Talent Grader Ltd’s Post

In 6 weeks a customer has: 👉Improved interview to hire ratio from 18% to 71%. 👉Improved the diversity in candidates who are being hired. 👉Successfully hired their requirements that otherwise would have taken months to achieve. = less time to achieve a better outcome. How? 🚀 The right assessment and the right technology. Plus: Candidates are LOVING the process. "I gave a score of 5 because the assessment process was clear, well structured, and allowed me to effectively demonstrate my skills. The tasks were relevant and helped me understand how to apply rapport-building techniques in real-life scenarios. The interface was user-friendly and i felt supported throughout the assessment." #skillsassessment #skillsbasedhiring #recruitmenttechnology

Companies who don't think they need to adapt their interview process in this market.. ▶️1st stage - Initial telephone chat ▶️2nd stage - Informal virtual chat ▶️3rd stage - Meeting with other line managers ▶️4th stage - Face to face - maybe a test... ▶️Offer stage - Couple of days later ▶️Finally make an offer Candidate: ''I've found another job/ not interested anymore'' = Client counting the cost of time and money = Recruiter pulling their hair out (of what is remaining!!) The shine of the best job opportunity can be taken away quickly by ❌Goal posts moving throughout the process ❌Lack of transparency. ❌Hiring process that was too complicated. ❌Hiring process that was too lengthy. ❌ Length of decision from final stage We have spent over the last 7 years at StormX Recruitment building a reputation of finding our clients the right talent for the long term. We are not looking to rush you into the wrong hire. But are motivated to define a process that is smooth. The market has never been busier and in order to secure the right people you need to set expectations from the start of the process and not change the format or timeframes If you would like to chat about this then drop me a DM or email at james@stormx.co.uk StormX Recruitment - Accountancy & Finance/HR/ Office Support Specialist Recruiters #accountancy #finance #hr #humanresources #interviewprocess #recrutiment #consultancy #accountant #financialcontroller #recruitmentadvice

"Appears To", "Can Do", "Will Do" The 3️⃣ Levels of Assessment A CV will tell what a person may "Appear to do" - Level 1 An interview tells you what a person "Can do" - Level 2 Behaviours and Traits tell you what a person "Will do" - Level 3 Typically, companies make hiring decisions after only assessing Level 1 & 2. Level 3 only gets identified once a person is in the role By then it is too late if you have made a bad hiring decision. We help business owners assess to Level 3 before making a job offer. ✔ The results - Increased performance, new employee retention and an improved fit for both the business and new employee.

🚨 Is your candidate experience costing you top talent? https://aihr.ac/3VNCv04 📚 Learn how to improve your Candidate Experience with 10 actionable steps. Avoid poor communication, delays, and badly structured interviews to attract the best candidates today. #CandidateExperience #Recruitment #Hiring #Recruiting #HR

Hello Everyone, Reposting an insightful post on elevating the candidate experience and enhancing recruitment Process. In today's competitive job market, a positive candidate experience is not just a nice-to-have, it's a necessity. The way candidates are treated throughout the recruitment process can significantly impact their perception of your company and their decision to accept an offer. Improving the candidate experience requires ongoing effort and attention to detail. A streamlined application process, effective communication, personalized interactions, positive interview experiences, the use of technology, seeking feedback, and showing appreciation all contribute to a positive and respectful candidate journey. This not only attracts top talent but also builds a strong employer brand, ensuring that candidates leave with a positive impression of your organization, regardless of the outcome. 𝐑𝐞𝐦𝐞𝐦𝐛𝐞𝐫, 𝐞𝐯𝐞𝐫𝐲 𝐢𝐧𝐭𝐞𝐫𝐚𝐜𝐭𝐢𝐨𝐧 𝐰𝐢𝐭𝐡 𝐚 𝐜𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞 𝐢𝐬 𝐚𝐧 𝐨𝐩𝐩𝐨𝐫𝐭𝐮𝐧𝐢𝐭𝐲 𝐭𝐨 𝐬𝐡𝐨𝐰𝐜𝐚𝐬𝐞 𝐲𝐨𝐮𝐫 𝐜𝐨𝐦𝐩𝐚𝐧𝐲'𝐬 𝐯𝐚𝐥𝐮𝐞𝐬 𝐚𝐧𝐝 𝐜𝐮𝐥𝐭𝐮𝐫𝐞. 𝐌𝐚𝐤𝐞 𝐢𝐭 𝐜𝐨𝐮𝐧𝐭! #Recruitment #CandidateExperience #TalentAcquisition #HR #EmployerBranding #HiringProcess #CareerDevelopment #WorkplaceCulture #HRStrategies #FutureOfWork

Last week I had a candidate question me on why I didn’t believe they had the finance business partnering skills they had claimed on their CV. I informed them that I had no reason not to believe them and I was merely trying to understand the context and detail of their experience as it sat outside the context of a “standard” finance business partner (which we both acknowledged). Unfortunately, within a couple of minutes "we" decided to cut the interview short as we were on completely different wavelengths as to the purpose of the conversation and the way in which the candidate spoke to me allowed me to see they were not suitable for the organisation (regardless of experience). Learnings for me: Explain to candidates at the start of our conversation that I want to assess their suitability for a role before I can submit them for a position and that I will ask for examples of their experience Learnings for the candidate: Recruitment consultants need to understand your experience so they can “sell you” and your relevance to the brief. Don’t take offence if someone questions your experience – if they didn’t believe you, they wouldn’t want to have a conversation with you in the first place. Do you find it frustrating when you are quizzed by recruitment consultants, in-house recruiters or HR teams who are not direct stakeholders?

I am proud to share that I was recently featured in a video interview with the BBC News (Urdu) as a Human Resource Expert. In the interview, I discussed: 1- Best practices for drafting a resume 2- The role of ATS in the recruitment process 3- How AI is transforming the recruitment landscape 4- Strategies for landing positions in major organizations, both locally and globally. I hope this video will help individuals find their dream jobs and thrive in their careers.

Making the right hire is crucial, but are you overlooking a valuable source of insight? Employee reference checks can be the missing piece that completes your hiring puzzle. Here's why reference checks shouldn't be an afterthought: -Go Beyond the Resume: Resumes can be polished, but references offer a candid look at a candidate's work ethic, skills, and cultural fit. -Confirm Qualifications: Verify past employment and responsibilities to ensure the candidate's experience aligns with your needs. -Predict Performance: Learn how the candidate handled challenges, collaborated with colleagues, and thrived under pressure. Pro Tip: Integrate reference checks seamlessly! Conduct them after pre-screening, interviews, and skills tests to get a well-rounded picture. By following a structured approach, you can leverage reference checks to make informed decisions and build a high-performing team. Read our blog for detailed information: https://lnkd.in/dtsUUmnE #hiringtips #talentmanagement #recruiting #referencecheck #backgroundcheck

How do you prioritise your active jobs? Do you give it considerable thought and have a plan around where your attention goes? If you are not thinking about where your time is spent ....... you need to. Things to consider: ➡ Will your client book these interviews in within a 48-hour turnover period? ➡ Is your main point of contact (for decisions to be made) a hiring manager or someone removed from the process? ➡ Have you taken a brief, or was it just a conversation? Has the salary been approved & is there room to push this up? ➡ What does their digital footprint like? Do you step into the candidates shoes at the initial stages and understand how they perceive this client as an outsider looking in? Where your time is spent will have a direct reflection on your revenue. #rectorec #recruitmentagency #rec2rec

Dr. Himank Priyadarshi,Ph.D. discusses the limitations of the S.T.A.R method in behavioral interviews and its impact on hiring success. Discover why HR professionals should re-evaluate this popular technique. https://lnkd.in/gyeSZYb2 #HR #Recruitment #Hiring #STARMethod #BehavioralInterviews #TalentAcquisition