Tips

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Elevating Retail Excellence: Retail Roles That Drive Success

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In a competitive retail landscape, the impact of retail roles extend far beyond their job descriptions. They're the bridge between the products and the customers, ensuring that every touchpoint reflects excellence, reliability, and innovation. At EB, we understand that the heartbeat of any successful retail venture lies in the expertise and dedication of its team. If you’re exploring a career in retail, or are looking to increase the success and efficiency of your retail team, here are a few common positions that you may want to familiarize yourself with:

1. Store Operations Manager: A Store Operations Manager ensures the day-to-day activities run smoothly. They handle workflows, keep an eye on inventory, and make sure customers have a great experience.  Their ability to coordinate various tasks and teams within the store is pivotal for maintaining high standards of service and satisfaction.

 2. Visual Merchandiser: Responsible for how a retail store looks and feels, they craft displays that catch your eye and encourage purchases by showcasing products effectively. Bringing the right talent onboard for this role means having someone who can visually narrate the story of a brand's products. 

 3. Inventory Control Specialist: They're the precision team, monitoring stock levels, managing restocking, and ensuring products are consistently available for customers. ​​Their attention to detail directly impacts customer satisfaction and loyalty.

 4. Wholesale Manager: Hiring the right talent for this a Wholesale Manager means securing a professional who can build and nurture supplier relations, negotiate effectively, and strategize to expand a wholesale side of a brand. Their expertise directly influences a brand’s ability to access quality products, maintain favorable terms, and ultimately drive business growth.

 5.Retail Analyst: Digging into numbers, trends, and consumer behavior, they provide insights crucial for making informed decisions and optimizing operations. Hiring the right Retail Analyst equips brands to stay ahead in a competitive market.

 6. Supply Chain Coordinator: Finding the right person for a Supply Chain Coordinator ensures a seamless flow of products from suppliers to stores. Their knack for managing logistics and vendor relationships directly impacts a brand's ability to maintain product availability, optimize costs, and uphold operational efficiency.

At Emerging Blue, we value the diverse expertise crucial for thriving retail. Our focus on finding top-tier talent for these roles creates a team dedicated to operational excellence, precise inventory management, and strategic growth. If you’re interested in exploring a career in retail, or are looking to grow your team, connect with our retail recruiting team!

Related articles:

 

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Functional Apparel is on the Rise

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Functional apparel brands are experiencing a surge in popularity for several reasons. Firstly, there's a growing emphasis on health and wellness among consumers. People are increasingly looking for clothing that supports an active lifestyle, whether it's for sports, outdoor activities, or everyday comfort.

Moreover, advancements in fabric technology have allowed these brands to create clothing that's not only comfortable but also performs exceptionally well. Fabrics with moisture-wicking properties, temperature regulation, UV protection, anti-odor features, and durability are becoming increasingly sought after. 

The rise of athleisure as a fashion trend has also contributed to the popularity of functional apparel. People want clothing that seamlessly transitions from the gym to daily life, combining style with practicality.

Social media and influencer culture have played a significant role in promoting these brands. Endorsements from fitness enthusiasts, athletes, and celebrities often highlight the functionality and style of these clothes, influencing consumer preferences.

Lastly, the pandemic has accelerated the demand for comfortable yet versatile clothing, as more people are working remotely and seeking multifunctional apparel that suits both professional video calls and workouts at home.

What does this mean for designers wanting to break into this market?

 Here are some tips:

Breaking into functional apparel brands requires a combination of creativity, understanding consumer demands, technological awareness, and a strong business sense. It's a competitive field, but with the right approach and dedication, there are plenty of opportunities to make a mark. 

When functional apparel brands hire designers, they typically look for a blend of skills, experiences, and qualities that align with the brand's ethos and needs. Here are several key aspects they often consider:

  • Design Expertise: Strong design skills are fundamental. This includes a solid understanding of garment construction, pattern-making, sketching, and the ability to translate concepts into functional, appealing designs.

  • Technical Proficiency: Knowledge of textiles, fabrics, and materials is crucial. Designers should understand the properties of different fabrics and their suitability for various functionalities like moisture-wicking, breathability, durability, and stretch.

  • Innovation and Creativity: Brands seek designers who can think outside the box and bring innovative ideas to the table. Creativity in merging functionality with aesthetics is highly valued.

  • Portfolio and Previous Work: A robust portfolio showcasing relevant work in functional apparel design or related areas is essential. Projects highlighting a designer's ability to create practical yet stylish garments are often favored.

  • Understanding of Market Trends: Awareness of current fashion trends, consumer preferences, and market demands is crucial. Designers should be able to anticipate and adapt to changing trends in the functional apparel industry.

  • Collaborative Skills: The ability to work in a team is important, especially in a design process that involves collaboration with fabric technologists, product developers, and marketing teams.

  • Problem-solving Abilities: Designers should demonstrate the capacity to solve design challenges related to functionality, comfort, and style. Being able to address practical issues without compromising on aesthetics is highly valued.

  • Adaptability and Flexibility: The apparel industry is dynamic. Designers who can adapt to new technologies, trends, and consumer demands are sought after.

  • Passion for Functionality and Performance: A genuine interest in creating garments that enhance performance, offer comfort, and cater to specific needs of the wearer is often appreciated by functional apparel brands.

  • Sustainability Awareness: Given the increasing emphasis on sustainability, knowledge of eco-friendly materials, and a commitment to ethical and sustainable practices in design and production are becoming more critical for brands.

Ultimately, a combination of technical skills, creativity, adaptability, and a deep understanding of the functional apparel market are highly valued when brands seek to hire designers for their teams. We are lucky enough to work with some of these great brands, including Vuori, 686, Rhone, Triple Aught Design, TravisMathew, Howler Brothers, and more.

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2024 Recruitment Resolutions: Setting Goals for Hiring Success

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As we step into a brand-new year, brands in fashion, home, and beauty are buzzing with growth potential. For businesses in these exciting industries, setting recruitment goals that match the latest industry trends is key to steering your team toward success.

Setting hiring goals is not just about keeping up with trends—it's about staying one step ahead. Whether you're a brand riding the waves of seasonal changes or a store looking for top-notch talent to give customers an amazing experience, how you hire matters a lot.

First, before thinking about this year’s plans, take time to think about how last year's hiring went. What worked? What didn’t? You can learn from these experiences to help you for the year ahead. Some hiring strategies may have led you to fantastic talent, while others might've missed the mark. These reflections can guide us in making our hiring process better.

Celebrate Diversity in Hiring

Companies thrive when diversity is prioritized, not just in what they offer but also in the folks they bring on board. So, take the proper steps to make your hiring goals diverse too—look for talent from all walks of life. Having a team with different backgrounds and perspectives sparks fresh ideas, creativity, and connects better with a diverse customer base.

Being Flexible is the Name of the Game

Things change all the time, and being flexible is how we stay strong. Your hiring goals should be adaptable—ready to switch gears as new trends pop up. Whether it's adapting to online shopping booms, the focus on sustainability, or changes in what customers want, your hiring plans should roll with it.

Using Tech the Smart Way

Technology is a game-changer in hiring. We can use AI tools and data to find amazing talent and make the hiring process smoother for everyone involved.

At EB, we’re the experts in matching businesses with talented professionals who know how to navigate these industry shifts. We're here to help brands gear up for a successful new year and ensure that both job seekers and brands have a seamless experience. So, join us as we dive into 2024 with these tips in mind. If you have plans to hire this year, we would love to connect with you. It’s never too early to begin strategizing your plans for growth.

References:

https://www.mckinsey.com/~/media/mckinsey/industries/retail/our%20insights/state%20of%20fashion/2023/the-state-of-fashion-2023-holding-onto-growth-as-global-clouds-gathers-vf.pdf

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2024 Trends Forecast: Anticipating Hiring Needs in Fashion, Home, and Beauty Industries

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In the worlds of the fashion, home, and beauty industries, staying ahead isn't just about keeping up with trends—it's about predicting needs, understanding nuances, and proactively hiring the right talent. As we prepare to step into 2024, we’ve been taking a closer look at what the hiring landscape might hold for these dynamic sectors.

Fashion is a whirlwind of ever-changing trends, and the job market is no exception. Sustainability is taking center stage, sparking a high demand for eco-conscious designers, ethical sourcing experts, and sustainability specialists. Brands are also prioritizing diversity and inclusivity, seeking individuals who champion these values.

In the beauty realm, inclusivity and authenticity are the reigning themes. Clean beauty, skincare, and wellness are driving the need for formulation experts, skincare specialists, and wellness consultants. The integration of technology in beauty is growing, leading to roles such as AR/VR makeup artists and digital marketing experts gaining prominence.

Lastly, the home sector is undergoing a shift towards experiential retail and smart home innovations. Personalized experiences are in demand, driving the need for roles like interior design consultants, smart home technology experts, and customer experience specialists. Sustainability is a significant driver, prompting the search for eco-conscious product developers and sustainable materials experts.

Proactive Hiring Strategies:

To stay ahead in talent acquisition, there are ways to align recruitment strategies with these emerging trends:

  • Embrace Diversity: Create an inclusive workplace culture that attracts diverse talent.

  • Tech Integration: Use tech-driven solutions to engage with tech-savvy candidates.

  • Sustainability Showcase: Find new ways to support sustainable businesses and highlight your commitment to sustainability in brand messaging.

  • Professional Growth: Offer opportunities for continuous learning and personal development.

At Emerging Blue, we specialize in connecting brands with talented professionals who can navigate these industry shifts. We're dedicated to enhancing brands' hiring strategies, ensuring a seamless and successful experience for both job seekers and retailers throughout the new year and beyond.

Related articles:

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Strategies for Staffing Success in the Home Industry

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The home furnishings and decor industry is experiencing remarkable growth, with an increasing demand for exquisite designs and functional spaces. To keep up with the booming industry, brands are amping up their teams and hiring efforts. Here are some tips to overcome talent shortages and build a strong workforce to capitalize on the exciting opportunities in this dynamic market.

Strategies for Recruiting Success:

  • Showcase vision and culture: Highlighting a brand's vision, mission, and values can help to attract talent who resonate with the brand. Emphasizing the positive impact and influence that employees can make in creating stunning home decor experiences has great appeal.

  • Foster a collaborative and inspiring environment: Create a workplace culture that encourages collaboration, innovation, and creativity. Provide employees with opportunities to contribute their unique ideas and grow both personally and professionally.

  • Leverage industry connections: Engage with industry networks, professional associations, and design schools to expand the reach and connect with talented professionals. Attend industry events and trade shows to build relationships and stay updated on the latest trends.

  • Utilize emerging technologies: Leverage emerging technologies, such as AI-driven recruiting platforms and digital portfolios, to streamline the recruitment process and identify top talent efficiently.

  • Partner with Emerging Blue for recruiting expertise: When it comes to navigating the talent shortage in the home decor industry, partnering with recruiting experts like Emerging Blue can make a significant difference. We specialize in connecting businesses with top creative talent. With our vast network and industry knowledge, we can help you identify and attract the best candidates for your home decor projects.

Talent acquisition teams and recruiters in the home decor industry are definitely embracing this exciting opportunity for recruiting success. By showcasing company vision and culture, fostering a collaborative environment, leveraging industry connections, and utilizing emerging technologies, brands can both attract and retain top talent. And for expert assistance in navigating the talent landscape, our team is here to support yours with our recruiting expertise and extensive network of creative professionals. Together, let's unlock the potential for growth and excellence in the home decor industry.

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Freelancing in the Creative Industries: Embracing Flexible Talent

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Over the past several years, the creative industries have witnessed a significant shift towards temporary work and freelancing. As companies seek flexible solutions and top talent, freelancers have become valuable assets, bringing their expertise to various fashion, home, and beauty projects.

Why Freelancers?

  • Access to top talent: Freelancers often possess specialized skills and diverse industry experience, allowing businesses to tap into a broader talent pool for specific projects or tasks.

  • Flexibility and scalability: Hiring freelancers enables companies to scale their workforce based on project demands, ensuring efficient resource allocation and cost-effectiveness.

  • Fresh perspectives and creativity: Freelancers bring unique perspectives and fresh ideas to the table, infusing projects with creativity and innovation.

  • Speed and efficiency: Freelancers are accustomed to working independently and can hit the ground running, delivering results promptly and efficiently.

  • Cost-effectiveness: Hiring freelancers can be more cost-effective than maintaining a full-time employee, as businesses only pay for the specific services or projects needed.

  • Expertise in niche areas: Freelancers often specialize in niche areas of the creative industries, offering specialized knowledge and skills that may be challenging to find in traditional hiring processes.

  • Enhanced flexibility: Freelancers can adapt to changing project requirements, timelines, and budgets more easily, providing businesses with the flexibility to adjust as needed.

Our team understands the unique challenges and opportunities that come with hiring freelancers in the fashion, home, and beauty industries. Our specialized recruiting services are designed to help streamline your freelance hiring process, relieving all the challenges that can come with internal talent acquisition. With our vast network of creative professionals, we curate top talent to meet your specific project requirements, ensuring seamless integration and successful project outcomes.

References:

  • Upwork. "Freelance Forward 2020: The U.S. Freelance Economy in the Time of COVID-19." Accessed June 2023.

  • Forbes. "The Gig Economy is Booming—And Here's Why." Accessed June 2023.

  • LinkedIn Talent Solutions. "The Rise of Freelancers." Accessed June 2023.

  • Entrepreneur. "The Benefits of Hiring Freelancers for Your Business." Accessed June 2023.

  • Harvard Business Review. "How to Manage Freelancers." Accessed June 2023.

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Crafting the Right Job Description for Skills-Based Hiring

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In today's talent landscape, job descriptions are no longer static documents merely listing responsibilities and qualifications. A well-crafted job description serves as a dynamic instrument, communicating the essential skills and competencies required for a position. By outlining these requirements, organizations can attract candidates with the right expertise, ensuring a targeted applicant pool. Furthermore, clear articulation of the outcomes and objectives of the role aligns candidate expectations with organizational goals, fostering better performance and engagement.

The Power of Language

Effective job descriptions hinge upon the language used. Clear and concise language that avoids jargon and unnecessary complexity enables candidates to quickly grasp the requirements and assess their fit. Additionally, incorporating inclusive language helps attract a diverse range of candidates, fostering an inclusive workplace culture that values diversity and equality.

Transparency and Candidate Experience

Job descriptions should go beyond surface-level requirements and provide transparency about company culture, growth opportunities, and the potential impact of the role. This level of openness empowers candidates to make informed decisions and ensures a positive candidate experience throughout the recruitment process.

Continuous Improvement

The journey of skills-based hiring extends beyond crafting the perfect job description. We encourage hiring managers to embrace continuous improvement by regularly reviewing and updating their job descriptions. This ensures they remain aligned with evolving market dynamics and changing skill requirements. Seeking feedback from current employees can provide valuable insights that contribute to the accuracy and effectiveness of job descriptions.

Job descriptions form the foundation of skills-based hiring, setting the tone for attracting the right talent. By crafting dynamic job descriptions, employing clear language, promoting transparency, and embracing continuous improvement, organizations can maximize their chances of finding exceptional candidates. 

Your Partner in Skills-Based Hiring

At Emerging Blue, we understand the power of skills-based hiring and the critical role job descriptions play in attracting top talent. Our services are rooted in integrity, expertise, and personalized attention. Our team specializes in crafting impactful job descriptions that resonate with the candidates your brand is looking for. We can grant your team access to our comprehensive range of recruitment services, designed to streamline your skills-based hiring process and help you build out your dream team.

Relevant Articles:

https://www.linkedin.com/business/talent/blog/talent-strategy/why-skills-based-hiring-starts-with-job-descriptions

https://www.forbes.com/sites/carolinecastrillon/2023/02/12/why-skills-based-hiring-is-on-the-rise/

https://hbr.org/2022/02/skills-based-hiring-is-on-the-rise

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Ready to Revamp your Resume?

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Emerging Blue Resume

As recruiters, we see hundreds of resumes every day and have learned what it takes to make your resume stand out from the rest. Your resume is typically the first opportunity for you to make a great impression with a potential employer. If you’re thinking of starting up a job search, here are five tips that will help you improve your resume and land your dream job:

  1. Make it easy to read: Your resume should be easy to read and visually appealing. Try using bullet points and headers to break up large blocks of text and make important information stand out. Be careful with the usage of several fonts and colors, as this can make your resume look cluttered and unprofessional.

  2. Quantify your achievements: Employers like to see examples of how you have contributed to your previous roles. Showcasing metrics and numbers to quantify your achievements and your impact at your previous position speaks volumes to your experience. Ex) instead of saying you "improved sales," say you "increased sales revenue by 15%."

  3. Keep it concise: It’s important not to let your resume get too lengthy. A best practice is to keep it shorter than two pages, so make every word count. Avoid using filler words and focus on the most important information that showcases your skills and experience.

  4. Summary statement: A strong summary or objective statement can grab the attention of the recruiter or hiring manager and encourage them to read on, making it a valuable addition to any resume. It should be brief but powerful, summarizing your experience, skills, and career goals in just a sentence or two.

  5. Use a professional email address: Your email address may seem like a minor detail, but it can have a big impact on how potential employers perceive you. It is also helpful to include your phone number so that either the hiring manager or recruiter you’re working with can easily get in touch with you.

By following these tips, you can create a resume that stands out from other interviewees and showcases your skills and achievements most effectively. Remember, your resume is your first impression with potential employers, so make it count. If you ever need help writing your resume or would like a second opinion, we are always happy to be of help. Good luck with your job search!

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5 Recruiting Tips for your Direct-to-Consumer Fashion Brand

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Direct-to-consumer (DTC) fashion brands are becoming increasingly popular, thanks to their ability to sell directly to consumers without the need for intermediaries like retailers. With the rise of DTC fashion brands, the recruitment process has also evolved. In this article, we will discuss some tips for recruiting for direct-to-consumer fashion brands.

1. Understand the Brand

One of the most important aspects of recruiting for a DTC fashion brand is to understand the brand's values and mission. DTC fashion brands are known for their unique brand identity, and it's crucial to know what sets them apart from their competitors. Understanding the brand's values, mission, and culture will help you identify candidates who share the same values and are a good fit for the company.

2. Look for Diverse Candidates

Diversity is an essential element of any company, and it's especially crucial for DTC fashion brands. These brands aim to appeal to a wide range of customers, and it's essential to have a diverse team that can understand and cater to the needs of different customers. When recruiting for a DTC fashion brand, look for candidates from diverse backgrounds and with diverse skill sets. This will help the brand appeal to a broader customer base.

3. Focus on Customer Service Skills

DTC fashion brands often rely on excellent customer service to retain customers and build brand loyalty. Therefore, it's essential to look for candidates with strong customer service skills. Candidates who can communicate effectively, have empathy and problem-solving skills, and can handle customer complaints are ideal for DTC fashion brands.

4. Emphasize the Importance of Data and Analytics

DTC fashion brands rely heavily on data and analytics to make informed business decisions. When recruiting for a DTC fashion brand, look for candidates with experience in data analysis and have a good understanding of customer behavior. Candidates who can use data to improve the customer experience and optimize the brand's marketing strategy are highly sought after by DTC fashion brands.

5. Consider Soft Skills

In addition to technical skills, it's essential to look for candidates with soft skills. Soft skills like teamwork, adaptability, and creativity are essential for a successful DTC fashion brand. Look for candidates who can work collaboratively, think outside the box, and adapt quickly to new and challenging situations.

In conclusion, recruiting for a DTC fashion brand requires a unique set of skills and qualities. Understanding the brand's values, looking for diverse candidates, focusing on customer service skills, emphasizing data and analytics, and considering soft skills are all crucial elements of successful recruitment for a DTC fashion brand. By following these tips, you can build a strong team that can help your DTC fashion brand grow and thrive.

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Welcome to the Industry: Looking Beyond the Traditional Resume

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When hiring for talent, one of the top criteria that recruiters often look for is whether a candidate is an industry match. Though having proper industry experience can be one of the keys to success when starting a new role, some say that it may be time to start looking beyond traditional resume requirements.

In a time of economic turbulence but growing demands for top talent, recruiters are facing the challenge of a narrowing talent pool due to the limitations of background industry.

An alternative recruiting method that many brands and retailers have been adopting to expand and diversify the talent pool: welcoming industry newcomers.

According to an article from Business of Fashion, “a resume heavy on experience outside the fashion world is increasingly seen as a plus”.  Given the increasing changes in e-commerce, sustainability, and global expansion of supply chains, many people outside of the fashion industry are proving to have transferrable skills that fashion brands are looking for. These sweeping changes have provided candidates with ample opportunities to grow in soft skills like adaptability or agility as well as other capabilities in analytics, marketing, or technology.

“With economic downturn potentially on the horizon, the payoff from diversifying fashion’s workforce and bringing new perspectives… could become greater in the next few months.”

More than having that perfect industry match, brands are recognizing the need to bring in candidates who can share in a company’s core values, passions, and understanding of their specific brand DNA.

Related articles:

https://www.businessoffashion.com/articles/workplace-talent/why-fashion-should-recruit-from-outside-the-industry/

https://au.hudson.com/insights/hiring/hiring-candidates-outside-your-industry/

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Our Gen Z Hiring Guide

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Emerging Blue Gen Z Hiring Guide

Gen Z is considered to be the first generation of digital natives. Having grown up using advanced technology, Generation Z favors innovative and streamlined uses of this technology in both their job search and in the workforce. 

If you’re actively hiring, here are some helpful tips to best attract and retain Gen Z talent:

  1. Incorporate texting into the hiring process: Offering speedier channels of communication may be the deciding factor in attracting and retaining Gen Z workers long term. According to a Job Seeker Trends Survey, almost 80% of candidates indicated that they prefer scheduling interviews via text rather than email or phone call. 

  2. Invest in digital platforms: Having a clear digital presence, especially on social media platforms, can help to establish trust even before the interview process begins. If a Gen Z candidate is interested in a job with your brand, it is likely that they will turn to your social media platforms to learn more about your company’s values, the work-life balance, and overall culture before the initial interview.

  3. Update your website: Modernization is highly valued by Gen Z. In fact, 50% of Gen Z candidates said that they would not submit an application if a company’s recruiting methods are outdated. Staying up-to-date with the latest hiring trends will help guarantee that you attract the talent you’re looking for.

     

Articles referenced:

https://yello.co/blog/recruiting-generation-z/

https://recruitingdaily.com/gen-z-recruiting-trends-how-to-effectively-engage-and-hire-the-next-generation-of-workers/

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Leaving Ghosting Behind this October

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Emerging Blue Blog

With Halloween right around the corner, it’s the perfect time to remember the large impact that ghosting can have on both candidates and your business. Leaving a candidate hanging can send a louder message than a rejection. According to a study shared by LinkedIn, “40% of candidates said that if they don’t hear back from a company they’ll never apply to it again.” Not only does ghosting your candidates leave them feeling confused, but it can also affect your brand’s image and long-term growth.

A good practice to help ensure that no candidate feels left behind, is to implement a follow-up strategy. Rather than leaving your candidates feeling spooked, you can strategize a plan using these three easy steps:

  1. Be upfront about the volume of applications you receive.

  2. Quickly let candidates know if they are not a match and not being considered.

  3. Encourage your candidates to apply to other roles now, and in the future.

  4. Offer advice and guidance to help them with their job search.

If your team could use support managing your candidates, our team can help. Connect with our team, learn more about our EB 360 solution, or reach out to us at info@emergingblue.com.

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Managing Employment Gaps

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We hear all the time from candidates who have employment gaps in their resume about their concerns for how to speak to their gaps in their resume, as well as during job interviews. Great news though, employment gaps won’t disqualify you from a job. Forbes suggests that you should highlight the gaps, add context to the gaps in a cover letter, and always be transparent. Click here to read helpful ways to navigate the conversation.

Resumes Done Right

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Resumes matter! That is why we are resharing these helpful resume tips from a post we wrote in 2020.

As a recruiter, we cannot tell you how many times we’ve received resumes with missing details, incorrect contact information, and tons of misspellings. A well-constructed, tailored resume goes much further than a generic, outdated one. According to the Bureau of Labor Statistics, there are close to 10 million unemployed people. With that, as a Jobseeker it is make-or-break to have a resume that stands out, and gets your foot in the door. Read below for our helpful tips and tricks that will freshen up your resume.

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Now let’s take a closer look at each section to go over the important parts. First we are going to examine the left side of the resume with the contact information, skills, education, and personal interests:

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Next we will show what to include in the profile/professional summary section and the professional/relevant experience section:

We hope these practical tips support you as you create your newly updated resume. If you are looking for more resume help you can reach us via email for one-on-one resume assistance: info@emergingblue.comYou can also check out our previous resume wr…

We hope these practical tips support you as you create your newly updated resume. If you are looking for more resume help you can reach us via email for one-on-one resume assistance: info@emergingblue.com

You can also check out our previous resume writing blogs: Top 5 Resume Tips from a Recruiter, Resumes, It’s the Little Things

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Interviewing Tips for Hiring Managers

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We have created a ton of content around interviewing tips and tricks for candidates, but what about interviewing tips for new hiring managers? Interviewing doesn’t just require preparation from the candidate, but also from the person conducting the interview.

Interviewing is an art, and it can definitely be a challenge for new hiring managers! Luckily we are here to help. Below are some helpful, and practical, tips for new hiring managers, recruiters, and whoever else is interviewing candidates. Candidate care is important, and we organized the tips into: what to do before, during, and after an interview.

What to do Before

  • Have an Interview Plan — Decide who is involved in the interview, who will meet the candidate, and in which order. Finally, determine how many steps there will be in the interview process.

  • Print and Read the Resume — Just as the candidate is prepared, so should the interviewer. Take a few minutes before the interview to review the resume so you know who the candidate is, and you can develop interview questions to gain a better understanding of their background, experience, and accomplishments.

  • Prepare Interview Questions — This an extremely important step because interviews should be purposeful and insightful. As you read over the candidate’s resume, develop questions to determine their level of work experience. This will allow you to gain a more thorough understanding of the candidate and lead you to make a better hiring decision. We suggest open-ended, behavioral-based interview questions because they give concrete and specific information versus yes-or-no responses.

  • Lastly, check your Internet/Wifi and your computer/phone battery, make sure the lighting is just right (If it’s a video interview, Ring lights are a great purchase). Also, ensure you are in a quiet space with no background noise.

What to do During

  • Keep to the scheduled time frames. Start on time and allot the time you need to fully screen the candidate, describe the company and job, and ask questions. If you’re going to be late or miss the interview, contact the candidate as soon as possible to explain the issue and to reschedule.

  • If you do not get a clear response to a question that you ask a candidate, try asking an open-ended question that follows up on the original question or their response. Probing questions are fantastic!

  • Be nice. It’s easier to “sell” the candidate on the job offer at the end of the hiring process if they had an incredible and inviting experience.

  • Leave time at the end for questions that the interviewee may have, and make sure to go over the next steps so that the candidate is fully aware of the process and what’s to come.

What to do After

  • Complete your interview notes quickly after the interview and share them with your team and/or upload them into your applicant tracking system.

  • Debrief with your team — we suggest daily to go over candidates and discuss the remaining process.

  • Time is everything, and often time kills deals. Therefore it is key to be quick with your process, and if you like a candidate and they are right for the job, then extend them an offer. You can assume that candidates are also talking to other companies. Don’t miss out on great talent because of a slow process. Be deliberative with candidates yet purposeful and quick with your hiring decisions.

We hope these interview tips help you out during your next interview and lead you to add great new talent to your team. From before, to during, to after the interview, there are important steps along the way to ensure a successful method for interviewing and hiring. As always, feel free to reach out if you need any interview training. Our talent leaders are always here to set you up for success and offer personalized training sessions.

Interested in having our team lead an ‘Interviewing With a Purpose’ training session for your team or company? Email us at info@emergingblue.com for more information on our virtual training seminars.