round8 talent search’s Post

😆 Candidate Experience isn't only about how happy candidates are 😁 No one is "happy" to not get a job or jumping for joy at doing an assessment of your skill levels in certain areas. Hiring isn't customer support, it is an assessment to see if you can do the job. Great Candidate Experience ensures: 🏗 a process is built with both the candidates experience and the companies assessments needs in mind 🤝 engagement is at the core of the assessment process, making each interview step logical and tailored 📝 there is a consistent and transparent process with clear defined steps and assessment areas ⏲ a timely communication to all candidates and that feedback is given with a coaching mentality, to help all candidates grow from the experience 🗨 employer branding, company values, and culture are showcased through all interactions and messaging Happiness will, hopefully, be a biproduct of the process, but shouldn't be the aim. Otherwise, you'll have a lot of happy applicants that may not be able to do the job. #candidateexperience #candidatessearching #interviewprocess #interviewloop #interviews #hiringgoals #hiringnow #applynow #interviewing

📣 A Crucial Insight for Candidates: Navigating the Post-Interview Phase 🌐 Having been on the recruitment frontlines, I've observed the immense value in post-interview feedback for both candidates and clients. It's not just a formality; it's a tool to gauge where you stand in the hiring process. Unfortunately, some clients are not as proactive in providing this essential feedback, inadvertently creating a perception that we, as recruiters, may not prioritize candidate experiences. To bridge this communication gap, I often find myself persistently reaching out to clients, understanding that obtaining feedback can take up to two weeks or even more. I empathise with candidates who cannot adopt a similar approach, fearing it might be perceived as excessive. It's crucial for clients to recognise that candidates are often involved in multiple processes simultaneously. Just because a role seems promising doesn't mean the candidate lacks other options. Candidates, here's my advice: don't hesitate to initiate contact with your recruiter for feedback. Keep them in the loop about your ongoing processes at all stages. This not only demonstrates your proactive approach but can also prompt clients to respond promptly, especially if your initial interview exceeded expectations. This proactive communication serves a dual purpose. It either propels the interview process forward, bringing you one step closer to your next opportunity, or it provides clarity if the fit isn't quite right. In either scenario, knowledge is power, enabling you to focus on other promising avenues. I'm curious about your experiences. Do you prioritise giving feedback, or do you find yourself following up with your processes? Your insights on this matter are valuable! 💼✨ #RecruitmentInsights #InterviewFeedback #CandidateExperience #CareerAdvice #Technology #TechnologyJobs #Career #Interview

The Importance of Efficient Interviews and Cultural Fit in a Candidate's Market In today's competitive job market, where candidates hold significant leverage, hiring managers must prioritize efficiency in their interview processes and focus on cultural fit rather than solely the credentials on a resume. Efficiency in Interviews and Scheduling: Timely interviews and streamlined scheduling are critical. Prolonged hiring processes can result in losing top talent to competitors. Candidates now expect prompt responses and a well-organized hiring timeline. Delays can be perceived as disinterest or inefficiency, prompting candidates to seek opportunities elsewhere. Cultural Fit vs. Perfect Resume: While technical skills and experience are essential, hiring managers must also consider cultural fit. A candidate who aligns with the company’s values and work environment is more likely to thrive, contribute positively, and stay longer. Employees who feel a sense of belonging and alignment with their company’s culture are more engaged and productive. Candidate's Market Dynamics: In a candidate-driven market, job seekers have multiple options. They are looking for more than just a job; they want a workplace where they can grow, feel valued, and fit in culturally. Companies that recognize this and adapt their hiring strategies accordingly are better positioned to attract and retain top talent. How long does your interview process take? If it is more than 1 week to get back to a candidate, your chances of losing their interest is at an 83% likelihood. 1-833-NEW-HUNT / www.TheArtemisPartners.com #candidates #interviewprocess

The Importance of Efficient Interviews and Cultural Fit in a Candidate's Market In today's competitive job market, where candidates hold significant leverage, hiring managers must prioritize efficiency in their interview processes and focus on cultural fit rather than solely the credentials on a resume. Efficiency in Interviews and Scheduling: Timely interviews and streamlined scheduling are critical. Prolonged hiring processes can result in losing top talent to competitors. Candidates now expect prompt responses and a well-organized hiring timeline. Delays can be perceived as disinterest or inefficiency, prompting candidates to seek opportunities elsewhere. Cultural Fit vs. Perfect Resume: While technical skills and experience are essential, hiring managers must also consider cultural fit. A candidate who aligns with the company’s values and work environment is more likely to thrive, contribute positively, and stay longer. Employees who feel a sense of belonging and alignment with their company’s culture are more engaged and productive. Candidate's Market Dynamics: In a candidate-driven market, job seekers have multiple options. They are looking for more than just a job; they want a workplace where they can grow, feel valued, and fit in culturally. Companies that recognize this and adapt their hiring strategies accordingly are better positioned to attract and retain top talent. How long does your interview process take? If it is more than 1 week to get back to a candidate, your chances of losing their interest is at an 83% likelihood. 1-833-NEW-HUNT / www.TheArtemisPartners.com #candidates #interviewprocess

The Importance of Efficient Interviews and Cultural Fit in a Candidate's Market In today's competitive job market, where candidates hold significant leverage, hiring managers must prioritize efficiency in their interview processes and focus on cultural fit rather than solely the credentials on a resume. Efficiency in Interviews and Scheduling: Timely interviews and streamlined scheduling are critical. Prolonged hiring processes can result in losing top talent to competitors. Candidates now expect prompt responses and a well-organized hiring timeline. Delays can be perceived as disinterest or inefficiency, prompting candidates to seek opportunities elsewhere. Cultural Fit vs. Perfect Resume: While technical skills and experience are essential, hiring managers must also consider cultural fit. A candidate who aligns with the company’s values and work environment is more likely to thrive, contribute positively, and stay longer. Employees who feel a sense of belonging and alignment with their company’s culture are more engaged and productive. Candidate's Market Dynamics: In a candidate-driven market, job seekers have multiple options. They are looking for more than just a job; they want a workplace where they can grow, feel valued, and fit in culturally. Companies that recognize this and adapt their hiring strategies accordingly are better positioned to attract and retain top talent. How long does your interview process take? If it is more than 1 week to get back to a candidate, your chances of losing their interest is at an 83% likelihood. 1-833-NEW-HUNT / www.TheArtemisPartners.com #candidates #interviewprocess

A positive candidate experience is key to attracting top talent. Candidates want clear communication, transparent processes, and timely feedback. Respectful interactions contribute to a favorable impression, as does providing a glimpse into company culture and values during the hiring process. A seamless experience can make candidates more likely to accept job offers and speak positively about your organization, enhancing your reputation. 𝐇𝐨𝐰 𝐜𝐚𝐧 𝐲𝐨𝐮 𝐞𝐧𝐬𝐮𝐫𝐞 𝐚 𝐠𝐨𝐨𝐝 𝐜𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞 𝐞𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐞? 𝐇𝐞𝐫𝐞 𝐚𝐫𝐞 𝐬𝐨𝐦𝐞 𝐭𝐢𝐩𝐬 - Let the candidate know about the interview process - Share the full job description - Stay connected with the candidate throughout the process - Provide feedback at each step, even in case of rejection - Provide insights about the job role - Acknowledge their concerns - Keep the interview process short and well-explained - Be mindful of the candidate's current working schedule while scheduling interviews. By following these guidelines, you can create a positive candidate experience and attract top talent to your organization. #CandidateExperience #TopTalent #HiringTips

The Importance of Efficient Interviews and Cultural Fit in a Candidate's Market In today's competitive job market, where candidates hold significant leverage, hiring managers must prioritize efficiency in their interview processes and focus on cultural fit rather than solely the credentials on a resume. Efficiency in Interviews and Scheduling: Timely interviews and streamlined scheduling are critical. Prolonged hiring processes can result in losing top talent to competitors. Candidates now expect prompt responses and a well-organized hiring timeline. Delays can be perceived as disinterest or inefficiency, prompting candidates to seek opportunities elsewhere. Cultural Fit vs. Perfect Resume: While technical skills and experience are essential, hiring managers must also consider cultural fit. A candidate who aligns with the company’s values and work environment is more likely to thrive, contribute positively, and stay longer. Employees who feel a sense of belonging and alignment with their company’s culture are more engaged and productive. Candidate's Market Dynamics: In a candidate-driven market, job seekers have multiple options. They are looking for more than just a job; they want a workplace where they can grow, feel valued, and fit in culturally. Companies that recognize this and adapt their hiring strategies accordingly are better positioned to attract and retain top talent. How long does your interview process take? If it is more than 1 week to get back to a candidate, your chances of losing their interest is at an 83% likelihood. 1-833-NEW-HUNT / www.TheArtemisPartners.com #candidates #interviewprocess

Acing the hiring process involves more than just evaluating candidates; it's about engagement and respect. Here's why swift interview feedback is key 👇 🕒 Prompt feedback, typically within a week, respects the candidate's time and anxiety. Remember, they're likely in limbo, hoping for a response. 🔄 Timely communication reflects well on your company's culture and operational efficiency. It demonstrates respect, organisation, and professionalism - traits top candidates seek in potential employers. 🔗 Constructive feedback can turn a rejection into a positive experience. Candidates appreciate insights into improving their skills or interview techniques. A respectful and helpful rejection can leave the door open for future opportunities. ❌Prompt feedback and decision making prevents you from missing out on the candidate that you want. Most candidates are interviewing at more than one firm. If you keep them waiting for feedback it is likely that they will accept a job offer at another firm. 📈 Providing quick feedback also benefits your organisation. It streamlines the hiring process and prevents you from losing top talent to competitors. In a highly competitive job market, efficiency can be a game-changer. #Hiring #Recruitment #JobInterviews #InterviewFeedback #TalentAcquisition

I'd like to share an unpopular opinion based on my observations of the current recruitment practices in today's business landscape. There's a growing trend of relying on online tests and interview forms to make hiring decisions. While these methods are efficient in assessing candidate skills, it's important to recognize that they might not accurately reflect everyone's capabilities. Factors such as personality and emotional state can significantly influence performance during such evaluations, potentially leading to inaccurate assessments of true potential. Here are the top limitations I've observed with online tests, interview forms, and video interviews: 1. Impersonal Nature: These assessments can create anxiety or discomfort for some candidates, negatively impacting their performance. 2. Limited Insight into Interpersonal Skills: Critical aspects like interpersonal skills and the ability to adapt to dynamic environments aren't adequately captured through these methods. 3. Unconscious Bias: Bias can arise during these interactions or in the selection of questions for online tests, unfairly disadvantaging certain candidate groups. Let's rethink our approach to hiring and ensure we are truly capturing the potential of every candidate. Diversity of perspectives, experiences, and cognitive approaches within a team enriches decision-making and fosters innovation. #Recruitment #Hiring #HR #TalentAcquisition #JobSearch #InterviewTips #OnlineAssessment #WorkplaceDiversity #UnconsciousBias #EmployeeExperience #HRTrends #JobCandidates

Choosing the Right Candidate: How Can We Really Know? Working in the Government Sector for over a decade I've seen quite a few stellar candidates. It's interesting to see how some candidates absolutely 'smash' the interview stage, yet fail to deliver and turn out to be some of the least productive workers I've ever managed; while others may underestimate themselves but prove to be exceptional employees. So, how do we choose right during the interview stage? Ultimately, it boils down to two key factors: - The questions we ask candidates. - The feedback we gather from referees. Crafting tailored questions that prompt candidates to share recent examples of their work can provide valuable insights into their capabilities and approach. Similarly, seeking specific feedback from referees about a candidate's day-to-day behavior and problem-solving skills is essential. In cases where a candidate impresses during the interview but the referee report reveals some cracks in the way of thinking or behaviour, it's important to follow up with the candidate. Asking them hypothetical scenarios or how they would approach certain situations can help clarify any discrepancies and should be the go-to questions to analyse the candidate's thought process. Ultimately, hiring decisions should be based on a holistic assessment of a candidate's skills, experience, and character. By asking the right questions and seeking thorough feedback, we can make more informed hiring choices that lead to successful outcomes for both the organisation and the individual. #KPIManagement #BusinessConsultant #strategicplanning  #Success #Business #bestpractices #hiring #HR