Lana Khoury

Just as it was mentioned above, feedback is important. A recruiter is a reflection on a company culture. It is quite tricky to provide feedback to an anyone who is not expecting it. The best way to review this would be to start by asking if the individual minds you sharing some feedback on the interview experience. Then, potentially starting by asking a question on the purpose/reason why something was asked a certain way. Then, providing the necessary feedback by sharing how it came off. Depending on the issue, I may recommend going straight to the leader and sharing the feedback at a higher level. You won't be getting the job there, but maybe you'll help that individual become better or the company more aware of their bottlenecks.

Hard to fill and urgent roles can also be seen as critical roles in a company. It is important for all companies to define their key/critical roles and ensure they have a proper strategy in place. Strategies in recruitment should never always be going external! For those critical roles, ensure you have shadowing projects to get other people within the organization to be successors or support in interim. You must consider always networking with potential candidates with these skillsets and when the time comes and you have an active role, you will be way quicker in filling it with the right person.

"how" they are being difficult should lead to different outcomes in my opinion: - does it seem like it is a bad day? then treat them like you would if a customer shared they are having a bad day. Ask them if you are able to learn more about stress at work and what could it look like when the pressure is high. Maybe even ask them to share what the biggest challenges are in the business. Making them talk through it; not only will it appease the situation, it will likely get you to develop a relationship, quickly. - if it seems like it is a character issue, then I agree with most of the other contributions- interviews are a two-way street, maybe you wouldn't want to work with them anyway.

Everyone is on their phones these days; the ability to access and communicate with candidates in an engaging fashion (personalized and can't tell that its a robot!), is key to your success in this avenue. Ensuring you get back to them on time is super important in today's competitive landscape and shortage of labor. This is a very important feature to have a one stop shop for the entire recruitment process which will in turn help the internal recruitment team be able to better collaborate and help each other!

The technology behind parsing and screening is key in ensuring you are not "missing out" on candidates. If you are one that received a volume of CVs, having these features is key to ensure your application process is a quick one and it could be a risky one if the technology is not strong enough to uncover keywords (and their synonyms) accurately.

Job postings are like ads: you want your message to convey to the right audience, in the right way. Pick an ATS that helps you build your ads "the right way". Distribution should be within 1 click of a button. Job boards now make it easy to "automatically share" your jobs on their platforms. Pick an ATS that has done the leg-work for you. This part is all about ensuring you have the right partner that has partnerships with the right pool of candidates for you. For example, if you post a lot of hourly jobs, ensure your ATS isn't only distributing to sites made for executive level or professional roles.