Are you asking candidates any of these questions? Asking the right questions helps you determine the right fit for your role and helps the candidate find the right company.
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Best q's to ask when interviewing a candidate
Are you asking candidates any of these questions? Asking the right questions helps you determine the right fit for your role and helps the candidate find the right company.
3 questions job applicants say they want to be asked | Recruiting News Network
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Third-party recruiters can learn very quickly how prospective candidates feel about a company. 👉 We know how a friend of a friend of your ideal candidate was treated by John Smith in 2003. 👉 We learn about first-hand knowledge of experiences with the application and interview process. 👉 We're told stories about family members' experiences with the organization that your ideal candidate heard at the dinner table. 👉 Information shared on Indeed and Glassdoor is reiterated to us. 👉 We know how much more competitors are paying for the same role. The information gained during these conversations is invaluable. Ideal candidates, who otherwise would not have applied, are sharing their objections. What a recruiter does next can have the potential to significantly impact the quality of candidates available for a client's consideration. Consider these conversations: "I met with the hiring team recently and discussed the current compensation range. They have adjusted the budget for this position to meet the market so they can hire the most qualified candidate. Would you be open to moving forward?" "Thank you for sharing your uncle's experience with the company. I can confirm that John Smith is no longer with the organization. I've been working with the hiring manager and a couple of others for two years now. Here's what I know about them....." "You mentioned reading about outdated equipment and lack of resources on Indeed. The local team was just granted a budget for the installation of 2 new lines with additional plans for 2024-2026. I'm sure Tim, the Director of Operations, would be open to discussing this and other plans during an interview." A great recruiter is skilled in helping you overcome the objections of your ideal prospects and turning them into interested candidates -if- they know your business well and can appropriately articulate what they know. Do you see your third-party recruiter as a transactional necessity or a business partner capable of overcoming challenges with you? #reputation #businesspartnership #manufacturing #recruitment #themanufacturingheadhunter
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Third-party recruiters can learn very quickly how prospective candidates feel about a company. 👉 We know how a friend of a friend of your ideal candidate was treated by John Smith in 2003. 👉 We learn about first-hand knowledge of experiences with the application and interview process. 👉 We're told stories about family member's experiences with the organization that your ideal candidate heard at the dinner table. 👉 Information shared on Indeed and Glassdoor is reiterated to us. 👉 We know how much more competitors are paying for the same role. The information gained during these conversations is invaluable. Ideal candidates, who otherwise would not have applied, are sharing their objections. What a recruiter does next can have the potential to significantly impact the quality of candidates available for a client's consideration. Consider these conversations: "I met with the hiring team recently and discussed the current compensation range. They have adjusted the budget for this position to meet the market so they can hire the most qualified candidate. Would you be open to moving forward?" "Thank you for sharing your uncle's experience with the company. I can confirm that John Smith is no longer with the organization. I've been working with the hiring manager and a couple of others for two years now. Here's what I know about them....." "You mentioned reading about outdated equipment and lack of resources on Indeed. The local team was just granted a budget for the installation of 2 new lines with additional plans for 2024-2026. I'm sure Tim, the Director of Operations, would be open to discussing this and other plans during an interview." A great recruiter is skilled in helping you overcome the objections of your ideal prospects and turning them into interested candidates -if- they know your business well and can appropriately articulate what they know. Do you see your third-party recruiter as a transactional necessity or a business partner capable of overcoming challenges with you? #reputation #businesspartnership #manufacturing #recruitment #themanufacturingheadhunter
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Partner, People Experience & HR Transformation - APAC | Certified NLP Coach | Certified POSH - TTT | Global HR Leader (Ex-Dupont) | HRSS Manager (Ex-Amazon) | Strategic Leadership | HR Operations
Do job candidates trust your organization when they come for an interview? A Gartner study shows that only 59% job candidates trust organizations during the hiring process. 68% of candidates expect to see pay information in job descriptions. 54% of candidates think companies that include compensation in job descriptions are fairer. A sobering thing is that only 47% of candidates trust the pay range in job descriptions. Of course, most organizations don't want to include pay information in job descriptions because there are chances the candidate may settle for less than what they should be rightfully getting. Interestingly, hiring managers are more trusted than recruiters. Why is it so? Maybe because recruiters are not directly in control. Also, most recruiters work on commission basis and their primary purpose is to find the best talent for the organization, at the lowest possible cost. It is but natural that most candidates value higher compensation. But on the flipside, it is trust and transparency that seal the deal. The study concludes that it's the transparency that matters the most. Especially regarding compensation and benefits. How transparent is your organization? If you're still transitioning into becoming a transparent organization, what steps are you taking in that direction? Let's discuss in the comments section. #RecruitingStrategies #HRBestPractices #Recruitment
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I am seeing a trend of candidates being asked to do "work assignments" as part of the interview process. Some are simple, five minute tasks; others require hours of thought and work. The more involved projects can involve an annual forecast or a strategic plan for a particular function or department, something the organization could use even if they don't hire that candidate. A quick task that only takes a few minutes to show what someone can do isn't a big deal. Where I do have issues is with the more involved projects. I don't work for free. I am not going to give an organization the benefit of my skills and talents to use without compensation. Some organizations give assignments to several candidates, knowing they are only going to hire one person, if they hire anyone at all. The organization still has the completed projects, which they can use as they want, for free. Don't be this organization. Don't solicit free work from candidates that you know you are going to use later.
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One of the most important aspects of running a business is hiring and retaining the right people. As you may know, this isn’t always easy! While you may be thinking about how to get an open position more visibility online or how to move applicants through the hiring process quickly, here’s something else to consider: the candidate experience. #RNN #RecruitingNewsNetwork #candidateexperience
How to Create a Positive Candidate Experience According to Job Seekers | Recruiting News Network
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I lead a team who introduces the very best talent to leading organisations across permanent and contract recruitment
Why Spending Time Upfront With Your Recruiter Is a Time-Saver in the Long Run Recently, a fellow recruiter shared an experience of having to decline working with a client who refused to discuss job requirements beyond just sending a job spec. At The Talent Experts , we've unfortunately had to make similar decisions. Here's why I think that initial time investment is crucial for you as a hiring manager: Understanding Beyond Job Specs A job spec can't capture everything. From company culture to team dynamics, there's so much that can't be articulated on paper but plays a significant role in the candidate's long-term success. Precision in Shortlisting By understanding the nuances of your needs, we can sift through candidates more efficiently. The result? You spend less time interviewing unsuitable candidates. High Satisfaction Ratings Prove the Point At The Talent Experts, our Recruiter Insider rating from clients is at 94% for understanding job requirements. This is no accident; it's the result of thorough upfront discussions. Final Thoughts Time spent upfront leads to a more streamlined, effective process later. If you're hesitant about spending that initial hour with your recruiter, consider the hours you'll save in return. Would love to hear your thoughts on this, especially from the client's perspective. #Recruitment #TimeInvestment #ClientSatisfaction #TheTalentExperts
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I Help Software & Tech Firms Secure Game-Changing Talent 🚀 | Executive Search Expert 🎯 | Host, The Lucent Perspective Podcast 🎙
I recently conducted a poll to discover when candidates feel it's the best time to speak with a recruiter about job opportunities. The results were quite revealing: 🔹33% of respondents believe the best time is between 8 AM and 12 PM. 🔹31% prefer the 5 PM to 8 PM window. 🔹23% said 12 PM to 2 PM is ideal. 🔹14% chose the 2 PM to 5 PM slot. These results were surprising and have prompted me to reconsider my daily routine. From my first day in recruitment, I was taught to block out the times I make my calls: client calls in the morning and candidate calls in the afternoon. This routine has evolved over the years, but I never directly asked candidates for their preferred times until now. Seeing these preferences has highlighted the importance of aligning my schedule with candidates' needs. Moving forward, I'll be adjusting my availability to better match these preferred times, ensuring more effective and convenient conversations for everyone. Thank you to everyone who participated in the poll! Your feedback is invaluable and directly influences how I operate. #Recruitment #CandidateExperience #PollResults #ProfessionalGrowth
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According to a recent study 75% of job applicants never hear back from an employer after applying for work, and 60% don’t hear a peep after an interview. This shows employers need to do a better job with communication throughout the applicant process. How does your company do with keeping applicants engaged? As an award staffing solutions provider we can handle all you workforce needs from end to end. Let's connect.
The job hunt is frustrating. How can employers fix it?
hrdive.com
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During Covid 100% of recruiters stopped meeting their candidates in person. Obviously. Here's the alarming point. Since Covid 80% of them have continued that trend. And why not? You are still paying them the same, or more, so why go back to meeting in person? Because they have forgotten the magic ingredient of what this is all about. The hopes, dreams, fears, and story of the human across the table. The basic and philosophical need for human connection and understanding that is the absolute secret to being a standout in this industry and a champion for your clients growth through identifying the best and most suitable people. But also, what's the point in what we do if you are not deeply and intrinsically interested in helping a person make a great (or even just the right!) career move. I think some of those transactional, candidate KPI driven and "as long as one of them gets the job" mentality operators may not survive this year, where clients investing in a recruitment process will be looking for real value, market insight and "right first time" ROI on a hire. Go on, ask your people if they met your recruiter on the way in and if not, how that made them feel. Be sitting down when you do. (BTW, Build People turned 12 today 😎 This, and other key messages I will drop over the next 12 days, will be the insights values and messages 12 years of headhunting, interviewing, and building cultures have taught me.)
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