Learn how to optimize your remote video production setup for employee interviews. To learn even more about filmmaking and video production in a digital world, connect with me on LinkedIn (linkedin.com/in/elenavaletine1/)

Unnecessary stress hurts interviewee performance. However, increasing transparency reduces most cand

Here's a fun story! You spend months launching an EVP, you build our comms and messaging and candidates seem to really respond to it. Recruiters are using it, talking about how collaborative you are as a culture, how supportive you are. Your words show up in the job postings, recruiter outreach, comms messaging and everything is going great! Then the candidate you've convinced to interview based on that idea of collaborative culture meets your hiring manager who stares at their phone the whole interview. your efforts have been wasted! Worse, that candidate is going to tell everyone on a rating site! This is all to say, don't forget the power your hiring manager has to adding to your employer brand. Which also means, you need to engage them and get them on board. So here are some thoughts on how to educate your hiring manager.

Most people still see the interview process as the means by which the company learns about the applicants, but the questions a company asks tell the candidate loads. Here's a list of 40 great interview questions you consider adding to your company's list.

Usually, when we wonder, "why did someone apply and interview only to walk away from the offer?" we think about the question on an individual level. What was the issue with that person or interaction? But when you look more systemically, you might see that things like messaging, branding, and candidate experience timeline have just as much of an impact. CNBC asks why 50% of offers end up being rejected.

I love it when I headline to an article just knocks me sideways and I go, "Duh! Why didn't I think of that?!?!?!" Ted Bauer asks the simple (yet profound) question: Why don't we treat interviews as real data? There's so much we could learn about our company, ouir recruiters, our hiring managers and our entire experience, but we don''t because we treat the interview as some sort of gamut both we and the candidate must survive (as if we didn't flat-out invest the system).

What’s wrong with corporate job interviews? Pretty much everything. Interviews are the second most used and “flawed” tool in HR (right after performance appraisals). They are used and relied on around the world for hiring, transfers, promotions, and for selecting leaders. After studying and researching interviews for over 40 years, I find it laughable when…For all the work you do in establishing and instilling/imbuing your brand throughout all the various touch points of the candidate’s brand experience (bigger than the “candidate experience”), there’s one place where it tends to fall apart: the interview. The interview is like talking 6 months of potential brand interactions and compressing them into an intense 1-3 hour live session (virtual or not). Worse than that, they are always happening and they are always out of your control. Let’s be clear a bad 30 minute interview is the difference between a positive or negative experience, between a 1 star and 5 star review, and between a yes and a no. So here’s a list of the 50 biggest issues with interviews. Ignore the fact that it is a 8-year-old article: it will let you blueprint ways in which to influence better brand experience into this crucial experience.

Ask these questions at your next interview.