leveraging social media platforms, employee testimonials, and engaging content to establish your brand identity.

By building an attractive employer brand, you can attract candidates who are aligned with your values, reducing the time spent on sourcing and attracting talent.

If you make improvements to your process, have your hiring managers “apply” and walk through the new steps along with you. If all of you find certain steps confusing or lengthy, chances are your candidates do, too. Identify where you can cut out cumbersome procedures, streamline work, and improve communication. It might go against everything you’ve been told before, but creating a faster recruitment process might be the secret to hiring the best candidates.

By adopting some of these strategies and continuously refining your hiring process, you can significantly reduce time-to-hire, make confident hiring decisions, and secure top talent to drive your organization’s success.

BavneenA