Caroline Hunt’s Post

🌟 Ready to ace your next interview? 🌟   Here's a top tip from Zing Recruiting:   Understand the Role: Before your interview, ensure you thoroughly grasp the position you're applying for. Dive into its requirements, responsibilities, and how it aligns with the organization's goals. This not only demonstrates your preparedness but also allows you to tailor your responses effectively.   Ready to take the next step in your career? Reach out to Lakeya Lyle, Senior Recruiter, at Lakeya@ZingRecruiting.com for personalized guidance!   #InterviewTips #CareerAdvice #ZingRecruiting #JobSearch

Tune in to the latest episode of the Recruitment Roundtable: "Interview Process: The Do's and the Don't-Evers"! Get the inside scoop from Katie Churchill, Joshua Moore, and Gaston Wilder on what to nail and what to avoid in your next interview. Whether you're hiring or job hunting, this episode is packed with tips to help you shine. ✨ Hit play and elevate your interview game: https://ow.ly/5Qqn50S4GmI #RecruitmentTips #InterviewAdvice #JobSearch #Hiring #FullSpecStaff

Delia Caluser hits the nail on the head here! The interview process should respect the time, resources, and well-being of candidates! It's crucial for recruiters to be mindful and transparent, ensuring a streamlined and thoughtful process that values each person's commitment! It's about integrity in hiring—let's uphold it and truly consider the human element in our recruitment strategies. #EthicalRecruiting #MindfulHiring Practices

In the final stages of the interview process, make sure to scream this from the mountaintop!   "I WANT THIS JOB" ❗ ❗   Recruiters are your advocate to the hiring team, nothing energizes us more than hearing this clearly in the later stages. When we meet with the hiring teams and are down to a few people, this makes that true connection.   Simple words used at the right time can have very powerful impact.

Did you know, the average interview process in the UK takes 27.5 days to complete? That isn't including the time it takes to get candidates in process for the interviews! 🙄 When you register your role with us, the whole process is significantly reduced. We spend every day speaking to candidates, building relationships, so when you come to us with a need, we can respond immediately. You'd be disappointed if you went to the shop for bread and butter and they didn't have any.... and that's the mentality we adopt. 🍞 🥖 So whilst we often make it look easy, that's only because you don't see what goes on behind the scenes before you register a role, to ensure our shelves are stocked. And if you are looking for a unique type of bread, we will use our network and resources to ensure we find it.... Why not give us a call and see if you can reduce the speed to hire? #RecriutmentChallenges #FinanceRecruitmentInManufacturing #LiveVacancies

If you went to the shop for bread and butter, and they had none, would you be disappointed? I'm often too busy to post on here (I should make time I know!) but I always prioritise my live vacancies, and 'stocking my shelves' for the next. This increases the speed of response to our customers who register roles, but also adds value to the candidates who can have a thorough registration process to ensure I understand what they really want and pro-actively support them. #StockThoseShelves #FinanceRecruitmentInManufacturing #FinanceRecruitment

As someone on the job hunt, this post really resonates with me. I once entered the interview process with a well known North American sporting affiliation (that will remain nameless), and I literally had 12 separate interviews over the course of 2 months. These interviews included HR, functional leadership, and multiple members of the C-suite. In the end, I was passed over and no real explanation was provided. In my opinion, the hiring process within the last handful of years has proven to be ineffective for all parties involved. Post a job if it is readily available. Interview the candidates with a short list of key stakeholders. Don’t drag out the process for months. Be upfront and honest. This goes for the hiring party and the candidate.

When hiring Managers ghost candidate after multiple rounds of interviews, they're sending a negative message about how the organization values people. Treat candidates with dignity and courtesy and don't forget "behind every CV is a human being with hopes, dreams and bills to pay ". Let the candidate know the outcome of the process instead of ghosting the person forever.

For our next Q&A session meet Kinga, the talent magician at OpenPayd! 🌟🔮 As the Head of Talent, she is always looking to uncover diamond-in-the-rough candidates for our team. Her role speaks for itself, but she also has a knack for writing short stories that have earned a place on bookshelves through two self-published books! Today, Kinga will be addressing all the questions you might have – whether you're interested in talent acquisition or a job seeker aiming to ace that next job interview. Drop your questions in the comments below and wait for magic to happen! 

Long-Tenured Employee Interview: Gwynne Carroll 1️⃣ What has kept you at GlobalSource IT for so long? My colleagues and the flexibility they offer. 2️⃣ Do you have a favorite memory from your time working at GlobalSource IT? Honestly, I don’t think I can pinpoint any one thing! There have been countless. 3️⃣ What advice would you give a new person starting at GlobalSource IT? Don’t be afraid to ask questions. There are people here who are extremely helpful and knowledgeable. The team is willing to help and teach and ultimately wants you to succeed. #employeeretention #25yearsofGSIT