• more manageable workloads
• improved candidate search results
• easier time avoiding bias
• reduced time-to-hire

Here’s how to use these technological advancements to improve your recruitment strategy and make better-informed hiring decisions.

1. Enhance Candidate Sourcing

Finding the right candidates for your open position can be challenging. However, AI algorithms can be used to search for and analyze a large amount of candidate data from various sources, such as social media profiles, job boards, and professional networks. You can even program AI-generated chatbots to reach out to candidates directly and answer questions they might have about the role and your company.

By leveraging AI in candidate sourcing, your team can reach out to qualified potential hires who haven’t submitted their resumes and might not have heard about your open position. This method widens your talent pool and increases the likelihood that you’ll find better-fit candidates who match your job description.

2. Automate Your Resume Screening

AI-powered resume screening systems can help your team use AI in the hiring process to analyze resumes and applications more efficiently. Instead of thumbing through each resume by hand, AI algorithms can filter out unqualified candidates so you can focus on the more promising applicants earlier in the recruitment process.

If you’re familiar with applicant tracking software (ATS), then chances are you already have an idea of how this works, though AI adds another level. ATS systems can be programmed to automatically sort resumes based on keywords you choose (such as skills, work history, education, and any other deciding factors), and AI takes this a step further. Used in tandem with your ATS, AI uses your employment data to learn how to recognize which candidates are likely to be successful on your team and sends them to the top of the pile.

3. Automate Interview Scheduling

You can use AI in the hiring process to make mundane tasks easier — like the back and forth of scheduling interviews. In general, you will first need to enter the relevant data, such as:

• interviewer availability
• scheduling time slots
• email and contact information

Next, specify how you’d like the AI to function. For example, you can ask it to schedule interviews only when all parties are available between specific hours and for a certain amount of time. Once you start using the system you’ve set up, continue testing it and giving it feedback until it functions how you need it to.

4. Automate Interview Assessments

Not only can AI set up and schedule your interviews, but it can help you evaluate them as well. This enables your staff to evaluate candidates based on the same criteria, eliminating bias and ensuring those you hire have been assessed objectively.

For example, you can have AI scan human-run video interviews for relevant keywords and delivery to help you decide if the candidate is skilled enough and confident in their ability to do the job. You can also use it to ask candidates questions and collect answers, whereby you’re able to use this data to recognize which candidates should move forward in the hiring process. This helps your recruiting staff spend more time evaluating answers and data since they’re saving time interviewing candidates up front.

5. Improve the Candidates’ Experience

Though using AI in the hiring process means your candidates will need to communicate with computers and bots, there are also ways to improve the candidate experience and make it easier to humanize their interaction with your staff. Since AI can mine more resumes and interviews for keywords and data, it’s able to do a better job of matching skills and qualifications with good-fit candidates, which can help your team convey a more personalized approach.

AI can also offer feedback for candidates, answer their questions, and ensure the match is suitable for their career goals. The technology has more bandwidth to search for job-match data and discover more details about candidates than busy recruiters with heavy workloads who might miss the signs of top talent.

6. Make Data-Driven Hiring Decisions

Since AI systems can collect large amounts of data during the recruitment process, you’re able to gain valuable insights and make hiring decisions based more on data than human opinion or impressions, which is where bias can eek in. The great thing here is that as you hire and onboard new employees, you can also use the data on how well your new hires do for future hiring decisions and help your AI algorithms adapt to your team’s staffing needs.

As the technology and AI algorithms learn which hires are best for your company, you’re able to better identify successful hire patterns and continue making better decisions in the long run. This increases the efficiency and effectiveness of your hiring process and ensures you continue hiring the best possible talent for your organization.

Use AI in the Hiring Process to Build a Better Workforce

Now that you know how to use AI in the hiring process, you can continue to improve the effectiveness of your recruitment efforts in addition to the quality of your staff. Start a free trial with Monster today and gain access to millions of highly skilled job searchers.

The post How to Use AI in the Hiring Process appeared first on Monster.com.

In this article, we share four types of questions to ask candidates in your interview, including:

• technical questions
• skills-based questions
• situational questions
• behavioral questions

This way, you can be sure to get the necessary skills, personality, and experience details that you need to make an informed hiring decision. Ready to find a great-fit candidate to lead your marketing team? Here’s what to ask.

Technical Interview Questions

Some of the most essential chief marketing officer interview questions to ask candidates — especially the high-level professionals you’ll be interviewing for a CMO position — test candidates on their technical knowledge of the job. These are the marketing concepts and tactics your CMO should know coming into the role, such as the basics of strategy, budget management, and branding.

To gauge your candidates’ technical acuity, ask the following:

• How would you design and implement a marketing strategy for our business?
• How would you manage our marketing budget?
• What metrics would you use to measure the return on investment of various marketing campaigns?
• What is an example of how brand strategy supports a strong marketing campaign?
• What marketing tools and technology are you familiar with?
• How could our team leverage marketing tools and technology to improve our marketing efforts?
• What marketing channels can be used to attract and retain our customers?
• How would you implement the latest social media trends in our marketing campaigns?

Skills-based Interview Questions

Not only do you want to know which technical skills candidates possess, but you also want to understand their ability to communicate, offer creative solutions, and be a dependable leader, among other valuable soft skills. Effective skills-based chief marketing officer interview questions include:

• Tell us about a time you had to solve a complex marketing problem. What was the situation, and how did you solve it?
• Give an example of a highly successful marketing campaign you created. What made it a success?
• How do you like to lead and motivate your team?
• Describe a time that you mentored an employee. How did it impact their professional development?
• What is an example of a time when you used data and analytics to influence a marketing decision?
• Describe a time when a marketing campaign or strategy you created failed. What did you learn from it?

Situational Interview Questions

CMOs will need to make split-second decisions that can impact the success of your marketing program. This is why it’s important to hire candidates who are creative and quick-witted. The following situational interview questions will help you evaluate how well your interviewee can use their creativity and critical thinking skills to address a hypothetical situation that will likely happen in their role:

• If one of our competitors launched a similar product, what steps would you take to ensure we stayed ahead of the competition?
• If we had limited marketing resources and had to choose between investing in leads and search engine optimization, which would you prioritize and why?
• If you inherited a marketing team with low morale, how would you turn the team around?
• Suppose we had an unintentional brand crisis. What would be your strategy for handling the controversy?
• In what ways would you experiment with innovative marketing approaches and tactics to stay ahead of the curve?

Behavioral Interview Questions

While situational chief marketing officer interview questions focus on hypothetical scenarios, behavioral questions uncover how the candidate has responded to various scenarios that have happened in the past. These questions can be used as an indication of how the candidate might behave in similar future scenarios or serve as a jumping-off point for a discussion about what they’ve learned as a result:

• Describe your experience in creating and implementing marketing strategies. What were your most significant accomplishments?
• Tell me how you manage teams and work collaboratively with other departments to achieve your marketing goals.
• How would you describe your leadership style?
• How have you successfully communicated your vision to your team and upper management?
• How have you resolved conflicts with team members or other departments

Work Culture Questions

When hiring a CMO, it’s important that the candidate enjoys and fits into your company culture. This ensures that whomever you hire will mesh well with their team and perform optimally. You can interview for culture fit by asking candidates the following questions:

• If you could choose your ideal work environment and team, how would you describe what you’re looking for?
• What were the best parts about working in your previous role? What were the worst parts?
• If your employees were to ask for a better work-life balance, how would you respond?
• Which of our company values speaks to you most and why?

Other Chief Marketing Officer Interview Questions to Ask

Don’t forget to open your interview with a few questions that make candidates comfortable and break the ice. These could be simple questions, such as “How did you find out about this position,” or, “What attracted you to working in the marketing industry?” Then be sure to close the interview by asking if the candidate has any questions for you about the job or the next part of the process. This leaves the floor open for the candidate and helps to leave the interview on a positive note.

Also, be sure to use an interview checklist so you can be prepared to interview candidates and know what you will be asking in advance. This will also help you keep the interview running smoothly, ensure you ask candidates the same questions so it’s easier to compare answers, and reduce pre-interview stress.

Find Your Next Great CMO

Now that you have a list of strong chief marketing officer interview questions, it’s time to create your job post and get interviewing. Sign up for a free trial with Monster to reach over a million qualified candidates today.

The post Chief Marketing Officer Interview Questions to Ask appeared first on Monster.com.

Monster’s recent State of the Graduate survey found that Gen Z job seekers prioritize salary above all other considerations when choosing between offers. This fiscal focus makes sense when you consider that, according to healthcare industry data, Gen Z workers are more likely than earlier work cohorts to:

• Feel financially insecure.
• Carry high levels of student debt.
• Work multiple jobs to keep up with expenses.
• Doubt that they will ever achieve fiscal milestones, such as home ownership or a secure retirement.

But compensation isn’t the only category that can help tip the scales between offers for recent graduates and entry-level employees. Benefits that pave the way for career advancement, bolster workplace wellness, and support diversity and work-life balance are all popular with Gen Z. The benefits listed below can help ensure that your job descriptions and offers include the perks Gen Z employees find most appealing.

Workplace Wellness Benefits

Research indicates that 46% of Gen Zers report feeling anxious most the time, making them a much more stressed out generation than any of their recent predecessors. In addition, a higher percentage of this cohort has sought treatment for mental health issues than any other.

When it comes to assembling benefits packages to attract Gen Z employees, focusing on robust healthcare benefits and workplace wellness practices can assure prospective employees than you care about your workers’ wellness—as long as you emphasize them in your job descriptions and during candidate interviews. Popular healthcare and wellness benefits include:

• A choice of robust healthcare and disability plans with low or no employee contributions and access to holistic health options.
• Mental health benefits, including an employee assistance program that offers free or reduced-rate counseling sessions.
• Fertility and adoption benefits and generous family leave policies.
• Generous or unlimited paid time off.
• Reduced-rate or free gym memberships.
• Onsite or virtual yoga and meditation classes.
• Seminars on stress reduction, nutrition, and self-care.

Flexible Schedules and Remote Work

One of the best ways to attract Gen Z employees with the skills you need, especially in sectors where talent is scarce and offsite work is feasible, is to promote your open positions with a remote option. Not only does this tactic allow you to expand your talent pool beyond your geographic area, but it also serves as an effective way to attract a wider range of candidates of all ages, including Gen Z.

Though many younger workers are eager to work on site to cement work relationships and expand their professional networks, they are also likely to view your openness to remote work or hybrid work schedules as a favorable sign that you are a flexible employer who recognizes the changing needs of workers and the workplace.

Career Development and Upskilling

Entry-level workers and those just approaching the first management tier are naturally focused on acquiring the skills they will need to advance their careers. For this reason, one of the most effective ways to attract Gen Z employees—and retain them—is to develop a robust employee training program that includes funding for professional certifications and seminars; membership in professional associations and conference attendance; subscriptions to industry blogs, podcasts, and newsletters; and tuition reimbursement.

Other ways you can signal your commitment to internal advancement is to sponsor a mentoring program or even cover the cost of annual career or life coaching sessions. Not only will a focus on upskilling and mentoring nurture a more skilled workforce, but it can also earn your employees’ loyalty and burnish your employer brand.

Investment and Financial Planning Benefits

Many members of Gen Z are prudent and cautious, nervous about their long-term financial stability and willing to work extra jobs or turn down job offers with insufficient salaries to make the money they think they need to feel secure. You can appeal to their desire for long-term financial security by offering generous incentives, such as student loan assistance, 401(k) matching funds, and seminars on financial literacy, debt reduction, investing, and retirement planning.

Diversity, Equity, and Inclusion

Gen Z is the most diverse generation to enter the workforce yet. They are savvy about topics relating to diversity, equity, and inclusion (DEI) and can easily discern between empty statements about DEI efforts that never gain traction and sincere investments that support and value employees with a wide range of life experiences.

One of the most effective ways to attract Gen Z employees is to be as transparent as possible about your industry’s—and even your company’s—past efforts and obstacles when it comes to parity in hiring and advancement for traditionally underrepresented groups. Soliciting input from this younger and more diverse employee cohort, along with investing in proven strategies such as employee interest groups (EIGs), can help you outpace your competitors in the quest for Gen Z’s top performers.

Deploy Your Optimized Job Descriptions and Attract Gen Z Employees

The best way to attract Gen Z employees with the skills you need to grow your business is to understand their motivations and offer the benefits they’re looking for in their next (or first) workplace. You can make sure applicants get this message when you select a recruitment plan that meets your needs and post a job with Monster.

The post Benefits and Perks That Attract Gen Z Employees appeared first on Monster.com.

The following steps are essential for hiring candidates with the skills you need to set your restaurant up for success:

1. Define job responsibilities.
2. Write a detailed restaurant manager job description.
3. Screen applicants.
4. Conduct thorough interviews.
5. Complete background and reference checks.

In this article, we’ll walk you through each step so you can be confident that the person you hire will succeed in the role.

1. Define Job Responsibilities

To start your “how to hire a restaurant manager” process, define the job responsibilities. This way, you can tailor the role to your restaurant’s specific needs, making finding suitable candidates easier.

List all the skills, qualifications, and competencies that would make someone successful. Do you need someone with experience inspecting food quality or working in customer service? Are you looking for someone who can run a fast-paced, state-of-the-art kitchen? Each restaurant will demand different requirements from its manager, so be as specific as possible.

For example, you may want to consider:

• Which teams they will manage and how.
• Day-to-day tasks they will be required to perform.
• Educational requirements, such as a bachelor’s degree or certification.
• The metrics you will use to measure the candidate’s success.

This way, everyone is clear on the type of candidate you’re looking for before you advertise and interview for the role.

2. Write a Detailed Job Description

After you’ve defined who will likely succeed in the role, it’s time to write a restaurant manager job description. The most effective job descriptions include:

• An intro paragraph detailing the position and who would make a good fit.
• Why employees enjoy working for your restaurant and a description of the company culture.
• A list of the main responsibilities, such as assisting guests with their needs, training staff, and maximizing profitability.
• Information about the benefits and perks you offer to staff.
• How to apply for the open position.

Also, list the hard and soft skills you require candidates to possess. Examples include:

• Customer service
• Communication
• People management
• Multitasking
• Conflict-resolution

Once your job description is complete, post it on popular job boards where restaurant managers are likely to look for positions like yours. As you learn how to hire a restaurant manager, this will ensure great-fit candidates consider your open position.

3. Screen Applicants

After posting your job description, you’ll have applications to sort through from candidates of various experience levels and backgrounds. The application screening process can sometimes be overwhelming, especially if you do it manually.

For this reason, many businesses use an applicant tracking system (ATS) to automatically scan resumes for candidates with enough of what you’re looking for to warrant an interview. These automated software programs pull up the candidates who match the keywords you specify, such as “customer service skills” or “fine dining.” This will save from spending too much time considering candidates without the skills and qualifications you need.

4. Conduct Thorough Interviews

Once you have enough candidates to interview, it’s time to plan the interview process by having your questions ready and a sense of your interview structure. You only have a short amount of time to get to know the candidates, so the questions you ask when deciding how to hire a restaurant manager are essential for uncovering who would make a good fit.

To conduct compelling interviews, ask questions that reveal the most critical information about the candidates’ skills, personality, and experience. Consider asking:

• Opening questions that are easy to answer and help candidates feel comfortable in the interview, such as “How did you hear about this position?” and, “What excites you most about the restaurant business?”
• Skills and experience questions that help you assess who meets your qualifications. Examples include “How would you describe exceptional customer service?” and, “What is an example of a time you had to make a split-second decision? What happened, and what were the results?”
• Behavioral and situational questions that help candidates illustrate how they’ve reacted to specific scenarios in the past or how they would handle hypothetical situations. Examples include, “What would you say if you had a long wait and a sudden influx of guests?” and, “How have you responded to negative reviews?”

Never let candidates leave without explaining the next steps or asking if they have questions for you. Candidates are interviewing you just as much as you are them, so be sure to end the interview on a positive note. Using an interview checklist will help you cover all the important points.

5. Complete Reference Checks

It’s beneficial to call references for employees who significantly impact your business’s health, and restaurant managers are no exception. These simple steps will give you peace of mind that there are no red flags with candidates and that the people you hire are trustworthy.

To run a reference check, ask candidates to provide a list of professional contacts and information on how to get in touch. Checking these references can be as simple as asking them to vouch for the candidate’s character and work ethic. Be sure to ask for specific examples of when the behavior was demonstrated. (Remember that some company policies prohibit references from sharing anything other than the former employee’s tenure.)

Knowing How to Hire a Restaurant Manager Is the First Step to Finding Your Next Great Hire

Now that you’re familiar with how to hire a restaurant manager, finding your next employee is within reach. Start a free trial on Monster so you can post your job description and access millions of candidates who are eager to apply for your open position.

The post How to Hire a Restaurant Manager appeared first on Monster.com.

The competition for quality food service industry employees will only intensify as diners continue to increase how frequently they eat out. Demand for servers in restaurants, catering providers, and bars is expected to grow by 10% over the next decade, higher than the demand rate for most other occupations. Keeping these six key steps in mind can make your server hiring process more efficient and effective:

• Assess your needs and budget for the position.
• Craft the perfect server job description.
• Screen applicants and narrow your candidate pool.
• How to hire a server: Ask the right questions.
• Before you hire a server: Run a background check.
• Make an offer and negotiate a start date.

1. Assess Your Needs and Budget for the Position

Determining the staffing level needed to maintain and maximize efficiency can be challenging. But if your table settings aren’t recycling quickly enough to make your nightly revenue targets, it’s probably time to hire more servers.

Complicating the budgeting process for restaurants and bars is the fact that in some states, occupations that often include tipping, such as servers, have different minimum wage requirements than other occupations. In other states, there are different wage requirements for the hospitality sector than other sectors, and yet another set of federal minimum wage regulations. Using a salary tool to calculate median remuneration by job title and geographic area can help you calculate a fair hourly wage.

2. Craft the Perfect Server Job Description

Once you’ve determined your budget for the position, it’s time to craft a server job description that outlines your expectations for the role and the attributes your ideal candidate should have, such as:

• Customer service and interpersonal skills
• Problem-solving and conflict resolution skills
• General math skills to calculate customers’ checks
• Collaboration and teamwork
• Time management, cleanliness, and organizational skills

3. Screen Applicants and Narrow Your Candidate Pool

If you expect to receive a large number of applications, consider using an applicant tracking system (ATS) to help you automate your screening process and select the most appropriate candidates to interview. One effective way to leverage your ATS is to implement keyword searches by selecting the most crucial qualifications from your job description. Using what you’ve learned about how to hire a server so far, for example, you might program your ATS to search for phrases like “good memory for detail” or “customer service experience.”

4. How to Hire a Server: Ask the Right Questions

By now, you should have a strong list of potential top performers. Employing an efficient, thorough, and fair interviewing process can help you pinpoint the finalists for the job who are most likely to become successful team members. This includes asking a variety of questions, in the following categories:

• Icebreaker questions to put applicants at ease
• Behavioral questions designed to uncover job seekers’ aptitude for problem-solving and fostering positive interpersonal relations, including with customers
• Values-based questions to determine whether the candidate’s core values align with those of your organization and current team
• Skills and background-based questions, including asking questions designed to test the ability to memorize menu offerings and customer requests.

5. Before You Hire a Server: Run a Background Check

Once you’ve narrowed your applicant pool to a handful of finalists, you’ll need to carve out time to undertake a reference check by making calls to the references provided by each top candidate and following up with each employer to confirm the tenure dates provided on their application. You may also want to go a step further and pay for a more robust professional background check.

6. Make an Offer and Negotiate a Start Date

The final step in your hiring process is to select your lead candidate and make a fair offer based on the research you conducted during the first step. Be prepared to negotiate salary and benefits with your top-choice candidate, adjusting your offer to attain the talent you need.

Get the Word Out and Start Finding Waitstaff With the Customer Service Skills You Need

Now that you know how to hire a server, it’s time to bring top talent to the table with a job posting plan that fits your needs and targets qualified job seekers.

The post How to Hire a Server appeared first on Monster.com.

Though demand for these vital workers has been somewhat offset by a steady increase in the use of robotics and automation in the warehousing and fulfillment industries, the rapid expansion of e-commerce is likely to keep projected demand at 7%, or slightly higher than the average growth rate for all occupations.

Attracting and identifying candidates with the skills needed to work effectively in the logistics field can be challenging. Understanding how to hire a warehouse worker in the face of the industry’s acute skills gap can be made simpler by keeping these six key steps in mind:

• Assess your needs and budget for the position
• Craft the perfect warehouse worker job description
• Screen applicants and narrow your candidate pool
• How to hire a warehouse worker: Ask the right questions
• Before you hire a warehouse worker: Run a background check
• Make an offer and negotiate a start date

1. Assess Your Needs and Budget for the Position

Determining the exact staffing level you need to maintain to maximize efficiency isn’t easy. But if you find you are routinely falling behind on orders or you’re failing to use your capacity in an optimal way, it’s probably time to bring more staff on board.

Because it is harder to fill highly skilled positions, such as forklift drivers, warehouse managers, or logistics engineers, it might make sense to look to upskill and promote from within before seeking highly coveted candidates for these skilled roles, and instead look to hire for entry-level positions to replace jobs left vacant by internal promotions.

Once you determine what role you need to hire for, you can use a salary tool to calculate the average wages for warehouse workers by job title and geographic area. Don’t forget to factor in the cost of benefits, such as paid time off (PTO) and health and disability insurance.

2. Craft the Perfect Warehouse Worker Job Description

Once you’ve determined your budget for the position, it’s time to craft a warehouse worker job description that outlines your expectations for the role and the attributes your ideal candidate should have, such as:

• The ability to carefully read and follow through on complex shipping instructions and procedures.
• Computer skills to process, fulfill, and document orders, track shipments, and perform other data entry functions.
• Mechanical ability to use tools to perform routine repairs and maintenance on equipment, including forklifts and trucks.
• Organizational skills to keep equipment, supplies, shelving, and products clean and orderly.
• Math skills to adhere to shipping schedules and conduct inventory control assessments.

You can find more information and inspiration on what to include in your job description by browsing Monster’s warehouse worker job listings.

3. Screen Applicants and Narrow Your Candidate Pool

Because most—though not all—roles in the warehousing and logistics field do not require extensive education or certification, you are likely to receive many applications. Consider using an applicant tracking system (ATS) to help you automate your screening process and select the most appropriate candidates to interview.

One effective way to leverage your ATS is to implement keyword searches by selecting the most crucial qualifications from your job description. Using what you’ve learned about how to hire a warehouse worker so far, for example, you might program your ATS to search for phrases like “inventory control” or “data entry.”

4. How to Hire a Warehouse Worker: Ask the Right Questions

By now you should have a strong list of potential top performers to work in your warehouse. Employing an efficient, thorough, and fair interviewing process can help you pinpoint the finalists for the job who are most likely to become a successful part of your team. This includes asking a variety of questions, in the following categories:

• Icebreaker questions to put applicants at ease
• Behavioral questions designed to uncover job seekers’ aptitude for problem-solving and teambuilding
• Values-based questions to determine whether the candidate’s core values align with those of your organization and current team
• Skills and background-based questions, including asking questions designed to test for basic math skills

5. Before You Hire a Warehouse Worker: Run a Background Check

Once you’ve narrowed your applicant pool to a handful of finalists, you’ll need to carve out time to undertake a reference check by making calls to the references provided by each top candidate and following up with each listed employer to confirm the tenure dates provided on their application. Depending on the nature and/or value of the products stored in your warehouse, you may also want to go a step further and pay for a more robust professional background check.

6. Make an Offer and Negotiate a Start Time

The final step in your hiring process is to select your lead candidate and make a fair offer based on the research you conducted during the first step. Be prepared to negotiate salary and benefits with your top-choice candidate, adjusting your offer to attain the talent you need.

Now That You Know How to Hire a Warehouse Worker, It’s Time to Set Your Candidate Search in Motion

Your warehouse worker hiring strategy only succeeds if you’re able to attract candidates with the skills and potential you need to keep your business moving forward. Selecting the recruitment plan that fits your needs with Monster is the first step.

The post How to Hire a Warehouse Worker appeared first on Monster.com.

To find quality candidates with the range of skills and experience your organization needs, take the following steps:

1. Define the role and responsibilities.
2. Create and post an effective job description.
3. Screen applications and select whom to interview.
4. Ask effective interview questions.
5. Follow up with references before making your final decision.

Here, we’ll show you how to accomplish these steps so you can choose the right candidate for the job.

1. Define the Role and Responsibilities

To create a job description that attracts the right candidates, you first need to be sure about your needs. Tailoring the role to the specific needs of the store and team will help you home in on the right candidates.

When learning how to hire a retail store manager, focus on listing the qualifications, skills, and competencies that meet the specific needs of the store. Do you need someone who can help fix your inventory issues? Or someone who understands the ins and outs of marketing or customer service?

It’s useful to know which:

• Team members or programs the candidate will oversee and how.
• Tasks will be part of their day-to-day responsibilities.
• Level of education or areas of study are needed.
• Metrics or key performance indicators (KPIs) their results will be measured against.

2. Create and Post an Effective Job Description

Now that the role is defined, it’s time to create a retail store manager job description that properly captures the details mentioned in step one. Be sure to include:

• An overview of the open position and information about who would make a good fit.
• What makes your company culture great and stand out.
• A list of responsibilities, such as submitting weekly sales reports and training new hires.
• Which hours the candidate would work (weekends, nights, etc.).
• Which benefits and perks they can expect.
• What steps to take next to apply for the open position.

It’s also useful to list which hard and soft skills the retail store manager should have. Typical requirements include strong leadership, communication, and organizational skills. After you’ve completed the job description, post it where candidates look for jobs like the one you’re hiring for, such as popular job boards. This will help you get it in front of an audience full of qualified candidates.

3. Screen Applications and Select Whom to Interview

Once you have applications coming in, it’s time to sort through the pile and choose which applications to accept or reject. Many businesses use an applicant tracking system (ATS) to quickly screen whom to invite in for an interview.

These systems help streamline your application screening process by making it easier to pick out the applications of qualified candidates versus having to sort through each one. They work by bringing up resumes with the keywords you ask it to track, such as “customer service skills” or “retail management experience.”

4. Ask Effective Interview Questions

When you’re ready to interview candidates, it makes the interview process easier if you have your interview questions ready. Since you only get to spend a short amount of time with candidates, conducting effective interviews is important for getting the information you need to make your process for how to hire a retail store manager efficient. Ask a range of questions, including:

• Background questions, which can be easy-to-answer questions that break the ice and help the candidate relax, such as “How did you get into retail store management?” or “What made you apply for this position?”
• Skills and experience questions that help you ascertain whether the candidate meets your qualifications. Examples include “What is your experience with customer service?” or “How have you increased efficiency in your previous role?”
• Behavioral and situational questions that reveal how the candidate would respond to different scenarios, such as a sudden increase in foot traffic or negative online review.

Always end the interview by opening the floor for discussion and answering the candidates’ questions. We also recommend using an interview checklist to keep the interview flowing and on task.

5. Follow Up With References Before Making Your Final Decision

Checking in with your candidates’ references will give you peace of mind that you’re hiring the right people to run your retail store. These customer-facing roles are important for the health of your brand, so the decision shouldn’t be made lightly. Running a reference check can be as simple as getting in touch and asking the reference to vouch for the candidate’s work ethic.

Knowing How to Hire a Retail Store Manager Is the First Step to Finding Your Next Great Employee

Now that you know how to hire a retail store manager, finding your next great hire is within reach. Begin a free trial on Monster to post your job description and gain immediate access to qualified candidates excited to hear more about your position.

The post How to Hire a Retail Store Manager appeared first on Monster.com.

You can increase tenure for dishwashers by emphasizing health and hygiene as a key organizational value. A sense of purpose can help you keep your back-of-house employees longer and allow you to undertake hiring with slightly less urgency, enabling you to focus on implementing recruitment best practices. Other measures that can increase dishwasher retention include:

• Making sure your staff are respectful toward your dishwashers
• Establishing orderly, predictable back-of-house procedures
• Offering stay bonuses and periodic bonuses based on tenure

The need for dishwashers is only likely to continue as the public’s appetite for dining out and ordering in increases, with demand for restaurant workers expected to increase by 9% over the next decade, higher than the rate of increase for most occupations. Keeping these six key steps in mind can make your hiring process more efficient and effective:

• Assess your needs and budget for the position
• Craft the perfect dishwasher job description
• Screen applicants and narrow your candidate pool
• How to hire a dishwasher: Ask the right questions
• Before you hire a dishwasher: Run a background check
• Make an offer and negotiate a start date

1. Assess Your Needs and Budget for the Position

Determining the exact staffing level you need to maintain to maximize back-of-house efficiency isn’t easy. Complicating the budgeting process for restaurants and bars is the fact that in some states, jobs in the hospitality sector have different minimum wage requirements than other occupations. Federal regulations for minimum wage also have differing parameters for restaurant personnel.

Generally, if the circulation of clean dishes, utensils, and pots and pans is slowing down at the dishwashing stage or if you’re having trouble scheduling enough employees to cover every shift, it’s time to budget for additional dishwashers. Using a salary tool to calculate median remuneration by job title and geographic area can help you calculate a fair hourly wage. You might also want to weigh the relative benefits of hiring fewer full-time employees or more part-timers.

2. Craft the Perfect Waiter Job Description

Once you’ve determined your budget for the position, it’s time to craft a dishwasher job description that outlines your expectations for the role and the attributes your ideal candidate should have, such as:

• Collaboration and teamwork
• Time-management, multitasking, and organizational skills
• Cleanliness and efficiency
• High energy and physical stamina

Your job description can be used to increase your applicant pool by mentioning perks, such as signing bonuses. In addition, distribute the description to your existing staff and offer a referral bonus for any employee who suggests an applicant who is hired and remains on staff for a pre-determined period.

3. Screen Applicants and Narrow Your Candidate Pool

To make sure your potential talent pool can respond quickly and easily to your job post, ensure your application is optimized for mobile, including the capability to apply via text. Consider using an applicant tracking system (ATS) to help you automate your screening process and select the most appropriate candidates to interview.

One effective way to leverage your ATS is to implement keyword searches by selecting the most crucial qualifications from your job description. Using what you’ve learned about how to hire a dishwasher so far, for example, you might program your ATS to search for phrases like “food prep experience,” but be careful not to make your filtering too strenuous. Food service is the leading industry when it comes to labor force entrants, with nearly 25% of sector jobs filled by first-time workers.

4. How to Hire a Dishwasher: Ask the Right Questions

By now you should have a strong list of potential top performers. However, if you’ve had a hard time enticing applicants to follow through on scheduled interviews, you can increase the likelihood that applicants will show up on time by offering a monetary incentive for completing the interview process.

Once all parties are present, employing an efficient, thorough, and fair interviewing process can help you pinpoint the finalists for the job who are most likely to become successful members of your team. This includes asking a variety of questions, in the following categories:

• Icebreaker questions to put applicants at ease
• Behavioral questions designed to uncover job seekers’ aptitude for problem-solving and fostering positive interpersonal relations, including with coworkers
• Values-based questions to determine whether the candidate’s core values align with those of your organization and current team
• Skills and background-based questions, including asking questions about previous restaurant, housekeeping, or custodial experience.

5. Before You Hire a Dishwasher: Run a Background Check

Once you’ve narrowed your applicant pool to a handful of finalists, you’ll need to carve out time to undertake a reference check by making calls to the references provided by each top candidate and following up with each listed employer to confirm the tenure dates provided on their application. You may also want to go a step further and pay for a more robust professional background check.

6. Make an Offer and Negotiate a Start Date

The final step in your hiring process is to select your lead candidate and make a fair offer based on the research you conducted during step one. Be prepared to negotiate salary and benefits with your top-choice candidate, adjusting your offer to attain the talent you need.

Get the Word Out and Find the Food Service Employees You Need to Grow Your Business

Now that you know how to hire a dishwasher, it’s time to launch your candidate search with a job posting plan that fits your needs and targets job seekers.

The post How to Hire a Dishwasher appeared first on Monster.com.

Sure, driverless vehicles and drone delivery may alleviate some of this demand in the future, but no one is counting on automation replacing the need for light truck drivers any time soon. In the coming years, a growing number of consumers are expected to opt for at-home delivery over in-store purchasing, and most of these purchases will arrive the old-fashioned way—hand-delivered by drivers. This will result in an 11% increase in demand for delivery truck drivers and 160,000 unfilled driver seats over the next decade, according to the American Trucking Associations (ATA).

So, how do you stand out from your competitors in the contest for well-qualified drivers in the face of the industry’s acute skills gap? The challenging task of attracting and identifying candidates with the safety mindset and customer service skills needed to work effectively in the logistics field can be made simpler by keeping these six key steps in mind:

• Assess your needs and budget for the position.
• Craft the perfect delivery driver job description.
• Screen applicants and narrow your candidate pool.
• How to hire a delivery driver: Ask the right questions.
• Before you hire a delivery driver: Run a background check.
• Make an offer and negotiate a start date.

1. Assess Your Needs and Budget for the Position

Determining the exact staffing level you need to maximize efficiency isn’t easy. But if you are routinely falling behind on orders, it’s probably time to hire more drivers.

If you find it challenging to find qualified drivers in your area, it might make sense to look to upskill and promote from within, particularly if you have warehouse workers or other onsite staff who you think have the self-motivation to spend their days working on the road. This way, you can focus your recruitment efforts on entry-level positions, which are much easier to fill, especially if you can demonstrate a tendency to promote from within.

Determine a fair wage using a salary tool to calculate median remuneration by job title and geographic area. Don’t forget to factor in the cost of benefits, such as paid time off (PTO) and health and disability insurance.

2. Craft the Perfect Delivery Driver Job Description

Once you’ve determined your budget for the position, it’s time to craft a delivery driver job description that outlines your expectations for the role and the attributes your ideal candidate should have, such as:

• Customer service and interpersonal skills required to complete deliveries and interact with customers with professionalism and courtesy
• Navigational skills and enough familiarity with the region to deliver goods to customers in an efficient and timely manner
• Clean driving record, safety mindset, and organizational skills required to review invoices and complete daily routes safely and efficiently
• Mechanical ability to use tools to perform routine repairs and maintenance

Given that the trucking industry—both long-haul and light-truck—has failed to attract women and younger drivers to its ranks in numbers high enough to keep pace with demand, you can increase the diversity of your applicant pool by mentioning your DEI policies and hiring initiatives in your job description and including a nondiscrimination clause.

3. Screen Applicants and Narrow Your Candidate Pool

Because there is no need for extensive education to become a delivery truck driver, you are likely to receive many applications. Consider using an applicant tracking system (ATS) to help you automate your screening process and select the most appropriate candidates to interview.

One effective way to leverage your ATS is to implement keyword searches by selecting the most crucial qualifications from your job description. Using what you’ve learned about how to hire a delivery driver so far, you might program your ATS to search for phrases like “safe driving” or “customer service.”

4. How to Hire a Delivery Driver: Ask the Right Questions

By now, you should have a strong list of potential top performers. Employing an efficient, thorough, and fair interviewing process can help you pinpoint the finalists for the job who are most likely to become successful members of your team. This includes asking a variety of questions in the following categories:

• Icebreaker questions to put applicants at ease
• Behavioral questions designed to uncover job seekers’ aptitude for problem-solving and fostering positive interpersonal relations, including with customers
• Values-based questions to determine whether the candidate’s core values align with those of your organization and current team
• Skills and background-based questions, including asking questions designed to test for a sense of direction and the ability to follow detailed instructions

5. Before You Hire a Delivery Driver: Run a Background Check

Once you’ve narrowed your applicant pool to a handful of finalists, you’ll need to carve out time to undertake a reference check by calling the references provided by each top candidate and following up with each listed employer to confirm the tenure dates provided on their application. Depending on the nature and value of the products you sell and transport, you may also want to go further and pay for a more robust professional background check.

6. Make an Offer and Negotiate a Start Time

The final step in your hiring process is to select your lead candidate and make a fair offer based on the research you conducted during step one. Be prepared to negotiate salary and benefits with your top-choice candidate, adjusting your offer to attain the talent you need.

Post Your Job Opening and Set Your Delivery Driver Candidate Search in Motion

Now that you know how to hire a delivery driver, it’s time to get the word out and attract the right-fit candidates you need to keep your business moving forward. Selecting the recruitment plan that fits your needs with Monster is the first stage in your hiring journey.

The post How to Hire a Delivery Driver appeared first on Monster.com.

Here, we’ll share which questions to ask and why they’re useful. We’ll also include examples so you can be sure you can get the most out of your candidate interviews and make hiring decisions confidently.

Opening Interview Questions

Take the time to ask a few opening interview questions that will help your candidates ease into the more in-depth ones. A more relaxed candidate will feel better about opening up and is more likely to provide genuine answers. Here are a few examples:

• How did you find out about this position?
• What made you choose this line of work?
• What led you to apply for this job?
• What excites you about working for this company?
• What motivates or drives you?

Be sure to ask legal interview questions, and avoid questions that are too personal, such as their age, whether they have children, or when they plan to retire. The goal with your opening questions should be to set a friendly tone and kick off the interview as a conversation rather than an interrogation. Candidates will appreciate the time to loosen up.

Skills-Based Questions

When the easy interview questions are out of the way, it’s time to dive into the questions that show the candidate can do the specifics of the job. Choose questions that expose both the candidate’s hard or technical skills (computer or writing skills, etc.) and soft skills (management, leadership, creativity skills, etc.), such as:

• How would you describe your [specific] skills?
• Which skills have you mastered, and which would you like to develop?
• Tell me about a time when a miscommunication challenged your team. How did you respond?
• Describe a time when you had to make a difficult decision? How did you handle it?
• How would you characterize your leadership style?

These are just a few examples to get you thinking. The skills-based questions you ask should be specific to the role.

Behavioral Questions

These types of interview questions shed light on how the candidate has reacted to specific scenarios in the past. This way, you can get an idea of how they might react in a similar situation. Top behavioral interview questions include:

• Describe a time when working with a client was difficult. How did you handle the situation?
• When is a time when your project didn’t go as planned? What did you do?
• Have you ever disagreed with a manager? Why did you disagree and how did you respond?
• How did you motivate your team when they felt odds were against them?
• Describe a time when your workload grew unexpectedly. How did you manage it?

Situational Questions

While behavioral types of interview questions focus on past scenarios, situational questions ask candidates to describe what they would do in a hypothetical scenario they will likely experience in the future. These questions are a great way to test the candidate’s creativity and critical thinking skills. Here are some examples:

• How would you respond if you had to take on a new responsibility you weren’t trained for?
• If you had to make a difficult decision without enough information, what would you do?
• If you had people on your team who didn’t get along, how would you handle it?
• What would you do if you felt leadership wasn’t making the right decision?

Work Culture Questions

A healthy work culture is important for the success of your business. When employees are happy with the work culture, it helps them remain engaged and reduces employee turnover. To make sure employees are a good culture fit from the start, ask questions like:

• How would you describe your ideal work environment?
• If you could hand pick a supervisor in your previous role, who would you choose and why?
• What did you like most about working for your previous employer? What did you like least?
• If you were able to achieve a healthy work-life balance, what would that look like to you?
• Which of our company values do you relate to most and why?

Closing Interview Questions

Don’t end candidate interviews without asking questions that give candidates a chance to say what’s on their mind and bring the conversation to a close. Ask these questions to be sure candidates understand next steps and leave the interview on a positive note:

• Do you have any questions for me about the position?
• Is there anything we haven’t covered that you’d like to mention?
• Do you have any questions about next steps in the hiring process?

Use These Types of Interview Questions to Find Your Next Great Hire

Now that you know which questions to ask candidates during their interview, you’re well on your way toward finding your next great hire. Sign up for your free trial with Monster and reach millions of qualified candidates with your job post.

The post The Best Types of Interview Questions to Ask Job Candidates appeared first on Monster.com.