Elizabeth Gabriel ACA’s Post

Improving the Interview Process: A Call for Transparency Having recently gone through the interview process, I’ve been reflecting on the experience and how it can be better for both candidates and hiring teams. While I understand the complexities of hiring and the challenges faced by HR teams, I believe there’s an opportunity to enhance communication. When an interview concludes, candidates often hear, “We’ll call you back,” leaving them in a state of uncertainty. Here are a few thoughts I’d like to share: Clarity is Key: Candidates appreciate knowing their status—whether they are accepted, rejected, or still under consideration. Clear communication can reduce anxiety and manage expectations. Value of Constructive Feedback: Offering immediate, constructive feedback can empower candidates to improve and grow. Even a brief note on areas for development can make a significant impact. Respecting the Candidate’s Time: Candidates invest time and effort into preparing for interviews. Providing timely updates demonstrates respect for their commitment. Build Positive Relationships: Open communication fosters goodwill and can create a lasting positive impression of the company, even for those not selected. I truly respect the challenging role HR professionals play in finding the right fit for their organizations. By adopting a more transparent communication approach, we can make the hiring process more effective and supportive for everyone involved. We welcome insights on this topic from both HR professionals and candidates who have experienced interviews. Let’s strive for a hiring process that values both efficiency and empathy! #Hiring #JobSearch #Feedback #HR #CandidateExperience

Dear Hiring Team and Recruiters: always provide feedback to candidates! I speak with multiple candidates each week and often learn that they are still waiting for interview feedback from long ago. While they may occasionally still be under consideration, the reality is that they have often been declined without being informed. Providing feedback is crucial for many reasons, and here are just a few of them: ➡ Clarity and closure: Not giving feedback leaves candidates in limbo, thinking they are still in the process when they may have been rejected long ago. Informing them helps them move on and focus on other opportunities. ➡ Opportunity for improvement: If candidates don’t know why they were declined, they can't identify which skills or interview approaches need improvement. ➡ Avoiding misunderstandings: Your reason for declining a candidate could be based on a misunderstanding. By providing detailed feedback, you might discover that a candidate is actually a good fit. Sometimes, candidates might not fully elaborate on their skills during the interview due to time constraints. Instead of declining for incorrect reasons, you might end up hiring a qualified candidate. ➡ Maintaining reputation: Providing feedback helps you maintain a reputation as a caring and professional organization. While it may not be feasible to follow up with hundreds of applicants, you can definitely provide feedback to those who have gone through the interview process. #recruitment #recruitmenttips #interview

The Ghosting Problem in Job Recruitment: A Candidate’s View!! In today's job market, many candidates face a frustrating issue: interviewers disappearing after showing initial interest. Candidates spend time preparing for interviews, only to hear nothing back. This silence leaves them feeling uncertain and upset. Imagine this: After a positive interview, candidates wait eagerly for feedback, but days and weeks pass with no response. The initial excitement turns into disappointment and doubt. This ghosting behavior is not only unprofessional but also disrespectful to the candidates' time and effort. On the other hand, when a candidate’s profile gets shortlisted, the situation can change dramatically. Suddenly, the previously unresponsive interviewers start calling frequently, often at inconvenient times, even if the candidate has specified their availability. This shows a lack of respect for the candidate’s personal time and boundaries. Recently, I encountered a frustrating situation with a large company. Despite clearly stating that I was available for a phone interview in the morning, they called me at inappropriate times, including during work hours and late at night. One call came at 10:40 PM when I was almost asleep. This made me uncomfortable and reflects poorly on the company’s ethics, showing a disregard for the candidate’s needs. The recruiter asked me to get back to them by morning, but after that, I received no response from their number or email. They completely ghosted me, as if they don’t exist! How Recruiters Can Improve??? 1. Stay in Touch: Recruiters should keep candidates updated on their application status, even if they are not selected. 2. Respect Availability: Call candidates at the times they have specified. Avoid calling at odd hours or during work. 3. Be Transparent: Clearly explain the recruitment process and timelines to reduce uncertainty. 4. Show Empathy: Recognize that candidates put in a lot of effort and time into their applications and interviews. A bit of understanding can go a long way. By following these simple guidelines, recruiters can create a better experience for candidates, showing respect and professionalism. How a company treats its candidates speaks volumes about its values and culture. #recruitment #candidate #ethics #ghosting #valueandethics

Ever had a job interview that felt more like a trial by fire than a warm welcome? It's time we talk about it. 🤔 Let's face it, the recruitment process can be a daunting gauntlet for hopeful candidates. But what if I told you that it's in a company's best interest to flip the script? To transform this nerve-wracking journey into a positive experience? Here's why and how. Firstly, a candidate's experience during recruitment is often their first real taste of a company's culture. It sets the tone for their perception of the brand and can influence their decision to join, or not. A positive experience can turn even rejected candidates into brand ambassadors, while a negative one can quickly tarnish a company's reputation. 🌟 So, how do we ensure a recruitment process that leaves candidates feeling valued, regardless of the outcome? 1. Communication is key. Keep candidates informed at every stage, from application receipt to final decision. No one likes being left in the dark. 2. Feedback is a gift. Whether it's a yes or a no, constructive feedback can help candidates grow. It shows that you care about their development, not just the role you're filling. 3. Respect their time. We've all been there - lengthy applications, multiple interviews, the works. Streamlining these processes shows respect for the candidate's time and effort. 4. Humanise the process. Remember, candidates are more than just a set of skills on a CV. They're people with aspirations and nerves. A friendly approach can make all the difference. 5. Ask for their feedback. This shows that you value their opinion and are committed to improving the experience for future candidates. Incorporating these elements into the recruitment process isn't just about being nice. It's a strategic move that can enhance your employer brand, attract top talent, and even improve customer perceptions. After all, happy employees often lead to happy customers. So, let's make a pledge to leave the old, impersonal recruitment ways behind and embrace a process that's respectful, engaging, and, dare I say, enjoyable. Because when companies start treating candidates like the valuable individuals they are, everyone wins. 🏆 #Recruitment #CandidateExperience #HRBestPractices

🌟 Recruitment Revolution 🌟 Ever had a job interview that felt more like an interrogation? 🕵️♤️ It's time we talked about the candidate experience during recruitment. First things first, let's acknowledge the elephant in the room: the recruitment process can be daunting. But, it doesn't have to be. Companies have the power to transform this journey into a positive and memorable one. Here's why they should: 1️⃣ Brand Reputation: A candidate's experience is a direct reflection of your company's culture. A positive process can turn applicants into brand ambassadors, regardless of the outcome. 2️⃣ Talent Attraction: Top-notch candidates are often spoilt for choice. A seamless and respectful recruitment process can be the deciding factor for them to choose you over a competitor. 3️⃣ Feedback Loop: Every interview is a learning opportunity. Constructive feedback can help candidates grow, and in turn, they may offer insights to improve your hiring strategy. So, how do we ensure a candidate walks away with a smile, even if they don't land the job? ✅ Communicate clearly and promptly. No one likes to be left in the dark. ✅ Show respect for their time and effort. A little empathy goes a long way. ✅ Provide a welcoming atmosphere during interviews. Let's ditch the cold boardroom vibe! ✅ Offer constructive feedback. Help them, help you. Remember, today's candidate could be tomorrow's client, or even better, your future star employee. Let's make every interaction count! #Recruitment #CandidateExperience #HiringStrategy

Elevating Interview Standards: Prioritizing Professionalism and Engagement Leaders, the issue of disengaged job seekers during interviews is increasingly prevalent and concerning. Consider this scenario: an interviewee, constantly checking their phone, interrupts the interview to take a call from another employer. Understandably, the interviewer ended the session and rejected the candidate. Such behavior not only wastes valuable time but also undermines the integrity of the hiring process. 📌 Unwavering Attention: Job seekers, your undivided attention during interviews is essential. It reflects your seriousness and respect for the opportunity. Distractions, especially from cell phones, signal a lack of commitment and can significantly impact your chances of making a positive impression. 📌 No Distractions: Turn off cell phones and eliminate interruptions to demonstrate professionalism. The interview is a critical moment to showcase your skills and fit for the role. Being fully present underscores your dedication and respect for the interviewer’s time. 📌 Authentic Enthusiasm: Applying out of desperation often translates into a lack of genuine enthusiasm. Employers can sense this, and it can be a major red flag. Ensure that your interest in the role is authentic and well-articulated. Passion and enthusiasm are key differentiators in a competitive job market. 📌 True Confidence: Many candidates struggle with impostor syndrome or feel the need to exaggerate their qualifications. This not only affects your confidence but also raises questions about your credibility. Trust in your genuine skills and experiences. Authenticity builds trust and leaves a lasting impression. Best Practice for Interviewers: When faced with such behavior, address it immediately and professionally. A polite reminder about the importance of engagement and professionalism can often correct the course. If distractions persist, it is appropriate to conclude the interview and provide constructive feedback on professionalism and expectations. Why It Matters: Interviews are a critical touchpoint where both the employer and the candidate assess mutual fit and potential. Distractions disrupt this process, reflecting poorly on the candidate’s commitment and respect. For employers, it’s a missed opportunity to identify truly dedicated talent. Let’s raise the bar and inspire candidates to present their best selves—fully present, engaged, and professional. Together, we can foster a culture of mutual respect and true connection, ensuring that every interview is a productive and respectful exchange. #Leadership #HR #Professionalism #InterviewStandards #Engagement #TalentAcquisition #HiringExcellence #EmployeeExperience #HRBestPractices #Recruitment #WorkplaceCulture #CareerDevelopment

🚩 What Makes an Interview Process the Worst? 🚩 I have just finished chatting with a candidate who shared with me their poor experience of interviewing directly with a major employer in the Financial Services sector, and it got me thinking 🤔 We’ve all heard about (or experienced) frustrating interview processes that leave you feeling exhausted, unappreciated, or even ghosted. Here are some of the worst practices that companies should avoid to ensure they don’t miss out on top talent.... When 5+ rounds of interviews overlap with the same questions, candidates are left wondering if their time is valued. ⏲ Communication is key! Leaving candidates in the dark after interviews not only damages your brand but also reflects poorly on your organisation’s professionalism. 👻 When interviewers haven’t reviewed your resume or ask irrelevant questions, it’s a red flag for disorganisation. ⛳ Multiple coding challenges, unpaid assignments, or case studies that resemble full-time work? No thanks. Respect the candidate’s time. 💻 Creating an unnecessarily stressful environment may test resilience, but it can also deter great candidates who value a positive workplace culture. 🆘 Asking about personal life choices or other non-professional topics can not only be off-putting but also illegal. 🛑 Focusing too much on whether someone fits a narrow cultural mold can lead to a lack of diversity and innovation. 😖 Don’t bait-and-switch. Ensure the role described matches the one you’re hiring for to avoid wasting everyone’s time. 👓 Transparency in compensation discussions shows respect for the candidate’s time and expectations. 💶 ✨ Candidates, what’s the worst interview experience you’ve had? And employers, how do you ensure your process is candidate-friendly? Let’s share and learn from each other! ✨ #Hiring #InterviewTips #JobSearch #Recruitment #WorkplaceCulture First impressions matter! A cold or unfriendly reception can sour a candidate’s perception of your company.

The Silent Treatment: A Call for Respect in Recruitment As candidates, we invest our time, energy, and hopes into the job application process. We polish our resumes, prepare for interviews, and put our best foot forward, often pouring our passion into showcasing why we’re the right fit for a role. Yet, a common thread unites many of us: the agonizing silence from recruiters after our initial interactions. It’s disheartening to be contacted with enthusiasm about a potential opportunity, only to be left in the dark after interviews or assessments. While the recruitment process can be complex, the absence of feedback not only undermines our efforts but also leaves us questioning our worth and capabilities. We recognize that there are various reasons for not moving forward—whether a candidate may be under skilled for the role, budget constraints are at play, or a more suitable candidate has been found. However, when your CV isn’t shortlisted or you’re not selected, it’s crucial to communicate this to candidates. Silence can be more damaging than a simple rejection. Constructive feedback isn’t just a courtesy; it’s an essential part of a respectful hiring process. It helps candidates understand their standing and identify areas for improvement, while also acknowledging the effort and humanity behind their applications. To recruiters and hiring managers, I urge you to remember the impact of your silence. A simple update or a few words of encouragement can make a world of difference. Let’s foster a culture of respect and communication that empowers candidates, rather than leaving them in uncertainty. To my fellow job seekers, know that you are not alone in this experience. Let’s continue to advocate for transparency and respect in the hiring process. Our time and effort deserve recognition. #JobSeekers #Recruitment #FeedbackMatters #RespectInHiring

Here are some best practices for interviewing and hiring a new employee, designed to enhance the effectiveness of your recruitment process: Preparation is Key 👉Gather Job Information: Understand the role thoroughly by reviewing job descriptions and speaking with current or former employees. Identify the key skills and qualifications that lead to success in the position. 👉Develop Your Interview Questions: Create a mix of open-ended and closed questions that are relevant to the role. This helps ensure a comprehensive assessment of the candidate's skills and fit. Conducting the Interview 🔅Create a Welcoming Environment: Make candidates feel comfortable from the start. Share an interview itinerary and explain what they can expect during the process. 🔅Standardize Your Approach: Use a consistent set of questions for all candidates to minimize bias and allow for fair comparisons. This standardization helps focus on relevant skills rather than personal biases. Engage with Candidates 📣Build Rapport: Establish a connection with candidates to encourage open dialogue. This can lead to more insightful responses and a better understanding of their personality and fit for your team. 📣Assess Soft Skills and Culture Fit: Use behavioral questions to gauge how candidates handle real-life situations. Consider incorporating interactive elements, such as problem-solving tasks or team activities, to evaluate their interpersonal skills and cultural alignment. Evaluation Process 👨💻Document Responses: Take notes during interviews to capture important insights. This will aid in comparing candidates later on. 👨💻Collaborate with Your Team: After interviews, discuss impressions with other interviewers to gather diverse perspectives on each candidate's suitability. Follow-Up 🎯Communicate Promptly: Keep candidates informed about their status in the hiring process. Avoid ghosting; even if a candidate isn’t selected, providing feedback is courteous and maintains your company’s reputation. 🎯Check References Thoroughly: Go beyond standard reference checks by conducting backchannel inquiries to gain deeper insights into the candidate's past performance and work ethic. By following these best practices, you can create a more effective, fair, and engaging hiring process that attracts top talent while also reflecting positively on your organization. #businessadvice #besthiringpractices #opencommunication

🎤 Making Everyone Feel Comfortable In An Interview: Why It Matters More Than You Think... We often talk about creating a welcoming culture after someone joins a company, but what about fostering psychological safety during the recruitment process itself? As recruiters, we play a pivotal role in shaping candidates' first impressions of the company. Imagine if the interview process allowed candidates to feel truly comfortable and confident in showing who they really are—rather than who they think we want them to be. When candidates feel safe to express themselves authentically, it leads to: 💡 More meaningful conversations 🌱 Deeper connections with candidates 🔍 Better long-term matches between company and candidates Here are three ways we can create that sense of safety during interviews: 1. Set the Stage for Transparency: Let candidates know it’s okay to not have all the answers and encourage open dialogue. 2. Ask Behavioral, Not Trick Questions: Focus on real-life situations rather than hypothetical puzzles that test stress instead of skills. 3. Offer Constructive Feedback: Create opportunities for growth, not just evaluation. Creating an environment of psychological safety during the recruitment process ensures that we’re not just hiring talent but building relationships that last. When candidates feel comfortable being authentic, everyone wins. #Recruiting #TalentAcquisition #HiringForSuccess #DEI #CandidateExperience