Vera Obianuko. PHRi™️’s Post

**Have You Got Cold Feet at the Last Minute?** Feedback is crucial for maintaining a positive candidate experience, yet recently, I’ve noticed a concerning trend. There have been instances where feedback following a final interview has been positive, only to be followed by unexpected requests—such as adding an additional interview stage or seeking out more candidates. 🙄 While it's understandable that companies want to be absolutely sure before making hiring decisions, this approach can be incredibly disheartening for those already in the process. Candidates invest their time, energy, and hopes into the interview process. Leaving them in limbo without timely feedback can be a huge turn-off. This uncertainty in your hiring process can cause you to miss out on great candidates. The key takeaway here is that consistent and timely feedback throughout the interview process is vital. **Feedback equals communication!** If circumstances change, that's perfectly fine—just make sure to inform candidates, agencies, or anyone involved. Don’t leave people guessing. Not only does this show respect for the candidates’ efforts, but it also reflects well on your company’s professionalism and can significantly enhance the overall candidate experience. Remember, a positive candidate experience leaves a lasting impression, regardless of the outcome. In short, if you’re hiring, provide candidates with the best experience by offering prompt feedback, whether it’s good or bad. Work with them, not against them. And if the remit changes, explain why and be realistic. Expecting someone to return for a fourth interview to meet. Have you interviewed at companies who conduct themselves like this? What was your impression? Did you go to the 100th interview to meet flossy the office dog? #recruitment #hiring #staffing #questemployment

Reasons Why I Think Great Candidates Drop Out Mid-Process > Too Many Interview Rounds: Marathon interviews > Lack of Timely Communication: Radio silence between rounds? That’s a recipe for dropouts. Just do quick check-in to let candidates know they’re still in the loop. >Unclear Expectations: Vague role descriptions or confusing interview questions can leave candidates uncertain about what the job actually entails. Especially if you reach out to the them. > Rigid Scheduling: Great candidates are often balancing multiple interviews or working full-time. When the interview schedule feels inflexible, they may opt for companies that are more accommodating. Flexibility shows you respect their current commitments. >Missing the “Human Touch” If candidates only meet HR and hiring managers, they’re missing a crucial perspective—what it’s like to work with the team! Letting candidates connect with potential team members for an authentic look at the day-to-day culture. A small touch often makes a big difference. Ultimately, high candidate attrition signals that something in the process isn’t working. Fixing these gaps can boost candidate retention and it’ll also improve your employer brand, too. Did I miss any? #Attrition #Retention #HR #TalentAcquisition #Hiring #EmployerBrand

Why do HR ask if a candidate can work under pressure? It’s a common interview question, but it got me thinking, what’s the deeper reason behind it? Is it to gauge resilience, adaptability, or perhaps to see how someone handles stress in demanding situations? More importantly, does answering "no" automatically disqualify an otherwise excellent candidate? In my opinion, this question is more about understanding how candidates perceive and navigate challenging environments rather than expecting a blanket "yes." Different roles come with varying levels of pressure, and sometimes saying "no" can lead to an open discussion on managing stress or finding environments where the candidate can truly thrive. Just a random thought I had. What’s your take? do you think saying "no" to this question can cost someone the role, even if they’re highly qualified? #RandomThoughts #HRQuestions #WorkUnderPressure #InterviewInsights #ProfessionalGrowth

Over the past few days, I’ve been working with one of my clients on interviewing techniques and setting the stage for a good candidate experience. Creating a positive interview experience is essential in attracting top talent and reflecting the values of your company. Here are key reasons why setting the right environment for candidates is crucial: First impressions matter: The interview is often a candidate's first direct interaction with your company. A welcoming and professional environment sets the tone and can significantly influence their perception. It showcases the company culture: An interview environment that mirrors your company's culture helps candidates visualize themselves as part of your team. It's an opportunity to highlight what makes your workplace unique and desirable. Reducing candidates stress: A comfortable and respectful setting can alleviate anxiety, allowing candidates to perform at their best. This leads to more genuine interactions and better assessments of their potential fit. Demonstrating respect: Providing a well-organized and considerate interview process shows respect for the candidate's time and effort. This can leave a lasting positive impression, regardless of the outcome. Becoming an ambassador: Every interaction is a chance to build your brand. A great interview experience can turn candidates into advocates for your company, sharing their positive experience with others and enhancing your reputation. Remember, the goal is to create a space where candidates feel valued and confident. Investing in this aspect of the hiring process pays off in attracting and securing top talent, as well as enhancing your company's brand image. #InterviewTips #CandidateExperience #EmployerBranding #HR #Recruitment #CompanyCulture

Have you ever reflected on a 'bad hire' to analyse where you went wrong and how you recruited the wrong person? ❌ During the #interview process, there are often signs that you might ignore or disregard - especially when you are faced with a strong #interview performance or a particularly charismatic candidate. 🫣 Here's what to look for: 🚩 Excessive Self-Promotion - they dominate the conversation, consistently steer discussions back to themselves, and focus on their achievements without acknowledging team efforts or collaboration. 🚩 High Turnover in Previous Roles - they have a history of short tenures or frequent job changes, often leaving roles abruptly or vague explanations for leaving. 🚩 Overemphasis on Money - focusing primarily on salary, benefits, or perks rather than the job responsibilities, company culture, or growth opportunities. 🚩Inconsistent Information - discrepancies between what was stated on the resume, during the interview or what is on their LinkedIn profile. 🚩 Hard To Find Referees - they find it difficult to track down previous employers or direct line managers to verify their job performance and instead offering colleagues or clients to speak to. 🚩 Inability to Answer Questions - evading questions or providing vague responses without specific details. Turning the question back to you the interviewer, and essentially not demonstrating the required knowledge or skills for the position. #Recruiting the best person is a big investment of time, energy and resources. Watch out for some of these tell tale signs and stay focused on the job requirements, as well as you company culture fit, to get it right the first time. #UnderwoodExecutie #recruitment #careers #interviewing #getitright #redflags #executivesearch

RED FLAGS TO WATCH DURING AN INTERVIEW We're like a family “We’re like a family” translates to “We don’t respect boundaries.” While a family-style culture seems nice in theory, remember that you already have a family. Large rounds of interviews and assessments A red flag arises when the number of interviews becomes excessive, and the process drags on for an extended period of time. Bait and switch When the job for which you are interviewing starts to sound very different from the initial job description that prompted your application it’s a red flag to pay attention. Lack of clarity about job expectations If the job responsibilities and expectations are not very clear may suggest the organization is not well organized. Future promises Just as you shouldn’t rely on informal agreements before making major life decisions, you must also be wary of recruiters who make future promises without merit. Competitive Salary It likely means they plan to underpay new hires. Lack of salary transparency can signal poor compensation practices. Looking for someone to hit the ground running This often indicates that the team is either overstaffed or under pressure. Benefits which are non-benefits Be mindful of benefits that are now standard practices and no longer provide an additional advantage for you. Very short interview A interview that is too short or even an interview process that is too short is a MAJOR red flag. This company might be desperate for a hire.

Dear HR, Don’t Leave Candidates Hanging: I just got off call with a friend who has been expecting feedback for several months after completing all rounds of interview and considered successful. I feel like HRs are the face of the organizations and hold the power to shape candidates’ perceptions and experiences. Yet, sometimes—whether due to time constraints, shifting priorities, or simple oversight—communication with candidates falls through, leading to what’s commonly called “ghosting.” Kindly remember that candidates invest significant time, money and energy in the recruitment process, preparing for interviews, completing assessments, and imagining themselves as part of your teams. Ghosting can harm a candidate’s professional journey. Atleast a brief follow-up email letting candidates know their status especially when they have successfully completed every round of interviews and assessments or when they can expect to hear back goes a long way. Transparent, timely communication not only respects the candidate’s effort but also reinforces the commitment to a people-first culture. Kindly prioritize candidate communication—even if the news isn’t what they hoped for or you decided to move on with another candidate after the person was considered successful. A simple gesture of respect and communication can build goodwill and make the organization stand out. Have you been ghosted after completing all round of interviews? Let me know your thoughts? #candidateexperience

One of the most serious and intentional processes that drive business goals is #recruitment. If this is true, then HR, recruiters and hiring managers will always take it as a serious business to get top talents to drive business goals, visions and productivity. For you to stand a chance, watch out for these attitudes during #interviewing: 👉 Lacking integrity. One key aspect of integrity is being honest and transparent in your actions and communications. Recruiters are trained to sniff out lies and doctored details. The questions and follow on questions will put you on the spot if they sense this. Whether it's providing accurate information or reporting project progress truthfully, admitting mistakes, integrity builds trust and shows commitment to ethical conduct. Lack of integrity damages your professional reputation and affects the overall performance and productivity of any work environment. 👉 Arrogance in the tone of voice. Arrogance here speaks to an inflated sense of self-importance. A condescending attitude towards the opinions and ideas of others. You think yours is superior! The problem here is that arrogance creates and fuels toxicity among employees, and recruiters are very concerned about it. This attitude can be sensed from the tone of your voice and body language, especially when answering questions about your past experiences and achievements. Watch it. 👉 Inflexibility. When you display this behaviour, you're saying you don't care about collaboration, flexible working relationships, but only about what suits you and your style of doing things. 👉 Uncanny towards feedback. You don't like constructive feedback or criticism. You only appreciate the feedback that massages your ego. Questions can come to check this attitude in you, and your approach will tell if it's there or not. 👉 Taking credit alone. When you do this, you're telling the panelists that you're not a team player. Always emphasise teamwork in your achievements and state your contributions, not taking the whole credit, even if you did the job alone, which in most cases isn't true...there's always an element of support. You'll surely get a great job that not only suits your expectations, but chosen for you by God. It's in you...success! Incurably Optimistic Esther😉 #interviewingtips #attitudematters #interviews #recruitment

Now more than ever, winging it in interviews simply won't cut it. Mistakes in hiring can be detrimental, and owners and managers face a plethora of challenges in the workplace when it comes to finding the right candidates. Preparation is key; the more a manager can anticipate and plan ahead for the interview process, the greater the likelihood of securing the ideal candidate while sidestepping the costly pitfalls of turnover. Avoiding unnecessary turnover isn't just about saving thousands of dollars; it's about safeguarding the bottom line and fostering a thriving, productive team. Dive deeper into strategies to sidestep these costly missteps. Read more to learn to avoid costly pitfalls. https://lnkd.in/gJBKPNvJ #poweredbypeople #humanresources #businessservices #hiring #hiringmangers #hrconsulting #InterviewPreparation #HiringStrategies #AvoidTurnoverCosts

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