I train Recruiters & HRTech Machines. 10K+ Recruiters Upskilled | 4K+ Recruiters Assessed | 1M Sourcing data points trained
TA folks complaint, Hiring Managers have unnecessarily long interview processes, they ask irrelevant Qs to candidates. But, how about TA Teams when they are hiring Recruiters/Sourcers? Do we ask, most relevant Qs in ref to our hiring? Or, we ask Qs which aren't relevant to our day-day work just to sound sassy and cool? Before blaming HMs, can we start looking within & tweak our interview processes inline to our exact business needs? Thoughts? ---------------------- P.S : This was an answer to Aishwarya srivastava's Question on interviewing & recruiter hiring as part of Mini Diploma batch 17. Join the next batch of Mini Diploma, for details check : https://bit.ly/minidip #recruitingmonk #Post894
Spot on! This is a two-way street. As recruiters, we can't complain about long, drawn-out hiring processes if we're guilty of the same thing ourselves. Sometimes we get caught up in these fancy interview formats or irrelevant questions that don't actually tell us if someone can do the job. (We've all been there!) Let's hold ourselves to the same standards we hold hiring managers. Before the next interview, let's ask ourselves: "Is this question truly assessing the skills and experience we need for this role?"
Mostly don't check buisness understanding or product understanding but they need number of cv sourced in a day or number of submission per day 😒Sourcing varies organization to organization. It's not necessary that every organisation will do bulk hiring or agressive hiring. Recruiter should be asked about product of organization so that they can pitch proper in first call , Sourcing ideas rather than vanila one.
After sharing the job description (JD) with the Talent Acquisition (TA) or Sourcing Team, the hiring manager should schedule a 10-minute meeting with the recruiters to clarify the needs. Recruiters are responsible for thoroughly reading the JD and noting their understanding before attending the meeting. This process will help reduce unnecessary rejections and improve the quality of candidates.
Few Thoughts , Relevance of Interview Questions, Efficiency in the Hiring Process, Alignment with Business Needs, Self-Reflection and Continuous Improvement: & Training and Calibration.
Absolutely
Ashfaq Ahmed Really that’s what we needed to stream line the process. The best thing after getting interviewed is to ask feedbacks.
Absolutely
Senior Talent Acquisition Specialist - Ex Practo | Ex Tech M | Ex Saama | Ex Peoplefy
2wthis is because an interview is a subjective process, let me explain: nobody has created ground rules in our industry as to which questions a person can and can't ask during the interview process. Every organization has its own interview process, which begs the question, why hasn't anybody done anything about it? Is there a way for all companies to have a certain framework of questions that is accepted by everybody in our fraternity, that they should ask during the interview? I guess not Most organizations tend to alter their interview questions depending on the situation that they are in at the moment, they want to see whether the person they hire would be able to thrive in it - Hence, the rise of all the strange questions(during the interview), which we think are irrelevant This problem though can be curbed through constant collaboration with stakeholders, who you feel ask strange questions during the interview so that you understand why they are asking them