Wie können Sie die Kandidaten während des Vorstellungsgesprächs unterstützen?

In my experience few things that worked are; . Clear job description . Communicating clearly before the interview the areas or competencies that you will be evaluating . Being empathetic and making them comfortable before starting the interview . Post interview giving clear and detailed feedback both in case of selection or rejection

Providing candidate support is easy! - Don't ghost them, EVER, in any part of your process. If you don't yet have information to share on next steps let them know that and provide them a date to follow up with them. - Be honest and transparent. - Provide answers to questions they have. If you don't know something, research it. - Give as much background information as you can about the company, role, hiring manager and interview process. - Keep lines of communication open and be responsive! - Mainly keep them informed on where they stand in the process. Once it is determined that they are not a good fit, share this as soon as you can. If able provide them with tips on how they can improve their skills for their next application/interview.

“Failing to prepare is preparing to fail” Provide job description summary, sample interview guide, dress code, directions, profiles of people they will be meeting. Providing these details will help them prepare for the interview and feel more confident

Preparation includes letting candidates know about the person that will be interviewing them. I send them the interviewers LinkedIn profile. I advise the candidate how that manager usually conducts their interviews i.e. is the interview conversational or rapid fire questions?

Three key areas in my opinion. Good Job Descriptions Ensure the job descriptions you write accurately reflect the skills, experience, and requirements for each opening. Good job descriptions set proper expectations for candidates from the start. Solid Interview Prep Properly prep candidates on what to expect during interviews and how to best demonstrate their fit. We can use our expertise to provide coaching Over Communicating Tips and Tricks on Interviewing Part of bringing on the right talent means equipping them with tips and tricks for interview success through clear and frequent communication.

This could sound repetitive but it's essential to have the right information. You need to reconfirm all interview details to provide them to the candidate. Making sure they know where they are going or if it is a video meeting to use the same platform with them prior the interview to prove it works properly and they have enough lighting in a quite place. Then connecting with both ends after the interview it's crucial, the sooner the better as they will have fresh feedback and will remember more details. I always ask the candidate to call, email or message me right after they are finish the interview; I prefer over the phone so I can get as much data as I can from them even how they felt (chemistry) during their conversation.

Tell the truth. Seems simple enough, but that also means making an effort to identify what "truths" are important to the candidate.

To show support for candidates during the interview process, it is important to communicate clearly and effectively. Here are some tips to help you communicate with candidates: Be transparent: Be transparent about the interview process and what the candidate can expect. Let them know what the next steps are and when they can expect to hear back from you. Be respectful: Treat the candidate with world-class respect and professionalism. Be courteous and polite and avoid interrupting them while they are speaking. Listen actively: Listen actively to the candidate’s responses. This will show that you are interested in what they have to say and that you value their input.

I would make an extra effort to align on expectations by maintaining consistent deliverables to prevent any misunderstandings. Very often, I will also share some "Next Steps" to both candidates and clients so they know what to expect while we progress in the recruitment lifecycle

- Try to be thorough in your explanations, but create pauses and questions to allow for interactions which will show you the prior comprehension level of the position. Adjust the conversation as necessary to circle back or to expand upon certain aspects. - you will be able to figure out what THEIR value points are and determine how your position and corporation best meets them.

In my experience- Regular and clear communication at various stages of the interview process helps candidates feel valued and informed. Providing clear understanding of the interview format, Job, company culture helps candidates prepare effectively. Offering support and motivation to candidates, regardless of the outcome, is a great practice. It shows a commitment to the individual and can leave a positive impression even if they are not selected. Keeping in touch after the candidate is hired is crucial for a smooth onboarding process. Celebrating successes and milestones, such as the completion of the first week or month, fosters a positive work environment. It also provides an opportunity for open feedback and addressing any concerns.

From my experience, candidates generally express more appreciation when given feedback, even if it's constructive. This provides them with clarity and an opportunity to improve their interview skills.

Demonstrar empatia, solidariedade e acolhimento, permite que o processo de entrevista se torne leve e o candidato consiga se expressar de maneira significativa, pois gera uma conexão e confiança entre recrutador e candidato. Proporcionar ao candidato um ambiente acolhedor e amigável é algo fundamental para um excelente processo.

Candidates must take advantage during an interview and ask questions that are important. Some examples are -what are the true expectations of the role -what are the 3 top skills for the position -have I answered your questions to your satisfaction -what is the onboarding process -why is the position open An interview is a two way street.

In my experience, I find very helpful to ask the Candidate if they have any questions or concerns before the interview as most times I am capable of addressing most of them. Leaving them more certain about the role and confident in themselves. Therefore, they will focus a 100% on the interview. It is better to qualify since the begging but sometimes there are some issues or situations that did not show up or were a concern then.

Keep in mind that the candidate is interviewing you and the organization too, do they want to spend 40+ hours a week in your culture. Being supportive and addressing questions and concerns in an open way will ease their mind that they're making the right choice.

Candidates thank us often for providing meaningful context about the hiring organization and open position, and for creating space for them to ask all of their questions. The conversation should be a two-way street -- if the recruiter dominates the conversation, the candidate is not invited to participate or engage, and is likely to walk away with a lower opinion of the hiring organization's culture.

Candidates sometimes feel that asking questions may be seen as rude or intrusive but I ensure that the interview will be as interactive and transparent as possible.

I love this part, I like making it a "big deal" because it is. This new job could be the opportunity they were looking for. This will bring "food to the table" and also could be the right scenario for their professional growth. I stay in touch with them with follow ups; the 1st day, the 1st week, the 1st month, every 2-3 months and I celebrate again when they reach the 1st year and so on.

Quando chegamos nessa parte é gratificante, comemorar seu sucesso, realizar o processo de onboarding, acompanhar seu desenvolvimento na empresa é algo gratificante ao profissional de RH. Fornecer constantemente feedback de seu desempenho, deixa-o mais entusiasmado de realizar as entregas, pois gera transparência e confiança entre profissionais. Ele entende que esta sendo acompanhado, que seu sucesso esta sendo observado através dos feedbacks e comemorações pelos seus 30/60/90 dias ( efetivação) e assim por diante. Atuar com RH requer uma comemoração constante para que o sucesso dos colaboradores seja uma vitória para todos, contribuindo para uma cultura organizacional positiva.

- don’t hesitate to put reminders in your calendar to contact the hire a week later to see how things are going. Contact them a month later as well and briefly ask what they have enjoyed most about joining the team, and ask what may not have met their expectations. This information is useful to make sure you’re not overselling and under-delivering on your presentations.

Silver medalists (runners up) are super valuable, even if you don't have a spot for them now that's not to say you won't soon! Provide feedback and let them know you will keep in touch as soon as another opportunity arises. It keeps them engaged with your talent brand and is a lot better than being ghosted.

Not every candidate will be a good fit for your current role. Some of my most memorable candidates were not a fit for the initial role that they interviewed for. These are the candidates that you share honest feedback with, but also keep in close contact with. Relationship building is extremely powerful! When the time comes that you have a role that matches their skills, if you have done this well; you can call them. I have had candidates that I have gone back to and placed when the opportunities arose, and they are always extremely grateful. That said, the key was remaining in contact and continuing to encourage them through their journeys.

Any candidate that doesn't get hired is already a part of my recruitment pipeline. So I let them know that I'll still consider them for future roles where they may be a fit. Doing this instills hope and acting on it builds the relationship between the hiring team and the candidate.

If the outcome of the interview is not what the candidate expected and an offer is not presented, one should not take it personally. There are many reasons and it is best to learn for the interview and that the right opportunity my come along when least expected. If possible to take courses that can make them more marketable and to always be open minded.

All these points are lovely and I am all for positive reinforcement. But a good agent, a really good one, also knows how to give tough love. How to articulate things that are hard to say and even harder for a job seeker to admit about themselves or their performance during the interview process. Too often it is easy to choose not to share critical feedback. The relationship between agent and job seeker should be collaborative, transparent, honest- and yes it is ok to challenge each other along the way.

I would say to help candidates uncover their superpower, what makes them truly unique. No one has seen the world through their eyes so I encourage candidates to embrace and celebrate that. I find the interview process can influence candidates to conform to the perfect or ideal candidate they think the job is looking for, whereas to prepare candidates is to give them confidence in who they are and their unique story.

Ressalto a importância de considerarmos a diversidade e inclusão como base em todos os processos, garantindo que todos os candidatos se sintam respeitados, acolhidos e valorizados. Ao adotar essas estratégias, não apenas fornecemos uma experiência positiva aos candidatos, mas também fortalecemos a confiança da empresa como empregador ético e solidário. Essa abordagem não só impacta positivamente a percepção do candidato, mas também contribui para a construção de relações duradouras.

- exit interviews! Make exit interviews a part of your process. Are they leaving on good or bad terms? Keep an eye out for the trends that are working, or perhaps could use some attention or tweaks. - offer to keep the avenues of communication open as they move on in their profession. I worked in lower-level healthcare staffing. Today’s nursing aid was often tomorrow’s Registered Nurse. I had several positions for their new titles as well. It made recruiting for those positions significantly more streamlined.