The Inbound Hiring Blog

In television and movies, the actors who read scripts get all the credit. Yet it’s the scriptwriters arming them with the words and stories that capture the attention of devoted viewers.

When you’re mired in the stress of hiring, it’s easy to forget what it feels like to be on the other side of a job hunt. Interviewing is stressful, high pressure, and -- worst of all -- requires a lot of waiting to hear from employers.

For most businesses, recruitment proves to be a real challenge. With so many companies out there vying for the same jobseekers, what strategies can a business can implement to establish itself as the organization that everyone is dying to work for?

You know better than anyone how hard your job is, and which skills it demands. The problem is that many hiring managers may not know what your job truly requires. That’s how employers end up with unqualified staff, failed hires, endless conflict, and needless expenses associated with hiring, firing, and re-recruitment.

Think you know the right candidate for a job, and that you can easily differentiate them from other candidates based on resumes alone? You’re already making your first hiring mistake.

As a famous movie character once said, life moves pretty fast, and when it comes to the world of business, that statement has never been more true.

Nobody goes to school to learn how to conduct great interviews. But at some point in their careers, most people will have to interview and hire for an important role.

Interviews have long been trusted as the most effective way to identify which applicants are worthy of receiving a job offer for a given role. However, this mindset fails to take into account the sheer unpredictability and fluidity of the traditional job interview.

Year after year, the hiring process has been dominated by resume reviews and face-to-face interviews. Though this time-consuming approach may ultimately end in new hires, the question of whether it is truly the most effective use of company time and resources has arisen time and time again.

With technology making recruitment easier than ever, there’s often no need for hiring managers to conduct face-to-face interviews. Instead, inbound hiring -- which relies on an automated screening process -- eliminates the hours of legwork required by traditional recruiting, cutting the hiring process from weeks or even months to just a few days. Moreover, it tests current skill set and ultimately yields stronger candidates to fill each open position. However, this highly effective process cannot take place without one critical ingredient: a winning interview script.