Video Interviewing Keeping it Legal - Spark Hire

Video Interviewing Keeping it Legal - Spark HireWith more and more businesses utilizing video bewerbungsinterviews, you may be considering implementing this technology into your startups existing interview process. One of the questions that many small business owners have about video interviews deals with how to stay within HR guidelines and keep things legal.While video interviewing can seem like a huge difference from the standard resume screening, phone screening, and in-person interviewing, there is no difference when it comes to HR requirements. The main difference in the two methods is that video interviewing allows you to actually see the candidate earlier on in the process, or see a remote candidate in their home setting.In any instance, it is important that you remember what to do in order to ensure your interview goes smoothly and stays within legal guidelines.Ask the right questionsConducting a video interview, whether it is a one-way or live interview, should be very simi lar to a phone interview or an in-person interview. Yes, you will be able to visibly see the candidate sometimes earlier than normal and sometimes in their home setting, but you must still approach the interview in the same mindset as if you were on the phone with the candidate or interviewing the candidate in your office. You still need to stick to questions that deal with the candidates ability to do the job and stay away from questions regarding their personal beliefs or life.Treat each candidate equallyAbove all, the fruchtwein important thing to remember when implementing video interviews into your consideration process is that you must treat each candidate equally.This is no different than in any other situation when you are interviewing someone for a position. You must concentrate on the candidates skill, experience, and ability to do the job required. Age, race, or any other differentiating feature should not be a limiting factor in your interview process.Keep this in mind, especially when interviewing candidates through live videos. For example, if you notice through the video that the candidate has a family photo in the background, it is not okay for you to ask questions about their family. Questions about children, marriage partner, or marriage in general should be avoided.In addition, if you notice that the candidate seems to have a little gray in their hair, it is not appropriate to ask questions regarding age. In fact, just as with any interviewing situation, it is not appropriate to disqualify a candidate due to age.Implementing video interviews into your interviewing process can be a bit scary at first, but as long as you remember all of the basic rules of interviewing, you will find that video interviews are a huge timesaver to your interview process.Have you considered implementing video interviews into your current interviewing process? If so, what have been your concerns? We would love to hear from you please leave your comments below.Imag e Wavebreak Media Ltd/BigStock.com

5 Tips to Increase Your Productivity in the Workplace

5 Tips to Increase Your Productivity in the Workplace5 Tips to Increase Your Productivity in the WorkplaceAre you interested in more ways to increase your productivity at work? In the first parte of the interview with Jason Womack, executive coach and author of the book, Your Best Just Got Better Work Smarter, Think Bigger, Make More (Wiley),he offered eight tips to increase your work performance. Interview With Jason Womack About How to Improve Your Productivity In this continuation of that interview, Jason provides additional insights into how to increase your productivity at work. Susan Heathfield In a workplace environment, what are the three-five most performance inhibiting factors? Jason Womack I call them the sins of an unproductive day. Here are five sins. 1. Lie. Okay, this is step one Tell the truth. fruchtwein people say yes too often, and they say yes to things that arent exactly on course for where they are going, or whats important to them. Of course, its notlage al ways apparent on the front side.But over time, and with practice, you can begin to ask was that worth it? to whatever it was that you just did, where you went, who you talked to, the meeting you attended, the business trip you went on, the class you attended - the list goes on.When people lie and say they can (or cant) do something when they intuitively know they shouldnt (or should) do it, they compromise their focus, integrity, and power. Stop it. Get focused on where youre going. Up-level your Social Network (more on that later) and move in a direction that is on course for your talents, interests, and strengths. 2. Keep working after youre done. Call whats done- done. You probably have a project or task that youre done working on, but you havent marked it as complete because you think youll have more time to work on it later. You wont.Out of the 20, 40, 100 things that youre managing right now (that is, the events, projects, and deliverables youre responsible for over the next 1 -6 months), there might be 10 percent that youre actually not going to do anything more about or on. Good.Tell someone, anyone, and if you need to, pass on the as-much-as-youre-gonna-do task to someone who wants to do more. Otherwise move on. 3. Wishing things were different. At the water cooler. In the line at coffee. On the subway. Over dinner. These are the places where people talking about things theyre not willing to do anything about.Wishing (or worse, complaining) that things were different is perhaps the greatest sin of the worker, manager, entrepreneur or senior executive. The Pareto Principle exists to remind us that (approximately) 80 percent of our results come from 20 percent of our assets.Study the 20 percent and identify what you could address that would have the biggest impact on your productivity and performance. Ill share some ideas below if you want a place to start, focus on the 2 out of 10 people in your social network (not your social media network, thats som ething different) who are moving forward and willing to mind map strategies for success with you. That 20 percent focus, may just change 80 percent of how things are. Thats how you make things different. 4. Hope to remember. Ok, this is the starting point for inefficiency, ineffectiveness and under-performing. I frequently ask people, When you have an idea here for something to do there, how do you get that into your ordnungsprinzip?When someone says, Oh, I just remember to do it, I worry. No, I dont think people cant remember, I worry that while they are busy remembering one thing through the day, they may not have the opening to notice something else that passes their periphery.You see, if youre so full of remembering what you need to do later, you wont want to take in/on anything new. No new ideas, no new reading, no new conversations, no new media, no new meetings.But, in the new is where you see the difference. And, when you start doing things differently- or, as Steve Jobs sa id, think different- the opening occurs. We have the opportunity to engage at another, higher, level. 5. Thinking you should already know what to do. In a weird way, the educational system that most of you experienced is actually setting employees up for failure during your first few years on the job. Students spend years working alone, doing homework at home, taking tests on their own, sitting quietly in a classroom as teachers lecture about the topic of study.Then, they enter the workforce. Immediately, collaboration is king. I believe in the power of thinking- yes, we need to be able to do deep, integrative, developmental thinking on our own- and, I know that people move further and faster when they work together. The moment I get the intuitive thought that I should know better or I should know how to do something already, thats my cue to raise my hand and ask for help (or, send a tweet or status update, asking for help). Heathfield In your book, you present a number of framework s for how an individual can review the week, the month, and the year to improve productivity and performance. You are suggesting that a regular pattern for assessing productivity is important to establish. Can you tell us more about how this is helpful and what you recommend? Womack A weekly debrief is just a good all-around idea. Thursdays, mid-afternoon, look back on the week and ask yourself How did I do? What did I do? Where did I do it? Who did I do it with? The most important part of this activity is not just that you are doing it. The most important part is what you do when a thought about the past triggers a thought about what should happen.- what you should do, where you should go, who you need to meet with, and so forth- in the future. In the Stanford commencement speech by Steve Jobs that regained popularity just after his death, Steve said something that Ive been promoting for years In hindsight, we can connect dots. If our work, our world, our lives are always spent sim ply trying to get through the day, and into the next week, the next meeting, the next event, we lose the perspective that the review gives us. Look back, check it out, learn and use those experiences to build something that naturally comes next. You can use these ideas for increasing productivity to help you increase your focus and identify whats really important to accomplish each day, week, month. Just thinking about your everyday actions will bring forth ideas that could change your world- for the better. 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