Ibiyemi Balogun, MBA, CHRP, CCS’ Post

Happy Friday Hiring Manager-Leader-Talent Acquisition: Do you have interviews with candidates for your company today or next week? 🌟 If you do, YOU GOT THIS! Go and WIN that CANDIDATE - show that candidate you are interested in the "person" - get to know them beyond the resume - because that is what will show up for you and your company/team every day..... and be prepared 👊🏼 ☘ Pro Tip: PLAN YOUR CANDIDATE INTERVIEWS like you plan your SALES CALLS or COMPANY MEETINGS meet as a team, decide the order of your interviews, what is important to learn from the candidate, what is our scorecard for this role and why, and decide who will be focusing on what part of the scorecard (don't all ask the same questions, shows a lack of care and preparation and importance) Candidate experience matters - think about when they leave the interview, whether you want to hire them or not, they will be calling 3 people and telling them about the company and the INTERVIEW experience 📲 🤙🏼 #interviewpreparation #talentwins if you want to learn more about our Interview System and Plan Lloyd Staffing message me directly

There is one thing that makes all the difference in interviews: Recruiters who approach candidates smiling. I’ve experienced both this and the kind of recruiters that are serious and make you feel like each part of the interview is a trap. And I realized I always feel I did better when the recruiters were nice, smiling and approachable - and I always leave with a nicer perspective of the company, regardless of the outcome. Making people fear you or making them feel they need to prove you their worth will not help you reach your goal. Smile at candidates, be honest, be approachable and candidates will feel more prone to reveal their best side and be more honest and communicative during the interview. And you will easier reach your recruiting goal. Sometimes it’s as easier as this: smile. Attract talent, don’t make it fear you 🤝

❌ Too many stages ❌ Too time consuming (tasks or group interviews) ❌ Lack of communication or feedback ❌ Role changing details in the process Your interview process is one of the first big impressions a prospective employee. Particularly if you're in a skills scarce market, don't make simple mistakes that your competition will not. Speak to a specialist recruiter (👋) if you're wanting some advice about how to conduct your recruitment process. https://lnkd.in/eQg-PjBF

Gauging Candidate Interest During Interviews: Tips for Success When interviewing candidates, it's essential to discern not only their qualifications but also their genuine interest in the position. Candidates who have done thorough research about the company and role often demonstrate a deeper commitment. Additionally, their level of engagement during the conversation, evident through the quality of questions they pose, can be a clear indicator. Their body language, too, can offer insights; enthusiastic candidates will often exude a palpable energy. Moreover, those truly invested in the position tend to talk about long-term prospects and growth within the organization. And, don't overlook post-interview behaviors. A timely follow-up, such as a 'thank you' note, can further signal a candidate's keen interest. Recognizing these signs can help hiring professionals ensure they're securing candidates who see the role not just as 'a job', but as 'the job'. #InterviewTips #Recruitment #TalentAcquisition #HiringInsights

When attracting top talent in a competitive job market, the very first interaction a potential candidate has with your company starts in the job interview. And in this case, first impressions are extremely important. https://lnkd.in/gGTz9Rcb #RecruitmentManagementSystem #RightQuestions #RightCandidate #Interviews

Why do I prep candidates for job interviews with my clients? 1. I want candidates to be confident and successful. 2. I don't want to waste my client's time with an unprepared or uninterested candidate. My interview prep ensures that my candidates are excited about and fully understand the company and role they are interviewing for. I also double-check any dealbreakers - onsite requirements, salary, etc. It takes a lot of effort to carve out time for an interview, and I don't want anybody wasting their time on a dead end. Is interview prep my way of giving candidates secrets to landing a job with my client? No. I don't think there are magic words to get your candidate a job. If there were, my job would be a lot easier 🤣

It's not enough to just send a candidate into an interview and hope for the best. Preparing a candidate for an interview is crucial in ensuring their success. It's not about feeding them the answers, but rather equipping them with the confidence and knowledge to present themselves in the best possible light. Attention to detail is key when it comes to preparing candidates for interviews. From understanding the company culture and research on the interviewer, to knowing the latest industry trends, every detail matters. As recruiters, it's our duty to ensure that our candidates are well-informed and ready to tackle any question or scenario that may arise during the interview. By paying attention to these details, we can help our candidates stand out and make a lasting impression on the hiring team. 📋 It's our responsibility to provide them with the support and guidance they need to excel in their interviews and give them confidence to ask the questions that will help them make a career decision. I always tell my candidates it is a two way decision. #Recruitment #InterviewPrep #CareerSuccess 🌟

When attracting top talent in a competitive job market, the very first interaction a potential candidate has with your company starts in the job interview. And in this case, first impressions are extremely important. https://lnkd.in/gGTz9Rcb #Interviews #hiringprocess #RecruitmentManagementSystem #RightQuestions #RightCandidate

I don't believe in traditional job interviews, especially since they've become a role-playing exercise that often has little to do with the actual skills needed for the job. ☛ Some candidates have mastered the art of the interview. They know exactly what to say and how to say it, regardless of the question. However, this doesn't necessarily make them the perfect fit for the role or the company. ☛ On the other hand, there are highly skilled professionals who may be stuck in their careers because they perform poorly in this "game" called the job interview. Despite this, they are excellent at their jobs and bring tremendous to anything they do. ⋙ It's time we rethink our approach to hiring and focus on what truly matters: the candidate's real-world skills and potential to grow within the company.

𝐈 𝐝𝐨 𝐇𝐑. 𝐍𝐨𝐭𝐡𝐢𝐧𝐠 𝐜𝐚𝐧 𝐬𝐮𝐫𝐩𝐫𝐢𝐬𝐞 𝐦𝐞 I have been through many interviews both as a candidate and an interviewer, so my life is full of stories. I will definitely write a book when I retire, so far these are some of my favourite cases: - candidates/recruiters not showing up without giving notice (already classic) - vaping at the interview online (candidate or hiring manager) - HR manager (a candidate) wearing a camisole at online interview - candidates saying "I am tired of providing the same information about myself to each recruiter, can we just skip it?" - "Can we meet for a coffee?" (might come from any side :) What is your favourite story about interviews? :)