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How do you balance coaching and candidate independence in interviews? Tune in to hear how our Senior Talent Partner, Marián, does it: 🇨🇭 Stay neutral: Avoid biasing the decision for either the hiring manager or the candidate. ✍️ Set expectations: Inform candidates about what aspects will be assessed in the interview. 🌳 Provide context: Mention if the interview will focus on areas like management style, hiring experience, or team-building skills. 👀 Offer constructive feedback: Help candidates understand how they can improve without giving away specific questions. 🧠 Prepare the right mindset: Ensure candidates know what to expect, helping them manage nerves and excitement. Join us in learning from Marian's expertise in balancing coaching and independence in the interview process! #educ8 #interviewtips #candidatecoaching #recruitment #talentpartnership #interviewpreparation

What are some ways to reach out to potential candidates? Tune in as our Talent Ops Partner Paula shares her go-to prompts. 💃 For female leaders: "Hey, we're always looking to strengthen our female community. I would love to connect with you." 🌟 Highlight something from their profile: "Hey, I love your profile. I can be the bridge between your next big opportunity and a company that can offer you that." 📚 Leverage relevant interests if they are connected to your cause: “Hey, I love the Lean Startup book too, how would you connect it to the success of your career?!” - connect to the job. Or "Hey, I also follow Bill Gates, one of the greatest leaders ever - what do you have in common?” Paula emphasises the importance of being creative and genuinely interested. Making a unique connection & standing out by tailoring your message to the person's profile. Finding a common ground for an inspiring conversation. #educ8 #networking #sourcing #talentpool #prompts

How do you communicate sensitive information? In a recent interview, our Senior Talent Partner Hang shared her approach to communicating sensitive information: 🔍 First and foremost - determine if you are the right person to share the information. ✅ For hiring queries, double-check with the main client contact on what can be shared. ⏳ If only partial information can be shared, ask for the timeline when the full information will be available. 📅 Inform the inquirer about when they can expect more details and share what you can. 🤐 Respect the client's need for confidentiality without a question. Always consider the importance of good change management in handling sensitive information. #educ8 #communicationskills #sensitiveinformation #stakeholdermanagement #talentartnership

This week we are starting with a slightly different (...but still awesome) news! One of our goals at HRnuggets is to help you to navigate in the People, Culture & Talent jungle and find the right resources, knowledge, tools and services in a simple and fast way. Hence, we are very happy to announce that: 👉 We are publishing our very first HRnuggets People, Culture & Talent Toolbox! 🔬🤩🎉 In this toolbox we have included more than 50 partners that have joined our platform since we have launched this feature. The listed tools and services can help you in the most important stages of the talent life-cycle: from finding and hiring the talents, to developing, compensating, appreciating and celebrating them! 💗 Sounds interesting? ⬇ ⬇ ⬇ 👍 Like and share - to help us spread the word! 🔬 Explore these and other HR tools & services below (...and on our platform)! ...and don´t forget to follow us! 👉🔔 PS! In case there are any other HR tools and/or services that you would like to recommend ➡ just mention them in the comments! ✅ 🙌 PPS! Know anyone who is currently looking for a tool or a service and could benefit from this list? Just tag them in the comments as well! 😊

How do you guide executive candidates through their hiring process? Watch how our Senior Talent Partner, Marián, does it: ❣️ Build strong relationships: Focus on quality over quantity, understanding candidates' likes and dislikes about their interviews. 🤝 Stay in close contact: Use personal communication channels like WhatsApp to stay connected and prevent any blockers. 👀 Provide constructive feedback: Share feedback from interviews and coach candidates to improve their chances in subsequent interviews. 🧠 Collaborate with hiring managers: Keep them informed about candidate feedback and market perceptions, helping them make informed decisions. Join us in learning from Marián's expertise in guiding executive candidates through the hiring process! #educ8 #executivehiring #recruitmenttips #talentpartnership #candidateexperience #leadership

Are you considering a skills-based approach to hiring? Here are some practical steps to get you started, as shared by James Lesner (Director Talent Management at Catawiki): 1. Identify Required Skills: Determine the skills needed at both the company and job level. 2. Assess Skills: Decide how to assess these skills. This could include structured interview questions, specific assessments, or case studies. Remember, it’s not just about skills but also behaviors, values, and past successes in similar roles. 3. Define Assessors: Identify who will assess these skills. 4. Measure Outcomes: Track the performance of the hires to see if they are meeting the desired impact on the business. By following these steps, you can ensure a more structured and fair hiring process that focuses on the skills and attributes that truly matter for your organisation. Look back to our most recent Talking Talent about skill-based hiring with Angela Ndagire, Elisa S., Matthias Schmeisser and James Lesner. https://lnkd.in/ekHyZitv

How do you build strong relationships in a remote setup? Learn some tips from our Senior Talent Partner, Kirsty, as she talks about how a remote setup doesn’t have to be a blocker: ❤️ Personal touch: Set time aside for coffee chats or start meetings with personal questions to build a connection. 🤝 Communication: Establish an internal SLA to respond to messages within 24 hours, showing you are present and engaged. 🌎 Understand colleagues: Take time to get to know people and understand their working styles and preferences. Join us in learning from Kirsty's expertise in building strong remote relationships! #educ8 #remotework #relationshipbuilding #recruitmenttips #talentpartnership #communicationskills

In today's dynamic and competitive business environment, the success of an organisation hinges not just on the talent it attracts but also on the robust relationships it nurtures with all stakeholders involved in the recruitment processes. 🧠 Understand - 🔄 Adapt - 🤝 Establish trust This is how our Senior Talent Partner Kirsty succeeds at building relationships with all stakeholders. 🔗 Read more here: https://lnkd.in/eireXGsU #talentacquisition #educ8 #stakeholders #buildingrelationships

What are some ways to reach out to potential candidates? Tune in as our Talent Ops Partner Paula shares her go-to prompts. 💃 For female leaders: "Hey, we're always looking to strengthen our female community. I would love to connect with you." 🌟 Highlight something from their profile: "Hey, I love your profile. I can be the bridge between your next big opportunity and a company that can offer you that." 📚 Leverage relevant interests if they are connected to your cause: “Hey, I love the Lean Startup book too, how would you connect it to the success of your career?!” - connect to the job. Or "Hey, I also follow Bill Gates, one of the greatest leaders ever - what do you have in common?” Paula emphasises the importance of being creative and genuinely interested. Making a unique connection & standing out by tailoring your message to the person's profile. Finding a common ground for an inspiring conversation. #educ8 #networking #sourcing #talentpool #prompts

“I think one of the challenges is the mindset shift of managers. Sometimes I feel like we're still very obsessed with our job architecture and the way we look at jobs, requirements and responsibilities. And now suddenly we request from them to ask: “What are your skills, how is your progress and achievement of goals going at the minute?”... This is a little bit of a different ball game, so it needs a lot of coaching and enablement. It also probably needs a couple of iterations so you have a realistic picture after two or three performance rounds and we cannot expect that after the first performance round we have a clear skill picture of an organisation. It takes time to master it.” - Matthias Schmeisser, Global Talent Director at emnify. Look back to our most recent Talking Talent about skill-based hiring with Angela Ndagire, Elisa S., Matthias Schmeisser and James Lesner. https://lnkd.in/e437-Bhj #TalkingTalent #SkillBasedHiring #TalentAcquisition #BusinessStrategy #InclusiveWorkPlace #ContinuousLearning