¿Cómo equilibras la velocidad y la calidad al cerrar y rechazar candidatos?

It's actually more around making sure firstly that your ATS is working for you. Do you have the correct screening questions? This immediately reduces the no. of candidates that do not have the right experience. The filtering on your application process is critical. Also once you have a refined list, the ratings are important so that you can quickly filter and further shortlist candidates to be submitted to hiring managers. Screening of candidates should be happening whilst the ad is running and not after it closes. Recruitment has evolved and is more data driven than anything else.

When your criteria is well defined, it makes the work smoother and faster. Have a sync with all hiring managers concerning their roles. What are their expectations like? What is their idea candidate like? Go through the job descriptions with the hiring managers and put yourself in the shoes of the candidates. See things from the candidates perspectives. This way, you'll know if a candidate is a fit or not.

Sometimes we think in a dichotomous manner: "Hired" vs "Rejected". Sometimes it is a "Not now". Keep working. You will get there. Your "Not now" status will become "Hired" when the moment is right! Keep working with your candidate when the right moment comes.

Striking the perfect balance between speed and quality in candidate decisions is an art! Rapid Response: Speed is of the essence, but not at the cost of precision. Swiftly acknowledge applications and keep the momentum alive. Personalized Feedback: Even in rejections, offer constructive feedback – a thoughtful touch that fosters positive candidate experiences. Prioritize Top Talent: Expedite processes for top-tier candidates while ensuring thorough evaluation. Quality should never be compromised! Transparent Communication: Keep candidates in the loop, manage expectations, and let clear communication be your guiding melody!!

In navigating the delicate balance between speed and quality in candidate decisions, I prioritize a streamlined and transparent process. By establishing clear criteria upfront, utilizing technology for efficiency, and providing timely, constructive feedback to candidates, I aim to expedite the decision-making process without compromising the quality of our interactions. Additionally, maintaining a personalized approach in rejection communications and building a talent pool for future opportunities contribute to a balanced and respectful candidate experience. Regular reviews of our processes ensure a continual optimization of this equilibrium between speed and quality.

I also find that having templates to help prescreen candidates before having a phone call maximizes effectiveness. By doing this you can fast track the most qualified candidates.

I consider adding a personal touch by mentioning a specific aspect of the candidate's experience or expressing appreciation for a particular contribution during the interview process. This small touch adds a personalized element, demonstrating that their efforts were genuinely acknowledged. Personalization can help mitigate the disappointment of rejection and leaves a positive impression for potential future engagements.

It depends on the stage of the interview process. In the application stage, we have email templates for the most common rejection reasons (lacks skills/ qualifications) which allow us to efficiently screen applications while getting back to candidates in a timely manner. We also have mandatory application form questions that automatically reject candidates with a pre-set template based on their replies (for example, if a candidate can't legally work in Canada). After a recruiter or hiring manager interview, I send a brief email with feedback as to why the candidate wasn't a fit for the role. Finally, after a candidate reaches the later stages of the interview process, I offer a quick zoom meeting to discuss why they weren't selected.

Automation makes the work easy and faster. Using an Applicant Tracking System (ATS) has made my work so easy. I use Greenhouse. With just a click, the job is done. With just a click an email is sent to the hiring manager or candidate. This makes hiring fast and quality preserved.

Here are some tips: → I recommend to take care of the closing and the negotiation personally. Building a close relationships with your candidates is essential. However, screening process can be automated: → Use software to your advantage. Automate everything. → Your ATS has tools to help you automate processes. Moreover, some ATS are already using AI to help you out!

Before sending the follow-up email, I review the candidate's specific interactions and experiences during the hiring process. Mention any particular strengths or qualities they exhibited, showcasing that their contributions were acknowledged. This not only adds a personal touch but also reinforces a positive connection with the candidate, increasing the likelihood of receiving constructive feedback.

Alright, here are some tips for a clear feedback: → Provide a clear timeline from the first call. → Establish a clear communication dynamic and manage candidate's expectations: "I will get back to you on [day] + [time] to discuss any changes or updates about the interview process." → Explain the duration, number, and specifics of each stage.

Closure and giving honest and constructive feedback makes such a difference to the candidate experience. This way you will build strong relationships.