Converged Technology Group IDs Eight Ways Video Enhances HR Recruitment Efforts

 

ISLANDIA, N.Y., Oct.  29, 2015 /PRNewswire/ -- When a company hires a new employee, the expectation is that the organization's overall productivity will increase. Locating, interviewing, hiring, onboarding, training and retaining qualified candidates, however, is both time consuming and costly. The goal of today's human resources (HR) professional is, therefore, to find and hire the best available talent and to integrate new employees in a way that moves them from newbies to significant contributors in the most cost-effective and timely way possible. According to Converged Technology Group (www.convergedtechgroup.com), an award-winning Managed Services Partner (MSP) serving clients throughout the Northeast, successful HR professionals have discovered they all have one secret in common, and it's one that propels them – and their organizations – to the front of the race for employee ROI: video collaboration.

"In partnership  with Cisco, we recently held an event focused on the use of video throughout the recruitment process that drew widespread attention from people in a variety of HR roles, including recruiters, learning and development professionals, as well as C-level executives," says Leo E. Galletta, President and CEO, Converged Technology Group. "The event showcased the strategies, capabilities and technologies required to engage the broad spectrum of a multi-generational workforce. During the event, we performed live demonstrations of video collaboration tools, something which all of the attendees said they found to be relevant and extremely valuable. Why did an event focused on the relationship between HR and IT resonate so well among traditionally non-technical line-of-business professionals? Because companies are having very different conversations today about business outcomes and the best ways to recruit, develop and retain top talent – and most have realized that technology is the key."

The ROI of Video Collaboration

Today's HR professionals conduct worldwide searches to fill key positions, and they need the technological tools that can help them do it. To expand their search and attract an increasingly technology-dependent millennial workforce, recruiters must embrace video and use it to its fullest extent to increase their company's return on human capital.  Experts agree that video is quickly becoming an HR pro's most valuable tool: Studies show that video yields 35 percent greater year-over-year improvements in time to hire and 32 percent greater reductions in costs per hire.¹ To help HR, IT and the C-suite see eye-to-eye, Converged Technology Group has identified eight important reasons to embrace video collaboration in the recruitment, development and retention process:

1. It's Personal: Interviewers can more effectively and efficiently pre-screen candidates face-to-face via video than they can over the phone.
2. Putting it all Together: Group interviews are becoming more commonplace, and video allows hiring managers to assemble remote resources to conduct an interview on short notice.
3. Part of the Team: When relocation isn't a possibility, video makes it easier to hire, train and retain remote workers where they are, yet still have them feel like a valued part of the team.
4. Warming Cold Feet: Staying connected with employees in transition by beginning the onboarding process before they arrive keeps new hires engaged from the day the offer goes out until their first day on the job.
5. Anywhere, Anytime Communication: Video allows for instant communication between colleagues, giving new hires a feeling of connectedness from the start that speeds the onboarding process.
6. Experience Matters: The days of using post-it notes and rotary phones to conduct business are gone; tech-savvy millennials expect to work in a connected, digital environment and are actually shopping for employers that offer them the kind of "connected workplace" experience they envision.
7. A Balancing Act: Because the line between work and personal time has blurred, employees want to be equipped with the tools they need to be as productive at home as they would be in the office, giving them the option of building a more flexible schedule and a better work-life balance.
8. Love of Learning: Video helps learning and development managers present training that is more compelling and engaging, something which ultimately translates to better organizational return and employee retention.

¹ Aberdeen Group: "Bridging Distance in the Talent Lifecycle"

More Information:

• Missed the event? Wondering if video is right for your organization? Schedule a consultation with Converged Technology Group to find out: http://ow.ly/TSFkl.
• Productivity-boosting communication and collaboration solutions can help HR recruit, develop and retain top talent more efficiently and cost-effectively than ever before; learn how harnessing the power of video can change the way you do business in five important ways: http://bit.ly/1urB6pT.
• Explore what managed services like Assist360 can do to reduce collaboration support costs: http://ow.ly/urpZz.

About Converged Technology Group

Converged Technology Group is an award-winning Managed Services Partner (MSP) focused on improving IT performance and business outcomes while lowering the cost of technology support for businesses in healthcare, financial services, education, retail, legal and other cutting-edge industries. Located in Islandia, NY, and New York City, Converged Technology Group provides enterprise networking, collaboration, virtualized data center, cloud solutions and managed services to both regional and multinational corporations. The company provides business-critical uptime all the time, and helps clients design, implement and operate their IT infrastructure, communication and computing systems for the greatest return on their IT investments. For more information on Converged Technology Group, please contact us at 631-468-5728 or info@convergedtechgroup.com, and visit our website at www.convergedtechgroup.com.

(via PR Newswire)

The 5C's for the Perfect Candidate

Recruiting potential employees for your business never comes easy. There are several factors and considerations to think about when looking for the perfect candidates. Fortunately, to make it easier for you, here's a checklist of five characteristics to keep in mind the next time you are hiring:

1. Competent

This is still the first factor to consider. Does the potential employee have the necessary skills, experiences and education to successfully complete the tasks you need performed?

2. Compatible

Can this person get along with colleagues, and more importantly, can he or she get along with existing and potential clients and partners? A critical component to also remember is the person’s willingness and ability to be harmonious with you, his or her boss.

3. Commitment

Is the candidate serious about working for the long term? Or is he or she just passing through, always looking for something better? A history of past jobs and time spent at each provides clear insight on the matter.

4. Character

Does the person have values that align with yours? Are they honest; do they tell the truth and keep promises? Are they above reproach? Are they selfless and a team player?

5. Culture

Every business has a culture or a way that people behave and interact with each other. Culture is based on certain values, expectations, policies and procedures that influence the behavior of a leader and employees. Workers who don’t reflect a company’s culture tend to be disruptive and difficult.

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Best Interview Questions to Ask Potential Candidates

What are the best questions to ask potential candidates in an interview? We have asked some of the best restaurant groups in the country and these are the questions that they feel give them the most insight on the person they are interviewing. Try them out, see what kind of results you get.

1. "Describe an episode in your work history involving an unhappy customer. What went wrong, and how did you handle the situation? What did you learn in the aftermath?"

This questions is designed to test the candidate's problem solving skills. It will also give you a good sense of their teamwork, diplomacy and tact.

Weaker candidates may launch into a story in which a boss or coworker let a customer down, and the candidate in question swooped in to save the day.

You are looking for candidates that tell the truth and let the interviewer know that they take responsibility for their own mistakes and they know how to learn and grow from failed projects and poor decisions.

2. "If you have to choose between cutting a corner to meet a deadline, and missing a deadline in order to attend to a detail, which do you usually choose and why?"

You are looking for a candidate that chooses the option that best fits the circumstances at the time. The candidate should explain their typical decision-making strategies so you can gain a broad sense of who they are and how they approach tricky problems.

3. "Would you describe yourself as more of a leader or more of a follower?"

You can learn a lot about a candidate from this question. Many will go for the easy answer. If they say "leader," this may suggest they don't follow instructions or work with teams very well. And if they say "follower," they sound obedient but unambitious. Either might be appropriate/inappropriate depending on position.

What you are really looking for is for the candidate to explain when you typically choose one role and when you tend to choose the other. Your will need to read between the lines and gain the information to make your decision.

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