Jason Nemoy, PHR’s Post

Good Monday Morning! “Monday Morning Play Call” - #7: Candidate Comparison and Trusting Your Judgement   Hiring managers and interview teams will often find themselves engaged with an excellent candidate from the absolute get-go that meets or exceeds all position requirements. The conversation might include “The incumbent had a great interview with us, and we like her a lot, but we need to meet with another potential candidate to compare her to.” There’s nothing out of line to hear that an interview team would like to meet with multiple candidates. Just consider how that may impact the balance between candidate engagement, the number of interviews, the length of the interview process, and how your organization is being perceived. It’s certainly important to stay true to your game plan, and it’s also important to find that balance and room for flexibility. There may be some cases that have you going for the first down on 4th and inches. Evaluate the risks, trust your judgement and move forward knowing you’ve looked at it from all angles.  

Are you losing top talent due to your interview process? A clearly defined interview process is essential from the start to avoid candidate disengagement. According to Katie Marriott, clarity and timing are KEY! This means that companies need to have an interview process that is clearly defined and ironed out before the candidate search is kicked off. There's nothing that will have a candidate pulling themselves out of a process faster than a murky, unclear interview process. We've seen it happen many times... Candidates think they're right at the finish line and then the company tacks on another two or three interviews to the process. In the end, the companies that have a clear process are snatching up the TOP TALENT. Don't risk losing out on top talent - streamline your interview process and secure the best candidates! Contact us today! 📲 980-580-2427 [email protected] Jessyca Shuttleworth Katie Marriott #jobrecruiting #jobrecruiter #headhunter #headhunting #jobsearch #hiringmanager #jobseekers

A candidate's first impression of your company comes from the communication and your organization that happens before an actual interview even occurs. Creating a positive interview experience/process can be daunting if you don't already have an established process.  However, one benefit of using a recruiter is streamlining the interview process. Recruiters, with their extensive experience, can ensure a smooth process, giving you confidence that candidates will have a positive impression of your company. Remember, candidates have choices now. Your company competes for the best talent, and we can help you build a great first impression. Message us to learn more about our recruiting services and how we can help you attract top candidates.

It's a misconception that more interviews equal a better hire. Quality trumps quantity every time. An exhaustive interview process can lead to decision fatigue, not only for your team but for candidates too. Focusing on targeted, purpose-driven interviews that assess essential skills and cultural fit can streamline your hiring process and enhance candidate experience. Remember, a concise, meaningful interview process is more likely to secure top talent than an endless series of meetings. Let's prioritize efficiency and effectiveness in our recruitment strategies.

Some of the most common reasons why organisations fail to hire include ineffective communication, lack of proper briefing and debriefing throughout the interview process and poor candidate management. Generally speaking, the reason for the above is because hiring managers are not able to put in the required time in today’s market to ensure they’re able to secure talent. Keeping candidates engaged and motivated throughout the entire process is one of the many benefits of partnering with FB. We’ll keep you updated on where the candidates are with other interviews, how they’re feeling and let you know when you need to inject urgency into the interview process to give yourself the best chance of success. #jobsinsport #headhunter #candidateexperience

Why hiring managers should create a well-informed interview panel: 1. Ensures a consistent interview experience 2. Facilitates accurate role expectations 3. Guarantees timely interview feedback 4. Promotes a positive candidate rapport 5. Avoids losing candidates to competitors → Best case, you create a positive candidate experience, enhancing your company's reputation and securing top talent. → Worst case, you risk creating a negative impression, losing potential hires to competitors, and delaying the hiring process. That's a win-win. Does your organization have a systematic approach to conducting interviews?

🌟 Is your interview process keeping up with modern expectations? 🌟 In today's fiercely competitive job market, an impeccable interview experience isn't just a bonus – it's essential. Did you know that 72% of candidates select an employer based on interview process efficiency? Your interview process reflects your company's values and operations, playing a pivotal role in attracting top talent to your team. That's where 𝐄𝐱𝐞𝐜𝐮𝐭𝐢𝐯𝐞 𝐈𝐧𝐭𝐞𝐥𝐥𝐢𝐠𝐞𝐧𝐜𝐞 steps in. Our platform streamlines your interview process, ensuring it's not just efficient, but also memorable. Impress candidates with a process that mirrors the innovation of your company, and transform your interview strategy into your competitive advantage. Elevate your recruitment game with Executive Integrity | B Corp™. Because making a lasting first impression is crucial. 🚀 #InterviewExperience #Recruitment #Innovation

3 interview rounds should absolutely be the limit. 🛑 Stop dragging candidates through endless hoops! Here's the truth: 3 interview rounds are enough to assess a candidate's fit. Period. Here is why: 1. Multiple rounds lead to candidate fatigue and frustration 2. Dragging out the process risks losing top talent to faster-moving companies 3. Extra rounds rarely uncover new, decision-altering information So what's the ideal interview process? It's simple: Round 1: Initial screening call Round 2: In-depth skills assessment & team fit Round 3: Final decision-maker meeting → That's it. No more, no less. By streamlining your process, you show respect for candidates' time and keep them engaged. Bonus: it forces you to be decisive and trust your hiring instincts. Remember: Top talent has options. They won't wait around for you to get your act together. 😉 What are your thoughts?

Why hiring managers should create a well-informed interview panel: 1. Ensures a consistent interview experience 2. Facilitates accurate role expectations 3. Guarantees timely interview feedback 4. Promotes a positive candidate rapport 5. Avoids losing candidates to competitors → Best case, you create a positive candidate experience, enhancing your company's reputation and securing top talent. → Worst case, you risk creating a negative impression, losing potential hires to competitors, and delaying the hiring process. That's a win-win. Does your organization have a systematic approach to conducting interviews?

3 interview rounds should absolutely be the limit. 🛑 Stop dragging candidates through endless hoops! 3 interview rounds are enough to assess a candidate's fit. Period. Here is why: 1. Multiple rounds lead to candidate fatigue and frustration 2. Dragging out the process risks losing top talent to faster-moving companies 3. Extra rounds rarely uncover new, decision-altering information So what's the ideal interview process? It's simple: Round 1: Initial screening call Round 2: In-depth skills assessment & team fit Round 3: Final decision-maker meeting → That's it. No more, no less. By streamlining your process, you show respect for candidates' time and keep them engaged. Bonus: it forces you to be decisive and trust your hiring instincts. Remember: Top talent have options. They won't wait around for you to get your act together. 😉