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Feedback to candidates fosters brand trust.    Focus on feedback rather than just screening. In the competitive landscape of recruitment, providing feedback to candidates is not just a courtesy—it’s a strategic move that fosters brand trust and loyalty. Here's why focusing on feedback rather than just screening can significantly benefit your organisation. Building Trust and Loyalty Through Feedback ✅ Enhances Brand Reputation: Engaging with candidates through thoughtful feedback shows that you value their effort and time, which in turn, builds a positive reputation for your organisation. ✅ Encourages Future Applications: Even if a candidate is not selected, providing constructive feedback can encourage them to reapply for future opportunities. This keeps the talent pipeline robust and engaged. ✅ Differentiates Your Recruitment Process: In an era where many companies overlook the importance of candidate experience, taking the time to offer feedback can set your recruitment process apart from the rest. Overcoming High Application Volumes Despite the challenges posed by high application volumes, implementing a feedback mechanism can have a profound impact: ✅ Personalised Feedback Systems: Utilising automated yet personalised feedback systems can help manage large numbers of applications efficiently, ensuring each candidate feels acknowledged. ✅ Dedicated Feedback Teams: Establishing a team dedicated to candidate feedback can ensure that this important task is handled consistently and effectively. Long-Term Benefits of Providing Feedback ✅ Strengthens Employer Brand: Regularly providing feedback helps in establishing a strong employer brand, which attracts high-quality candidates. ✅ Improves Candidate Experience: A positive candidate experience leads to word-of-mouth recommendations, enhancing your organisation's reputation in the job market. ✅ Reduces Negative Reviews: Candidates who feel valued are less likely to leave negative reviews on job boards or social media, protecting your brand image. Reflecting on Your Organisation’s Practices. Consider how your organisation prioritises providing feedback to candidates. Reflect on the impact this practice has on your brand reputation and candidate experience. Engaging with candidates through feedback not only builds trust and loyalty but also differentiates your organisation in the eyes of potential hires. Engage with Me I encourage you to think about the feedback mechanisms in place within your organisation. How do they contribute to building a positive reputation and enhancing candidate experience? 🖐Follow me for more insights and strategies on improving your recruitment process.🖐 #psychometrics #recruitment #personalityassessments

𝐍𝐞𝐮𝐫𝐨𝐝𝐢𝐯𝐞𝐫𝐬𝐢𝐭𝐲 𝐚𝐧𝐝 𝐫𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭 - 𝐄𝐱𝐩𝐥𝐨𝐫𝐢𝐧𝐠 𝐧𝐞𝐰 𝐡𝐨𝐫𝐢𝐳𝐨𝐧𝐬 𝐢𝐧 𝐭𝐚𝐥𝐞𝐧𝐭 𝐚𝐜𝐪𝐮𝐢𝐬𝐢𝐭𝐢𝐨𝐧. 🌟🧠 In the race for top talent within the corporate world, 🏁 psychometric testing has taken a front seat in many companies' recruitment strategies. These tests, structured to assess skills, personality, and role suitability, 📊 are heralded for their objectivity. But while they promise definitive insights, a closer look reveals unintended side effects, especially concerning neurodiversity in the workplace. 🤔   Traditional psychometric tests often adopt a one-size-fits-all methodology. For a neurodivergent individual, these standard tests can feel restrictive. When faced with a problem-solving task, they might approach it from a unique angle 🔀 that deviates from the "expected" methodology of the test. Instead of recognizing this diverse perspective, the test might mistakenly categorize this approach as "incorrect," overshadowing the innovative problem-solving abilities inherent in many neurodivergent individuals. ❌   The challenges don't end with misinterpretation. Imagine an individual with ADHD facing a timed psychometric test. The clock's pressure ⏰ and anxiety could be magnified for them, leading to results that don't truly represent their capabilities. In real-world scenarios, such individuals often shine, brainstorming innovative solutions in team settings, but the rigid structure of a timed test might not capture this. 🌀   When companies lean heavily on quantitative metrics from these tests, they might gloss over the qualitative richness of a candidate's potential. 📉 While a candidate might score average marks on a numerical reasoning test, their prowess in identifying and harnessing market trends might remain hidden, sidelining their real-world application skills. 🌍   The absence of specific accommodations in these tests can further disadvantage neurodivergent individuals. Think about someone with dyslexia who might need more time to read and comprehend a test question. Without such provisions, their score might not mirror their true potential. 📚   Repercussions stretch beyond individual tests. Companies risk missing out on singular perspectives, the strengths emanating from diverse problem-solving approaches, multicultural insights, or real-world market acumen. An unwavering reliance on such tests can unintentionally mold a workplace culture that values uniformity over diversity. ⚖️   So, with these insights, an intriguing question bubbles up: could there be a pivot towards embracing divergent thinking tests? 🔄 Unlike their traditional counterparts, these tests cherish varied and unique problem-solving avenues. If integrated by companies, might they unveil the mosaic of talents and viewpoints in the workforce? Could this pave the way for a more inclusive, vibrant, and innovative workplace culture? 🎨

Do you know a 'personality hire'?🕵♀️ 'Personality hires' are characterised by their ability to bring the right ‘vibe’ to the workplace, focusing on soft skills over specific experience. While social media has given the term mixed connotations, we explore the potential benefits of personality hires in our recent blog! Check it out👇 https://lnkd.in/e7p_GTUD #ATS #PersonalityHire #recruitmenttrends #recruitmenttechnology #talentacquisition #hiring #recruitment

Provocative thought of the day: Talent Acquisition as a function isn’t as strategic as it could be. I recently heard the opinion that “Talent Acquisition’s job is to take the orders & requirements of the hiring manager and find someone who fits that profile. Talent Acquisition isn’t ‘on the same level’ as the hiring manager.” This made me quite sad as I strongly believe that, when leveraged correctly, Talent Acquisition is a strategic partner (think HRBP on the hiring side) to the business. Currently, many TA specialists work “hybrid” roles where they are involved not only in the hiring of new employees, but they also work cross-functionally with Learning & Development and/or DEI — as such, I like to think of TA as the “Cultural Specialists” of the organisation. Even if the TA member is primarily focused on hiring with little to no crossover with L&D or DEI, chances are that they would like to be — after all, if they’re passionate about their job and bringing the best talent to the company, they would also want to ensure that the people they hire want to stay and are happy. TA has the potential to be the nucleus of the organisation, further nurturing psychologically safe work environments while also increasing productivity, revenue/profits, retention, motivation and much more — so long as they have the support and cooperation needed from the rest of the business. The sheer fact that there are still TA specialists who are treated as “less than” their hiring managers and are merely the order-takers of those hiring managers is an example of that organisation’s inability to fully utilise their TA team to its full capabilities. Some suggestions to better support TA: ✅ Empower your TA to be more strategic 👉🏻 Encourage them to push back towards hiring managers and dive deeper into the true hiring needs of the company. ✅ Have hiring managers collaborate closely with TA to create more attractive JDs 👉🏻 Many organisations either have just TA or just the hiring manager create the JD, with the other side doing a final review before publishing. Speaking from experience, it is far less time-consuming when TA works directly with the HM to edit the JD on the spot. Think Yin and Yang here. Both TA and the HM are subject matter experts in their own right. 😎 ✅ Encourage TA to partner closely with Marketing & Comms to create strategies to better attract talent 👉🏻 Cross-functional collaboration between these two functions can be a gold mine in terms of increasing brand awareness and brand reputation, both of which will lead to more applicants. This is a win-win for both the HR and Marketing teams. 🤸🏻♀️ ✅ Ask your TA what they need to be more successful 👉🏻 Chances are that your TA have a lot of innovative ideas on how to increase both the quality and quantity of candidate pipelines, but they may need support to get there. Ask them to brainstorm some ideas in advance and plan a strategy meeting to get those ideas in the open. 💪🏻

🚀💼 The Importance of Candidate Feedback: Navigating the Silence in Recruitment 🗣️🔍 Let's delve into a crucial aspect of the recruitment process that often goes unaddressed – the lack of feedback for candidates who invest their time and effort into a lengthy hiring process but do not achieve success. 📌 Candidate Experience Matters: As HR professionals, we understand that a positive candidate experience is essential in building a strong employer brand. Candidates who participate in the hiring process deserve timely and constructive feedback, regardless of the outcome. This feedback not only shows respect for their investment but also leaves a lasting impression on their perception of the organization. 📌 The Hurdles in Providing Feedback: While providing feedback is crucial, several challenges can hinder the process. Time constraints, high volumes of applications, and privacy concerns may limit recruiters' ability to offer personalized feedback to every candidate. 📌 Striving for Improvement: To address this issue, organizations should strive for continuous improvement in their recruitment practices. Implementing automated response systems, clear communication channels, and standardized feedback templates can streamline the feedback process without compromising quality. 📌 The Power of Constructive Feedback: For candidates, feedback, whether positive or constructive, serves as a valuable learning tool. It provides insights into areas of improvement, helps them understand their strengths, and prepares them for future opportunities. 📌 Emphasizing Transparent Communication: As HR professionals, let's prioritize transparent and empathetic communication with candidates. Setting clear expectations from the outset and proactively updating them on their application status can go a long way in building trust and rapport. 📌 Candidate-Centric Approach: Putting candidates at the heart of the recruitment process fosters a positive employer brand and enhances the overall talent acquisition strategy. By acknowledging the efforts of all applicants, even unsuccessful ones, we create a culture of respect and inclusivity. 📌 The Journey Continues: Remember, the hiring process is a journey for candidates – one that shapes their perception of your organization and their future career decisions. Providing valuable feedback is an opportunity to leave a lasting impression, no matter the outcome. Let's join forces in making candidate feedback an integral part of our recruitment process and create a more inclusive and candidate-centric approach to talent acquisition! 🌟🙌 #CandidateFeedback #TalentAcquisition #Recruitment #HRInsights #CandidateExperience #EmployerBrand

Passionate HR Specialist dedicated to unlocking the potential of talent acquisition and fostering dynamic workplace environments. Championing the pivotal interplay between hard technical skills and invaluable soft skills in recruitment. Committed to cultivating teams that thrive on a balanced blend of expertise and interpersonal finesse. In the hiring landscape, two distinct skill sets, hard and soft skills, take center stage. Hard skills denote technical expertise, while soft skills encompass interpersonal traits and emotional intelligence. Hard skills are measurable abilities acquired through education or experience. They're job-specific competencies crucial for task execution and often serve as initial qualifiers for roles. Conversely, soft skills embody intangible qualities like communication, adaptability, and teamwork. They define how individuals interact, collaborate, and contribute to a cohesive work environment. While hard skills get candidates through the door, it's strong soft skills that make them indispensable. During interviews, assessing soft skills reveals a candidate's adaptability, communication finesse, and potential for positive team dynamics. In today's job market, a blend of both skill types is essential. While hard skills showcase technical prowess, it's the demonstration of strong soft skills that solidifies a candidate's potential for success and seamless integration into an organization. In summary, while hard skills are the foundation, it's the possession of robust soft skills that sets exceptional candidates apart, making them invaluable assets in any workplace. P.S. This image, a product of AI collaboration, serves as a prelude to my forthcoming articles diving into the impact of AI on the work methodologies of HR specialists. #HRInsights #TalentAcquisition #SoftSkillsMatter

Unlocking the Key to Hiring the Right Fit Candidate 🔍 Hey everyone, have you ever struggled with hiring the right fit candidate for your organization? 🕘 Read this article that talks about unlocking the key to hiring the right fit candidate. It's a must-read for all HR heads and recruitment professionals! Swayam, a pioneering psychometric platform, collaborates with organizations to boost people-related success by 85%. We specialize in objectively analyzing personality holistically—physiologically, psychologically, and ethically—setting a global standard for both students and organizations. Check out the article at the link provided Below👇 and learn how Swayam can help you make the right hiring decisions! https://lnkd.in/ghk6TJbY #Hiring #Recruitment #SwayamAnalytics #hr #Massrecruitment #candidate

During game-based assessments, job candidates face scenarios that mimic real-world situations. As they overcome these obstacles, their every move is closely monitored, gathering extensive data that reveals much more than initial impressions might suggest. This exposes the hidden capabilities of candidates, offering a more detailed understanding of who they are. For more ideas on how to inject a fun, competitive spirit in the workplace, check out this #Insperity blog: https://lnkd.in/gFPYgBZZ. #Gamification #Recruitment #Hiring #HRTech https://lnkd.in/gH2NJXum

During game-based assessments, job candidates face scenarios that mimic real-world situations. As they overcome these obstacles, their every move is closely monitored, gathering extensive data that reveals much more than initial impressions might suggest. This exposes the hidden capabilities of candidates, offering a more detailed understanding of who they are. For more ideas on how to inject a fun, competitive spirit in the workplace, check out this #Insperity blog: https://lnkd.in/d9fm3QQK. #Gamification #Recruitment #Hiring #HRTech https://lnkd.in/d5WS27nf

Do you know a 'personality hire'?🕵♀️ 'Personality hires' are characterised by their ability to bring the right ‘vibe’ to the workplace, focusing on soft skills over specific experience. While social media has given the term mixed connotations, we explore the potential benefits of personality hires in our recent blog! Check it out👇 #ATS #PersonalityHire #recruitmenttrends #recruitmenttechnology https://lnkd.in/e7p_GTUD