Whitaker Technical’s Post

The world of recruitment is facing a chilling phenomenon: GHOSTING. Just like in dating, candidates and hiring managers alike are disappearing without a trace during the interview process, leaving the other party hanging with unanswered questions and dashed hopes. Building trust and maintaining open communication are essential for attracting and retaining top talent in today's competitive job market. Here are our recommendations to create a positive experience for everyone involved. Read more: https://lnkd.in/d8bXjPx8 #interviews #recruiting #interviewtips #ITrecruiters

People often forget that candidates evaluate a company as much as a company evaluates them. In an employer-driven market, people can feel less engaged, undervalued, and deprioritized during an interview process. Hundreds (if not thousands) of resumes can pile in just days after a new role is posted, leaving companies inundated with inbound interest and left thinking they have their ‘pick of the litter’. This can lead to a lack of clear expectation setting, preparation, and disjointed interview processes. As hiring teams, we should always hold candidate experience front and center. Every person you speak with is a potential ambassador for your company. Their experience has a ripple effect, and each interaction should be an opportunity to put your best foot forward. If you treat candidates with respect and transparency, regardless of market conditions, it will be remembered. If you miss the mark, it will be remembered. #BeTheWelcomeWagon #interviewing #CandidateExperience

Aside from getting an offer or not, candidates will view their interview experience with a company either positively or negatively. I've had candidates go through a process, not receive an offer but have nothing but good things to say about the company/interviewers. And of course the opposite. People talk. I've seen candidates not pursue an opportunity because of what their peer told them what they went through during the interview process. Companies have the ability to generate positive or negative word of mouth based on the candidate experience that they deliver. It's as if most don't care but they should because it can either help or hurt them. More than they might think. And, it's not hard to make it an overall positive experience but few companies do it. It comes down the little things such as... -Communication -Efficient process -Transparency -Setting expectations -Follow up -Giving feedback As a hiring company, doing these things can separate you from other companies in your market and give you an advantage when it comes to attracting top talent.

Uncover the hidden impact of interview bias on your recruiting efforts. Learn how to mitigate its effects for fairer and more effective hiring. #Recruiting #InterviewBias #Interviewing https://lnkd.in/erSrRhBs

The job market's been tough, and it's not getting any easier. 😶 If you aren't ready to interview folks and give feedback on time, you might be dealing with an uphill battle. Getting ready doesn't have to eat up your whole day. It's all about giving candidates a positive experience through the process. 🤩 ✳ At Prodigy Resources, we've been helping quality candidates crush interviews and hit the ground running on their new roles since 2007. Hit us up here if you want a free check-up on your company's interview game. #ITstaffing #techhiring #staffaugmentation #recruitmentsolutions

Did you know that being first or last in an interview can impact how hiring managers perceive candidates? In a 1946 study, researchers found that presenting the sentence with positive traits first led to a more favourable evaluation of the person. Despite using the same words, reversing the order of traits demonstrated the primacy bias. Learn more in Forbes' article on interview order and its impact on hiring decisions: https://lnkd.in/gA4wFvEK #hr #humanresources #hiringmanagers #hrstrategy #interview #interviewtips #hiringdecisions #recruitment

In this recent article by Paola Peralta, she highlights some eye-opening statistics on dishonesty in the interview process. Oddly enough, this article focuses more on the actions of hiring managers than applicants. It's an interesting, quick read and a reminder that honesty is always the best interview policy for all parties!

𝟯 𝗚𝗼𝗹𝗱𝗲𝗻 𝗥𝘂𝗹𝗲𝘀 𝗳𝗼𝗿 𝘆𝗼𝘂𝗿 𝗶𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄 𝗽𝗿𝗼𝗰𝗲𝘀𝘀… Hiring isn't a one size fits all. 𝗘𝘃𝗲𝗿𝘆 𝗰𝗼𝗺𝗽𝗮𝗻𝘆 𝗶𝘀 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝘁. 𝗘𝘃𝗲𝗿𝘆 𝗿𝗼𝗹𝗲 𝗶𝘀 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝘁. Therefore, trying to adopt a universal interview process just doesn't make sense. Take these two clients I've worked with over the years: 𝗖𝗼𝗺𝗽𝗮𝗻𝘆 𝟭 2 stage recruitment process - one with internal recruitment/HR and the other with the hiring manager. Sounds great in theory, but the reality is that the process took over 6 weeks from CV submission to offer because of huge delays at each stage. The candidates also met only 2 people from the company they were about to join. 𝗖𝗼𝗺𝗽𝗮𝗻𝘆 𝟮 5 stage recruitment process - this includes a take home test in the middle. At first glance, this sounds like a nightmare. Truth is, the whole process was wrapped up in just over 2 weeks. They provided same day feedback following interviews and scheduled the next step within 48 hours wherever possible. The candidates also got the chance to meet 8 people within the business, including the Founders, their line manager, and people who would be in their team. I know which process I would rather be a part of!!! For me, the 3 golden rules for an interview process are: 1. It must be engaging 2. It must be productive 3. It must have momentum Get these right and you'll be absolutely fine ✅ #recruitment #recruiting #recruiter #recruiters #hiring #interview #interviews

How much of an effect (both positive and negative) can an interview process have on a company’s Employer Brand? MASSIVE!! If it is slick and the candidate experience is excellent, there will be tangible results and the good feelings coming from prospective candidates will be palpable. If it is a clunky, slow, exaggerated process, you won’t even know about the negative stuff. But the whispers in the market amongst great candidates will be damaging. Poor recruitment processes are a silent killer. How good do you think your interview process when hiring tech staff?

6 tips to identify potential red flags in the interview process: 1. Inconsistencies and/or gaps – A lack of transparency in their work history can raise concerns about their honesty and reliability. HOWEVER! Do not be too quick to judge if you see that a candidate has inconsistencies – ask WHY before automatically rejecting someone. 2. Communication skills – Communication skills are a window into a candidate's suitability for a role. Pay attention to how they express themselves both verbally and non-verbally. 3. Negative outlook – If a candidate constantly criticizes past employers or colleagues without valid reasons, it may indicate an inability to handle workplace challenges with a positive and constructive attitude. Read more for tips 4-6! #JunoTips #RedFlags #InterviewTips #Candidates #HiringTips https://lnkd.in/eEeJkbDC