Calvin Nathan Manik’s Post

And the results are in... Hiring managers, take note 📝 After people having their say on what a good interview process should look like, here is the foundation: → Length of process: Between 2-4 weeks → Total hours spent in interviews: 2-4 hours → Optimal amount of meetings: 3 - which would include an offer/negotiations part → Technical evaluation: Either a technical discussion with team members or a home assignment that takes 1-2 hours maximum. → Feedback: Should be come circa 1 week from each stage in the process This can fluctuate depending on the hiring need you have, but this process was favoured by around 98% of people. If you're hiring process doesn't look like this, then it could be time to consider some changes. Or, don't... but you may be missing out on some seriously good talent.

Dear Hiring Managers, ⭐ Star candidates are interviewing YOU too. In fact this is not a job interview, it is a ‘meeting’ between 2 professionals. ✅ Be interested in them, take time to study their resume, listen and learn about the person and not the qualifications, ✅ Build a relationship with them from the beginning, ✅ Be organized and prepared AND on time! (it will be noted), ✅ Talk about all the great stuff you put in your advert (tap into the candidate’s hot buttons), ✅ Share your success stories ✅ Introduce them to your team ✅ Take them for lunch. ✅Make them feel special. If you want the very best people, you've got to work for it! 💪

🔍 Rethinking the Hiring Process: A Call for Greater Empathy & Efficiency From my perspective, hiring isn't just about finding the right skill set—it's about creating a meaningful and respectful experience for everyone involved. By prioritizing key skills and qualifications, conducting focused, purposeful interviews, and embracing transparent communication, companies can set themselves apart. But there’s more: treating candidates with the respect and empathy they deserve is not just the right thing to do, it’s also a strategic advantage. When employers adopt a humane and efficient approach to hiring, they attract and retain top talent while honoring the time and energy of job seekers. 🤝 Let’s shift towards a hiring process that reflects the values we want to see in our workplaces. 🌟 #TalentAcquisition #EmpatheticHiring #HRBestPractices #EmployerBranding

Absolutely! Interviewing 100 candidates six times each for an entry-level role is excessive. It can be a significant drain on both the candidates’ and the interviewers’ time and resources. If a candidate demonstrates they are a good fit early on, it might be more efficient to move forward with the hiring process. This approach could save time and help secure top talent before they move on to other opportunities.

Hiring someone who is clearly fit for the position from the first interview saves time and resources, fosters a positive candidate experience, and allows the organization to quickly benefit from the new hire's skills and contributions. Delaying the decision for routine interviews can lead to losing top talent and prolonging team gaps.

Remember: Every extra interview isn't just a meeting - it's a candidate questioning if they really want to work for you. I saw this on a post earlier, and it really stands out, and something I personally believe also. Shout out to the companies who manage a short hiring process. You do tend to get the best talent. Some exceptions always for sought after companies with 1000's of applications, but still…. anything over 5 unless C-suite is totally unnecessary imho.

I have this one client that interviews candidates once and either hires them or doesn't. We've placed 5 people with them in the last year. 4 out of 5 still employed. The one person that left had to relocate. I don't know why companies make hiring so confusing. The right hiring managers know what to look for and what the company needs. Empower your employees to make decisions and watch what happens! __________________________________ P.S. Don't forget to SIGN UP for my FREE Newsletter if you want more hiring tips! https://lnkd.in/gET8B2jH #recruitment #hiringnow #hiringtips #jobs #careers

Thanks Chetan, great motivational post to those who may believe that numbers will generate quality. Here’s how I got hired by a leading ad agency. I was from finance attempting to reframe the predictable 2+ 2 =4 into 2+2 = 22. The Creative Director gave me the customary ‘copy test’. As I graduated in commerce Q1. “ what’s the implication of Britain’s entry into the European Common Market Q2. The Joys of eating an ice cream. I knew nix about Q1. Later I was told I did brilliantly on Q2 The Joys of eating an ice cream. Long story short. I went to the Creative Director (CD) and honestly asked “ Sir, you want to know what I know or what I don’t know? “. The CD put his arms around me and asked “ Sam when can you join? “. That’s it? THAT’S IT. I made it. We both never looked back. The gut chooses. Not the brain ! At least in advertising! #talent #advertising #recruitment #ad agencies #creativity

Something that's consistently bugged me in recruitment as a candidate and working in the field, is setting interviews with 0 flexibility. You can't make the date/time that's been set for you, even though no one asked your availability and we've offered no alternatives? You've woken up unwell? Sorry, we've given the slot to someone else and we won't do more interviews as we're picking someone from that day. Never understand this practice and why anyone feels it's an effective way to hire. Sure it's less admin and less interviewer time, but you're definitely missing out on awesome candidates, and it's completely counter intuitive to inclusive hiring processes. #Interviewing

Some common questions for hiring managers to consider before interview. Not all questions are applicable to all hiring managers but they’re a good starting point. Your weekly reminder I’m looking for a recruiter role, either perm or contract. Drop me a line if you’re looking for an experienced recruiter who can source awesome candidates, improve your candidate experience, and work directly with stakeholders to improve their own experiences and outcomes too.