Copywriting for recruiters & critical thinking interview questions
This episode of The Tea On Recruiting will help you – recruiters, with copywriting and forming critical thinking interview questions. You’re always welcome to watch the video, as well as skim through its transcript below. We’re curious about what you think!
Hi there! Are you hyped? Got your tea? Good! Today we’ll talk about critical interview questions and copywriting for recruiters! Let’s go! Welcome back to the Tea on Recruiting, where we share insightful and thought-provoking content that can help you shape your recruiting career!
Let’s check out the first article I picked.
13 critical thinking interview questions to use in 2021
Hear us out: all that brainteaser questions do is stress out and confuse the heck out of your applicants, and they make them start questioning your authenticity and possibly their life decisions. Tailor your critical thinking questions to the role and the company. Possibly, decide what you will ask with the entire hiring team, and not just the hiring manager for higher odds of covering everything you need to.
Now onto the questions – we won’t share them all, but here are some you could ask:
- There’s a free-rider on your team and they’re impacting productivity, how would you approach the problem?
- When you’re in a team of specialists, you can easily find differences of opinion on which direction projects should take. How do you find consensus?
- Your manager is inclined to shift blame and not accept responsibility when under pressure. How do you approach that?
- If you had to make a decision based on incomplete information, how would you go around it?
We hope this inspired you to better understand how to assess your candidates! Are you ready? It’s time for our second article!
Using copy to attract top talent
Recruitment Marketing is a must for any Talent Acquisition professional to master by now. It’s a mix of: Building compelling online content, Creating your employer branding narrative, Measuring success, Managing a project, and Focusing on relationships. Copywriting’s at the core of this discipline, helping you write engaging content, which will impact your job descriptions, career website, blog posts, and more. Let’s see what are the most relevant points made in the post “Using copy to attract top talent”.
Something you shouldn’t forget is that your copy should always: 1. Keep the tone of voice of the company, 2. Resonate with the intended audience to attract the right talent, 3. Tell a story
How do you proceed? There are 5 steps to recruitment copywriting:
- First of all, you need to build a style. Your tone of voice will need to be distinctive and it will express your company culture. You’ll need to understand what’s the right tone to use when approaching your candidates.
- Measure your results. When it comes to this, you shouldn’t limit yourself to replicating the content that performs best in terms of number of applicants – you should keep your eye on the quality of the talent that applies too.
- Know your audience. For this step, it’s important to create a candidate persona, like this one: show screenshot of persona from article.
- Be concise. Millennials’ attention span’s 12 seconds, Gen Z’s is even lower: 8 seconds is all you’ve got. Structure your content for easy reading. Paragraph division, sentence structure, italic, and underlining are good tools!
- Finally, always start with the user! SEO optimization is important, but your conversion rate will ultimately be driven by how much your job description resonates with your potential audience.
Now you should be better equipped to deal with copy!
The more barbaric your treatment of candidates, the more demonic their reviews on your Glassdoor page.
“Marco! Polo! Marco! Polo!”
Shoutout to a company I won’t name. Ok, so let me get this right. You reach out to a candidate and schedule a phone call.
Then you ask them to reschedule. Then on the day the call’s supposed to take place, you tell the candidate that their phone is unreachable. They call you back and you don’t pick up. The candidate never got a call from you and their voicemail is empty.
Finally, you reschedule and the candidate talks to you – that’s when you tell them that you’ll have someone from the team schedule an interview in 2 weeks, but then nobody calls the candidate! The candidate emails you and you tell them that you’ll remind the team. And then nothing. Another email from the candidate. Nothing. Nada. Niente. Rien. Niks.
I don’t know who hurt you, but this is a whole new level of ghosting and mind-games. Jeremy – get outta here.
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