Y-Recruiter’s Post

Hiring Managers - do you send follow-up messages to candidates after interviews? If you do not, you may be missing a key opportunity for better hiring results. Timely feedback not only improves candidate satisfaction but is also associated with higher acceptance rates of job offers. Research in organisational psychology shows that positive reinforcement and timely communication can increase motivation and reduce anxiety, even during gaps between meetings. I recently wrote about the importance of candidates following up after interviews. Now, I would like to highlight why you should do the same. Candidates invest significant effort in preparing for interviews, researching your company, formulating thoughtful questions, and often presenting under tight deadlines while managing their current responsibilities. A simple thank-you note from you acknowledges this effort and enhances their overall experience. Informing candidates of the subsequent steps in the process sets clear expectations, alleviates anxiety, and maintains momentum throughout the hiring journey. Mutual respect is essential. Just as candidates should send thank-you notes, demonstrating appreciation and professionalism on your part will help you stand out - if the candidate is your preferred, no doubt they will have interest elsewhere. A follow-up message might seem like a minor gesture, but it can significantly impact the interview process and reinforce the potential for future collaboration. So, hiring managers, take a moment to send that follow-up message. It’s a simple yet effective way to enhance the experience for everyone involved.

A MESSAGE TO ALL RECRUITERS OUT ON INTERVIEW THIS WEEK. As recruiters we spend our lives advising people how to have a successful interview. When it comes to ourselves most of that advice often goes out the window. 🤦♀️ As recruiters we're masters at thinking on our feet, deflecting and winning people over. 🤞 🙏 But this strategy doesn't cut it when on interview. So what does work? In my experience, the number one area recruiters fall down is the one topic they are an expert in - themselves. 👉 If someone asks you "so talk me through your CV" - can you succinctly talk through your career to date and how it has influenced where you are now? 👉 Do you know your figures - not rounded up to the nearest £5,000 or £10,000. Specific figures. And how you built it to those? 👉 Your KPI's - how are you measured and what are you measured on? 👉 Your reasons for leaving - can you articulate in an honest and constructive way the moves on your CV and what led to those decisions? 👉 If someone asks "what are you looking for next" - can you give specifics above and beyond " a nice culture and somewhere to learn and develop"? 👉Can you clearly articulate how you built up your desk, and your candidate pipeline? Recruitment leaders are seeking to get a clear handle on you and your skill set. They want to know your drivers, challenges you've faced, things you've been exposed to, your skills, the gap in knowledge to build on - and much more. If you can't talk clearly about the one thing they want to know most about - YOU, then it's usually a "no" or agonising wait as they "try to put their finger on it" An uncomfortable truth is the interview process a recruiter goes through is a good indication as to the type of recruiter they are. Practice what you preach! And if you're stuck, give me a call and I'll coach you through it 🤞

🎤 Want to Impress in Interviews? Ask the Right Questions! 🎤 The key to standing out in an interview isn't just about answering questions—it's about asking them. The right questions can not only give candidates valuable insights but also leave a lasting impression on hiring managers. At Career Strategy Consultants, we help businesses find top-tier talent who are prepared to engage and impress during interviews. 💼✨ In our latest blog, we reveal: - The most impactful questions applicants can ask to show their preparedness and interest ✅ - How to evaluate whether a candidate is truly a good fit based on their questions 🔍 - Strategies to spot candidates who stand out from the rest 🔑 ➡️ Read more: https://bit.ly/3Y7Ydgw If your company is looking to secure top talent ready to hit the ground running, we’re here to help you find the perfect fit! 🤝 Let’s enhance your recruiting strategy together. #InterviewTips #RecruitmentSolutions #StaffingServices #HRConsulting #TalentAcquisition #BusinessSuccess #CareerStrategy

Robert, is this really happening at interviews? Over the years I listened to many experiences of executive candidates after their interviews with hiring managers: - the hiring manager was more talking than me - he/she answered some messages on the phone and answered a call during the interview - he/she let human resources colleagues run the meeting and seemed not to be present, neither interested in me at all - they let me wait for half an hour in the door hall and then I saw the other candidate leaving the interview room - there was no time planned to give me the opportunity to ask questions - after I was interrogated, I received ‘rolling eyes’ when I tried to ask questions about their strategy and the specific role - they promised to give me feedback in a week and that is now 4 weeks ago - the hiring manager seemed to be more nervous than I - they did not ask me any challenging and relevant questions - I had a feeling there was a hidden agenda - they were not prepared and willing to answer my questions - I found out who were the other candidates since their CVs were on the table - etc. It goes without saying that every story has two sides, however, what will happen to your percentage of good hires and level of employer branding when hiring managers know how to interview prepared, effectively and with minimal bias? Although an interview training would really help, it is not all that complicated to make big progress as an interviewer to at least prepare yourself. Make sure that you: - write down the key competences you want to verify during the interview - study the CV and candidate assessment report - make sure you know which information to share with candidates - show up at your best - appear to have status and authority to take a hiring decision - personalise the interview and be familiar with candidate details - show real interest/concern for the candidate as individual - create a safe and pleasant space and atmosphere - answer questions fully, honestly and with integrity - listen well/don't talk too much (80/20) - play it straight (no tricks/traps) - don't waste time (punctual, relevant, stick to subject) - apply identical standards to all candidates and circumvent assumptions and stereotypes to avoid discrimination and bias - make every question count so at the end of the interview you have the specific information you need to make a good decision - if the answer to a question is not going to influence your decision, then don't ask it - prepare the ground so that the right candidate will accept when you will offer the job - leave candidates feeling they've had an open-minded opportunity to present themselves and will be fairly assessed. - treat the candidates as your clients and always follow up on all of them Feel free to share more experiences and tips in the comments. #businescoach #businesscoaching #executivecoach #executivecoaching #outdoorcoaching #executive search #headhunting

Standardising your interview questions makes it easier to assess your candidates when you have interviewed several people for a role. It also means you’re less likely to allow unconscious biases to get in the way of your hiring decisions because you’re evaluating everyone based on the same set of guidelines, criteria, and questions. Create specific competency-based interview questions for the specific role in question, which allows you to score each potential employee based on their specific values, behaviours and results. For instance, you can ask questions, share examples of times they’ve acted as a leader or shown exceptional teamwork, and then make notes about their responses. Assigning scores to answers will also help you see who you should be shortlisting. Your interviews need to maintain a level of flexibility. It will be logical to ask follow-up questions to elicit more detail at times. “Tell me more about X or Y or why you decided to do B or C” are classic follow-up questions that work.

5 Questions To Ask A Hiring Manager In A Job Interview By Jack Kelly Meeting with a hiring manager is a critical component of the interview process, as it provides unique insights and opportunities that other stages of recruitment cannot offer. Hiring managers—typically senior employees or department heads—possess an intimate understanding of the role's requirements and how it fits into the broader organizational structure. Their expertise allows them to assess not only a candidate's technical skills, but also their potential for long-term contribution to the company's mission. This conversation with the hiring manager enables candidates to showcase their qualifications, communication skills and cultural fit in a way that résumés and initial screenings cannot fully capture. They are often responsible for building high-performing teams, making their evaluation of a candidate's ability to work effectively with others crucial. Moreover, asking a hiring manager insightful questions during an interview can uncover vital details about the company's culture, team dynamics and growth opportunities, all of which are essential for making an informed decision about your potential future with the organization. Candidates can gain a deeper understanding of how well they might integrate into the workplace and whether the company's values match up with their own. https://lnkd.in/eH6wDBAi

Keeping Candidates Engaged During Interviews 🗣️ In today's competitive job market, keeping candidates engaged throughout the interview process is crucial. Here are some ideas to ensure your potential hires remain interested and excited about the opportunity. 🔹 **Clear Communication**: From the outset, provide a clear timeline of the interview process. Let candidates know what to expect at each stage. This transparency builds trust and keeps them informed. 🔹 **Personal Touch**: Make the process personal. Address candidates by their names, and reference specific details from their CVs or previous conversations. This shows that you value them as individuals and not just another application. 🔹 **Showcase Your Culture**: Give candidates a glimpse into your company culture. Share stories about team successes, company values, and day-to-day life at your organisation. This helps them envision themselves as part of your team. 🔹 **Interactive Interviews**: Incorporate interactive elements into the interview. This could be a virtual tour of the office, meeting potential team members, or even a short project to work on. Engaging candidates in this way can make the process more dynamic and less daunting. 🔹 **Feedback Loop**: Provide timely and constructive feedback after each stage. This not only helps candidates improve but also shows that you are invested in their success. 🔹 **Flexibility**: Be flexible with interview timings and formats. Understand that candidates may have other commitments and accommodating their schedules can go a long way in keeping them interested. 🔹 **Follow-Up**: After the interview, follow up promptly. A quick thank you email or a call to discuss the next steps can keep the momentum going and show that you are serious about their application. By implementing these strategies, you can create a positive and engaging interview experience that keeps top talent interested in your organisation. What strategies have you found effective in keeping candidates engaged? Share your thoughts below! 👇 #Recruitment #JobInterview #HiringTips #healthcarerecruiting #avalonexecutivesearch #executivesearch

Standardising your interview questions makes it easier to assess your candidates when you have interviewed several people for a role. It also means you’re less likely to allow unconscious biases to get in the way of your hiring decisions because you’re evaluating everyone based on the same set of guidelines, criteria, and questions. Create specific competency-based interview questions for the specific role in question, which allows you to score each potential employee based on their specific values, behaviours and results. For instance, you can ask questions, share examples of times they’ve acted as a leader or shown exceptional teamwork, and then make notes about their responses. Assigning scores to answers will also help you see who you should be shortlisting. Your interviews need to maintain a level of flexibility. It will be logical to ask follow-up questions to elicit more detail at times. “Tell me more about X or Y or why you decided to do B or C” are classic follow-up questions that work.

Making a candidate’s availability a primary decision factor may cut your interview no-shows by 1/3. Why? Because when you identify the root causes of interview turndowns and no-shows, you find that many occur because of the primary factor used in selecting the interview time and place. Was the hiring manager only available during normal work hours? That is a problem, especially for each of your fully employed candidates. It is extremely difficult to participate in interviews scheduled during normal work hours. So, if you’re serious about improving your recruiting results, it’s time to become more collaborative. When you schedule your interviews, offer your candidates more time and location options. A Negative Candidate Experience Will Damage Your Hiring Results If you buy into the basic premise that providing each candidate with “a great candidate experience” is a high-impact factor. A great candidate experience will cause them to remain in your hiring process and later say yes if they get an offer. So, beginning today. Everyone must accept that making it easy for each candidate to schedule and participate in your interviews is now an essential part of that candidate experience. Research has shown that candidates are unhappy with corporate hiring processes. In fact, one candidate survey found that 40% described their last job search as frustrating and long. A similar survey revealed that a negative candidate experience has caused one-third of job seekers to decline an offer. #recruiting #talentacquisition #humanresources #HR

A MESSAGE TO ALL RECRUITERS OUT ON INTERVIEW THIS WEEK. As recruiters we spend our lives advising people on how to have a successful interview. When it comes to ourselves, most of that advice often goes out the window. 🤦♀️ As recruiters we're masters at thinking on our feet, deflecting and winning people over. 🤞 🙏 But this strategy doesn't cut it when on interview. So what does work? In my experience, the number one area recruiters fall down is the one topic they are an expert in - themselves. 👉 If someone asks you "so talk me through your CV" - can you succinctly talk through your career to date and how it has influenced where you are now? 👉 Do you know your figures - not rounded up to the nearest £5,000 or £10,000. Specific figures. And how you built it to those? 👉 Your KPI's - how are you measured and what are you measured on? 👉 Your reasons for leaving - can you articulate in an honest and constructive way the moves on your CV and what led to those decisions? 👉 If someone asks "what are you looking for next" - can you give specifics above and beyond " a nice culture and somewhere to learn and develop"? 👉Can you clearly articulate how you built up your client network, and your candidate pipeline? Recruitment leaders are seeking to get a clear handle on you and your skill set. They want to know in details what you have done, your drivers, challenges you've faced, things you've been exposed to, your skills, the gap in knowledge to build on - and much more. If you can't talk clearly and openly about the one thing they want to know most about - YOU, then it's usually a "no" or agonising wait as they "try to put their finger on it" An uncomfortable truth is the interview process a recruiter goes through, is a good indication as to the type of recruiter they are. Practice what you preach! Good luck 🤞