Scott Singer, CPRW, CPCC’s Post

Have you ever wondered how to truly understand your candidate experience? 📊 Like anything in business, you can only manage candidate experience if you can measure it. It’s not enough to rely on online reviews or anecdotes from recruiters; a systematic approach is essential. Here’s a strategy from this article from LinkedIn: ➡️ Talk to new hires: Schedule a 30-minute, one-on-one meeting with the person they feel most comfortable with (manager, buddy, HR rep) at around the two-month mark. This timing ensures they still remember their hiring experience clearly but are also comfortable sharing honest feedback. ➡️ Dive deep into their experience: Walk through their entire recruiting journey and gather both qualitative and quantitative feedback. Create a safe space for honest conversations about any difficult or off-putting experiences. ➡️ Discuss their decision to join: Compare your offer against their “next best option” (e.g., staying at their former employer). Prompt them with aspects like compensation, learning opportunities, autonomy, and flexibility. ➡️ Aggregate and anonymize data: Share insights with a trusted HR aggregator to avoid punitive measures. Regularly practicing this will give you significant insights into not just the candidate experience but also your underlying candidate value proposition. When someone declines your offer, conduct a similarly structured interview focused on their decision not to join. Simply asking, “Why did you turn us down?” often yields unhelpful answers like “It’s not you, it’s me.” Check out the full article for more details on how to build an amazing candidate experience: https://lnkd.in/evkPiwPn #CandidateExperience #Recruitment #TalentAcquisition

🔍📢 What's wrong with today's hiring and recruiting practices? 🤔 In recent headlines, it's evident that current industry practices are losing their way, lacking human decency, touch, and basic respect. Employers, hiring managers, and recruiters often take ages to respond to potential candidates, if at all. And worse, they have the audacity to re-advertise positions they've already interviewed for, leaving candidates in limbo. Some even reject high-profile candidates but continue to advertise the same role for months, hoping for a miracle. They seem to believe that after mistreating numerous candidates, someone extraordinary will magically appear at their doorstep. However, every mistreatment has consequences. Candidates remember how they were treated, and they notice when positions remain open for extended periods without giving them a fair chance. This mistreatment not only reduces future candidate pools but also leads to higher turnover rates and difficulties in recruiting new talent. Remember, job advertisements are not just seen by potential candidates; your own employees notice them too. They start questioning the organisations culture, the impact on their own job prospects, and the employer's brand. It may even push them to start looking for new positions, questioning their own job security. Ignoring candidates and re-advertising positions without providing timely feedback reflects poorly on your hiring practices, workplace culture, and candidate experience. It hinders your ability to be open-minded, flexible, and embrace diversity and inclusion in its entirety. Diversity isn't just about different communities; it also encompasses diverse career trajectories, backgrounds, and professional experiences. Let's strive for better hiring practices, where respect, transparency, and timely communication are the norm. Together, we can create a more inclusive and equitable workplace for all. Every candidate deserves a response, especially if they have already been interviewed. So, before you consider re-advertising a position, take a moment to reflect: Did we do the right thing by the candidates who have already applied? Those who took the time for interviews? Remember, people have long memories, and they will not easily forget how they were treated by you or your business. Let's prioritise respect and professionalism in our hiring practices. #CandidateExperience #RespectfulHiring #Professionalism #HiringPractices #CandidateExperience #DiversityAndInclusion

It's almost 5:00 here, and I haven't searched for the first job today. While I did encounter a few rejections, I'm learning to let them slide and start looking at them in a different way. However, I did take the opportunity to provide feedback to someone who informed me, "We won’t be moving forward with your application." I shared some insights from my experience working with candidates and recruiters and leading a team of interview scheduling coordinators. I politely informed her that she should take the time to give feedback to candidates and at least let them know why they weren't chosen for the role. Also, today, a friend of mine shed light on the current job market, describing a challenging landscape for candidates but hinting at a potential shift. What struck me was their mention of anonymous reviews on platforms like Glassdoor and Indeed, which can significantly influence an employer's reputation based on individual experiences. They said they've been leaving positive and negative reviews about the hiring process for all roles they've applied to. This left me thinking: How many of us are leaving these digital footprints, sharing candid feedback about our encounters with potential employers? And more importantly, how might these reviews shape the employer brand in the long run? In an age where transparency and authenticity are so important, the significance of candidate experiences cannot be overstated. As organizations vie for top talent, every interaction—from application to interview—leaves an impression. And in a world where information is readily accessible, these impressions can make or break a company's reputation. So, as we navigate the ever-evolving job market, let's not only seek the right fit for ourselves but also contribute to a collective dialogue that holds employers accountable and fosters a culture of respect and transparency. Here's to the journey ahead, filled with opportunities for growth, connection, and meaningful experiences. #Jobs #Employers #Employees #JobSeekers #CompanyBrand #Reputation #Feedback #Interviews #JobCandidates

🕵♀️ Never skip this hiring step! Reference checks play a crucial role in the hiring process, providing valuable insights into a candidate's qualifications, work ethic, and compatibility with your organization. Here's why they are essential 👇 Validate Candidate Claims: Reference checks help verify the accuracy of information provided by candidates, including their skills, experience, and achievements. This verification process ensures that you make informed hiring decisions based on reliable information. Assess Cultural Fit: References from previous employers or colleagues can shed light on a candidate's personality, communication style, and ability to collaborate within a team. Understanding a candidate's fit with your company culture is vital for long-term success and team cohesion. Identify Strengths and Areas for Development: Feedback from references provides valuable insights into a candidate's strengths, areas for improvement, and potential for growth. This information helps tailor onboarding and development plans to support the candidate's success in their new role. By conducting thorough reference checks, organizations mitigate risks, make informed hiring decisions, and set the stage for successful employee integration and performance. How do you prioritize reference checks in your hiring process? Share your experiences and best practices in the comments below! Join me next week for another Talent Tuesday Post. #ReferenceChecks #HiringProcess #TalentAcquisition #EmployeeEngagement #HRBestPractices #TalentTuesdays

"Overqualified" is simply code for "Your skills intimidate me and your expertise and work ethic puts my job in jeopardy" From the Article: Here are some common reasons employers might hesitate to hire overqualified candidates: 1. Fear of Higher Salary Demands: Employers worry that candidates with more experience may expect salaries beyond their budget. 2. Concerns About Longevity: They may assume you’ll leave quickly for a better-paying or more challenging role. 3. Fit for the Role: Employers might believe tasks that seem basic to you won’t keep you engaged long-term. While these may be reasons employers use, they are, at the very least, quite misguided. 1) Fear of Higher Salary is ridiculous. List the salary range in the job description and the "Overqualified" candidates will make the decision if the salary range is acceptable for their needs. If it is, they will apply for reasons other than salary. (They may be looking for a quality of work/life balance, their belief systems align with those of the company, they would like to share a lifetime of experience.) If not, you will have never heard from them in the first place. 2) Concerns about longevity is ridiculous. In January 2024, the median length of time employees in the United States stayed with their current employer was 3.9 years. If the "Overqualified" candidate enjoys their job, they will stay longer. Career hopping is not needed or desired as it was when the candidates were first building a career. If you are an employer worried about longevity, it's the work environment you have created, not the candidates applying. 3) Fit for the Role is also asinine. If you are honest in the job description and answer questions from the "Overqualified" candidate, candidly and honestly during the interview, The candidate will make the decision whether or not the job will or will not keep them engaged. They won't waste your time. Hire the "Overqualified" candidate. You will be ecstatic you did. Foolish if you don't.

Ever wonder why companies do such thorough background checks on candidates? They want to make sure you're a perfect fit. But how many of us actually take the time to check the company we’re about to join? Here’s the thing: 𝘆𝗼𝘂 𝗵𝗮𝘃𝗲 𝘁𝗵𝗲 𝗽𝗼𝘄𝗲𝗿 𝘁𝗼 𝗰𝗵𝗼𝗼𝘀𝗲 𝘄𝗵𝗲𝗿𝗲 𝘆𝗼𝘂 𝘄𝗼𝗿𝗸. Don’t rush just because the market is slow. Before you say yes to that job offer, here’s how to make sure you’re not walking into a nightmare: 𝟭. 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗥𝗲𝘃𝗶𝗲𝘄𝘀: Check platforms like Glassdoor and Indeed. Are employees praising the company or complaining about the same issues? If the word “toxic” keeps popping up, that’s your sign to walk away. 𝟮. 𝗧𝗮𝗹𝗸 𝘁𝗼 𝗖𝘂𝗿𝗿𝗲𝗻𝘁 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀: Don’t just trust what the company tells you. Reach out to people who actually work there. If they seem happy, great. If they look like they’re counting down the days, you might want to reconsider. 𝟯. 𝗛𝗶𝗿𝗶𝗻𝗴 𝗣𝗮𝘁𝘁𝗲𝗿𝗻𝘀: Does the same job keep popping up every few months? That’s not a good sign. It could mean high turnover, which usually means unhappy employees. 𝟰. 𝗧𝗿𝗮𝗻𝘀𝗽𝗮𝗿𝗲𝗻𝗰𝘆: A good company will clearly explain job expectations, compensation, and growth opportunities. If they keep dodging your questions or offering vague answers, it’s probably not the right fit. 𝟱. 𝗦𝗶𝗴𝗻𝘀 𝗼𝗳 𝗧𝗼𝘅𝗶𝗰 𝗖𝘂𝗹𝘁𝘂𝗿𝗲: If the company uses phrases like “work hard, play hard” or “we’re like a family,” be cautious. These are often code for overwork, stress, and burnout. Beware of the tagline: " 𝗧𝗵𝗲 𝗯𝗲𝘀𝘁 𝗶𝘀 𝘆𝗲𝘁 𝘁𝗼 𝗰𝗼𝗺𝗲, 𝗮𝗻𝗱 𝘄𝗲 𝗻𝗲𝗲𝗱 𝗬𝗢𝗨 𝘁𝗼 𝘁𝗮𝗸𝗲 𝘂𝘀 𝘁𝗵𝗲𝗿𝗲 . " 𝗧𝗿𝘂𝘀𝘁 𝘆𝗼𝘂𝗿 𝗴𝘂𝘁. 𝗟𝗼𝗼𝗸, 𝘁𝗵𝗲 𝗷𝗼𝗯 𝗺𝗮𝗿𝗸𝗲𝘁 𝗺𝗶𝗴𝗵𝘁 𝗯𝗲 𝘀𝗹𝗼𝘄, 𝗯𝘂𝘁 𝘁𝗵𝗮𝘁 𝗱𝗼𝗲𝘀𝗻’𝘁 𝗺𝗲𝗮𝗻 𝘆𝗼𝘂 𝗵𝗮𝘃𝗲 𝘁𝗼 𝘀𝗲𝘁𝘁𝗹𝗲 𝗳𝗼𝗿 𝗷𝘂𝘀𝘁 𝗮𝗻𝘆 𝗷𝗼𝗯. 𝗬𝗼𝘂 𝗱𝗲𝘀𝗲𝗿𝘃𝗲 𝗮 𝗰𝗼𝗺𝗽𝗮𝗻𝘆 𝘁𝗵𝗮𝘁 𝘃𝗮𝗹𝘂𝗲𝘀 𝘆𝗼𝘂. 𝗧𝗮𝗸𝗲 𝘆𝗼𝘂𝗿 𝘁𝗶𝗺𝗲, 𝗱𝗼 𝘆𝗼𝘂𝗿 𝗿𝗲𝘀𝗲𝗮𝗿𝗰𝗵, 𝗮𝗻𝗱 𝗺𝗮𝗸𝗲 𝘀𝘂𝗿𝗲 𝘆𝗼𝘂’𝗿𝗲 𝘄𝗮𝗹𝗸𝗶𝗻𝗴 𝗶𝗻𝘁𝗼 𝗮 𝘄𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲 𝘁𝗵𝗮𝘁’𝘀 𝗴𝗼𝗶𝗻𝗴 𝘁𝗼 𝗵𝗲𝗹𝗽 𝘆𝗼𝘂 𝗴𝗿𝗼𝘄, 𝗻𝗼𝘁 𝗯𝘂𝗿𝗻 𝘆𝗼𝘂 𝗼𝘂𝘁.

Its officially #spookyseason, and what's spookier than waiting to hear back from the job you applied for? 👻 Fostering a positive candidate experience can help you attract top talent, improve offer acceptance rates, reduce time to hire, boost employee retention, and strengthen your employer brand! The benefits are endless. But when providing a positive candidate experience is not prioritized, it can lead to negative consequences, such as a damaged employer brand, difficulty attracting and retaining top talent, and increased time to hire. Who wants that?! So, we come to you today with 3 things to avoid in the hiring process! 👻 Ghosting candidates. This is a major turn-off and can (seriously) damage your company's reputation. We’ve seen it happen. Eek! 💬 Providing vague or unclear communication. Candidates should know what to expect at every stage of the process. Make sure you’re keeping them informed every step of the way and set expectations from the beginning! ⏰ Making them wait for feedback. A timely response demonstrates your respect for the candidate's time and interest, which is priceless. By avoiding these pitfalls you’re on the road to providing an engaging and positive candidate experience for job seekers! PS – Looking for support in elevating your candidate experience? We’ve got you covered 🤝 Connect with our team today to learn how we can help you take your hiring process to the next level! #CandidateExperience #Ghosting #HiringPitfalls #HiringTips #HiringProcess #Recruitment #Recruiting

🌺In today’s competitive job market, transparency isn't just a courtesy, it's a strategy that shapes the reputation and efficiency of your business. At Zen Den, we've seen firsthand how openness in hiring processes benefits both companies and candidates alike.   🔍 Why Transparency Matters: Respect for Candidates' Time: Candidates are applying to more jobs than ever. Anyone who is in a hiring position should be compassionate to this. By being clear and upfront about key details like company identity and salary ranges, we show respect for their time and efforts, fostering a positive initial impression.   Company Reputation: Vague postings can be a red flag to potential applicants, signaling issues like poor management or a toxic work environment. Transparency sets a positive tone, showing that our company values honesty and integrity.   Efficiency in Recruitment: Lack of transparency can lead to a longer hiring process, increased costs, and potential damage to your brand. By being straightforward, we streamline the hiring process, ensuring that only genuinely interested and suitable candidates apply.   Avoiding Misleading Practices: Fake job postings for collecting data or gaining attention tarnish a company’s image and waste everyone's time. At Zen Den, we advocate against such practices, promoting honesty as the best policy.   🌱 Moving Forward: As we advocate for change, let's remember the ultimate goal: creating a trustworthy environment that attracts top talent and fosters long-term relationships. Join us in setting a new standard in the industry, where transparency is the cornerstone of every interaction.   💬 What's your experience with transparency in hiring? Have you ever decided against applying for a job due to a lack of clear information? Share your thoughts below! #HiringPractices #HR #Hiring #RecruitmentTransparency #JobMarket #CannabisIndustry

As they're successfully doing for the past 3 years, Cronofy published their 4th 𝐂𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞 𝐄𝐱𝐩𝐞𝐜𝐭𝐚𝐭𝐢𝐨𝐧𝐬 𝐑𝐞𝐩𝐨𝐫𝐭 surveying 12,000 candidates from the UK, France, Germany, USA, Spain, Canada, and the Netherlands, which revealed some significant discoveries. The report contains several groundbreaking insights, but I wanted to highlight 𝐰𝐡𝐚𝐭 𝐟𝐫𝐮𝐬𝐭𝐫𝐚𝐭𝐞𝐬 𝐣𝐨𝐛 𝐬𝐞𝐞𝐤𝐞𝐫𝐬 𝐭𝐡𝐞 𝐦𝐨𝐬𝐭 𝐢𝐧 𝐭𝐡𝐞 𝐡𝐢𝐫𝐢𝐧𝐠 𝐩𝐫𝐨𝐜𝐞𝐬𝐬: 📉 Top Frustrations: 1️⃣ Lack of responsiveness/poor communication (28%) 2️⃣ Lack of transparency in the process (17%) 3️⃣ Complicated steps in the process (14%) 4️⃣ Too much bureaucracy and excessive information requests (12%) 5️⃣ Interview scheduling delays (12%) 6️⃣ Lack of inclusivity (7%) 𝐊𝐞𝐲 𝐭𝐚𝐤𝐞𝐚𝐰𝐚𝐲? Candidates are in need of better communication, more transparency, and simpler processes – but many hiring teams are struggling to deliver due to overwhelming workloads or outdated practices. 🔎 𝐂𝐨𝐦𝐩𝐚𝐫𝐢𝐧𝐠 𝐭𝐨 𝐭𝐡𝐞 𝐆𝐫𝐞𝐞𝐤 𝐉𝐨𝐛 𝐌𝐚𝐫𝐤𝐞𝐭 In #Greece, and especially at kariera.gr, we see many of these frustrations reflected in our recruitment services. Communication gaps and lack of clarity during hiring stages often lead to candidate drop-offs or disengagement. We've talked to many candidates who share their frustration over long, complex processes or unclear timelines. However, there’s an opportunity here! Hiring teams in Greece – particularly SMBs – can stand out by focusing on: ✅ Timely and thoughtful communication, even when the answer is "no." ✅ A clear, step-by-step outline of the hiring process upfront. ✅ Using technology to simplify scheduling and eliminate bureaucracy. 🌟𝐂𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞𝐬 𝐚𝐫𝐞 𝐧𝐨𝐭 𝐣𝐮𝐬𝐭 𝐞𝐯𝐚𝐥𝐮𝐚𝐭𝐢𝐧𝐠 𝐭𝐡𝐞 𝐣𝐨𝐛 – 𝐭𝐡𝐞𝐲’𝐫𝐞 𝐞𝐯𝐚𝐥𝐮𝐚𝐭𝐢𝐧𝐠 𝐲𝐨𝐮𝐫 𝐡𝐢𝐫𝐢𝐧𝐠 𝐩𝐫𝐨𝐜𝐞𝐬𝐬 𝐚𝐬 𝐚 𝐫𝐞𝐟𝐥𝐞𝐜𝐭𝐢𝐨𝐧 𝐨𝐟 𝐲𝐨𝐮𝐫 #CompanyCulture. If we want to attract and retain the best talent, we need to make empathy, clarity, and efficiency our priorities as Employers. 💬 What are your thoughts? #EmployerBrand #CandidateExperience #Recruitment #HiringProcess