This HR Insights is not intended to be exhaustive nor should any discussion or opinions be construed as professional advice. © 2021 Zywave, Inc. All rights reserved.

Conducting Virtual Interviews

Brought to you by the insurance professionals at

Deutsch & Associates, LLC

According to a Gartner poll, 86% of organizations incorporated new technology to interview job candidates due to the COVID-19 pandemic. Furthermore, many talent professionals agree that virtual recruiting will continue post-coronavirus. This evidence seems to suggest that organizations will keep embracing technology as a competitive advantage when it comes to interviewing.

Virtual interviews offer benefits to both organizations and job seekers. Employers get access to an expanded talent pool, while candidates get to consider more employment opportunities than ever before. This article is designed to guide employers through the virtual interview process and how to secure top talent.

The Benefits

Whether virtual or not, it’s critical for employers to have strong interview processes in place. Virtual interviews can provide benefits for both employers and candidates, such as the following:

• • Cost-efficient operations
• • Geographically diverse candidate pipelines
• • Consistent processes
• • Flexible and convenient schedules
• • Shortened time-to-hire cycles

Virtual interviewing is a great way for an employer to showcase to potential hires that their organization is agile and embracing modern recruiting solutions.

The Challenges

As with any process shift, there are some challenges for employers to overcome. First, organizations will need to build or refine their virtual processes. This includes incorporating personal touches into the virtual interview process. For example, some hiring managers may not be used to evaluating candidates over video. As such, employers should help make them comfortable and provide training resources on this topic.

Employers should also decide when and how to use virtual interviews or in-person interviews, as well as how to optimize the candidate experience. Since no two interviews will be exactly the same, the next few sections in this article explore key components of virtual interviews and other employer considerations.

Types of Virtual Interviews

There’s no one-size-fits-all approach for the interview process, so hiring managers should consider using different interview types, channels and structures to achieve their desired outcomes.

While the hiring process typically starts with a candidate submitting a resume or job application, employers should consider how to best use virtual interviews as candidates progress in the hiring cycle.

A screening interview is typically the first connection during the hiring process. While interview processes vary, a screening interview is often used to assess a candidate’s fit and interest for a position, or to discuss the candidate’s qualifications in more detail. Notably, if the position requires phone and video use or good verbal communication skills, a screening interview can be helpful to determine whether the candidate has those soft skills or not.

A selection interview tends to be more rigorous and typically determines if a candidate can move along in the hiring process or whether they’ll receive a job offer. A selection interview—which is sometimes the final interview—is where most employers use video technology. Clearly, employers have much to consider when designing or evaluating their company-wide interviewing processes.

Channel and Technology Considerations

Employers also have various options for conducting virtual interviews—including via phone, live chat (e.g., chat-based messaging apps) or video technology (e.g., Skype, Zoom or Microsoft Teams). Live chat tools can streamline early-stage interviews, and are typically most popular among millennials and Generation Z candidates. If using video technology, employers should choose a process and video platform that will work best for them and their candidates.

It’s important for employers to protect the personal information of candidates during virtual interview processes. That being said, cybersecurity is a major technology implication to be aware of. For example, employers should ensure video interviews fall within their internal guidelines for cybersecurity, as well as any related policies.

Once HR professionals or hiring managers decide on the type of interview and technology that will be used, it’s important for employers to be consistent in their interview processes with each candidate who applies for the same position.

Virtual Interview Best Practices

Employers should follow a general, overarching timeline to streamline the virtual interview and hiring processes. With this in mind, employers should consider the following tips for conducting successful virtual interviews:

• • Set clear expectations. Make sure candidates have all the information they’ll need—such as technology requirements, log-in information and an agenda. Also, let the candidate know if the format is a one-on-one or panel interview.
• • Properly use technology. Plan ahead to ensure video and audio technology is working smoothly. It’s important to double-check all interview technology, and ask candidates to do the same. Properly using and troubleshooting technology can reflect well on an organization’s brand.
• • Establish professionalism. Treat a virtual interview with the same level of professionalism and respect as an in-person interview. This includes setting appropriate tone, dialogue and dress expectations for all parties involved.

Virtual interviews don’t have to be intimidating. As with any type of interview, it’s important for employers to be prepared and set expectations. Contact us today for additional recruiting, interviewing and hiring guidance. (Print pdf)

Outdoor Exercise Safety Tips

Brought to you by Deutsch & Associates, LLC

As we move into summer, many will want to exercise outdoors to stay active and get some fresh air. That’s great news, as experts recommend at least 150 minutes of moderate aerobic activity each week. Working out in hot and humid weather can put extra stress on your body; however, there are simple precautions you can take to protect yourself.

Workout Tips

By moving your workout outdoors, you can boost your mood and improve your concentration. Also, you don’t need to stick to your own yard or neighborhood. Jogging trails, exercise parks, sports fields and stairs provide endless opportunities to switch up your workout. Keep in mind the following tips to safely exercise outside during the summer:

• • Avoid the hottest part of the day. If possible, plan your workout before 10 a.m. or after 3 p.m. to dodge those strong sun rays.
• • Wear light-colored clothing. Dark colors absorb the heat, while light colors will reflect the sun.
• Lightweight, loose-fitting clothing will help air circulate and keep you cool.
• • Apply sunscreen. Opt for a broad-spectrum sunscreen that’s at least 30 SPF. Reapply every two hours, even if the label says it’s sweatproof. Wearing a wide-brimmed hat can also protect your face from sun exposure.
• • Stay hydrated with water. Drink water before you head out, and try to take sips every 15 minutes during your workout—whether you’re thirsty or not.
• • Replenish your electrolytes. Instead of reaching for a sports drink after a workout, consider replacing electrolytes through real food like chia seeds, kale, coconut, or fruits and vegetables.
• • Listen to your body. If you’re feeling dizzy, faint or nauseous, stop immediately. Sit down in the shade and drink some water until you’re feeling better.

Your body may need to adapt to outdoor workouts, so follow its lead and gradually pick up the pace or intensity. As always, talk to your doctor before you start a new exercise regimen. (print pdf)

Health Benefits of Gardening

It’s likely that you may already have a garden. According to the Garden Media Group, 16 million people started gardening during the pandemic.

Makes: 4 servings

Vinaigrette Ingredients

1 . Tbsp. extra virgin olive oil

2 Tbsp. white balsamic vinegar

1 Tbsp. lime juice

1 tsp. sugar

. tsp. salt

⅛ tsp. black pepper

Salad Ingredients

1 cup fresh blueberries

1 medium cucumber (chopped)

4 cups fresh arugula

. medium red onion (thinly sliced)

. cup reduced-fat feta cheese (crumbled)

2 Tbsp. walnuts (coarsely chopped)

4 slices whole-grain bread

Preparations

1) Whisk together vinaigrette ingredients in a small bowl.

2) Mix together all salad ingredients, except bread, in a large bowl.

3) Add the vinaigrette to the salad—and toss to serve.

4) Toast bread, then cut each slice into four pieces.

Nutritional Information

The portal for private-sector employers to submit equal employment opportunity (EEO-1) workforce data from 2019 and 2020 is now open, the U.S. Equal Employment Opportunity Commission (EEOC) recently announced. The deadline for submissions is July 19, 2021. This data collection was previously delayed due to the COVID-19 pandemic.

EEO-1 Reporting Background

Mandated under Title VII of the Civil Rights Act, the EEO-1 Report is an annual survey that requires certain employers to submit information about their workforces by race or ethnicity, gender and job category by March 31 every year. The EEOC uses the collected data to enforce Title VII’s prohibitions against employment discrimination based on race, color, religion, national origin or sex.

Employers Subject to EEO-1 Reporting

In general, a private-sector employer is subject to EEO-1 reporting if it:

• • Has 100 or more employees;
• • Has 15-99 employees and is part of a group of employers with 100 or more employees; or
• • Is a federal contractor with 50 or more employees and a contract of $50,000 or more

Employer Takeaway

Employers should review EEO-1 reporting requirements. Those subject to reporting requirements should begin submitting 2019 and 2020 EEO-1 data in the EEO-1 portal and ensure that they complete these submissions by July 19, 2021.

These employers should also review the EEOC’s home page and new website dedicated to EEO data collections for additional information.

Contact Deutsch & Associates, LLC today for more resources.

Protecting HR Teams from Burnout

Burnout is a commonly discussed issue amid the COVID-19 pandemic. Oftentimes, it’s HR’s responsibility to help employees cope with burnout and its contributing factors. In many cases, that leaves HR teams without lifelines of their own. However, HR professionals can take steps to stay afloat when feeling overburdened.

Burnout, in simple terms, is the feeling of mental exhaustion stemming from workplace duties. According to the World Health Organization, burnout may be shown through the following symptoms:

• • Fatigue or energy depletion
• • Decreased engagement at work, or feelings of negativism or cynicism related to one’s job
• • Reduced productivity or efficacy

As these examples show, burnout doesn’t always look the same for everyone. Yet, the impacts of burnout are typically uniform—lower-quality work and detrimental health effects.

Steps for Employers

Below are action steps for HR professionals to consider when dealing with burnout:

• • Meet regularly with team members and peers to gauge their emotional states and discuss individual work duties as needed.
• • Recognize and celebrate individual and team achievements.
• • Train other managers on how to keep employees engaged and motivated at work, and how to spot signs of burnout.
• • Clearly communicate that employees should reach out if they are experiencing burnout, and that there will be no punishment for seeking help.

Consider what actions can help address the unique needs of your work environment. To learn more about preventing burnout, contact us today. (Print pdf)