Aditi Kohli Verma’s Post

Hiring Managers - if you do this, DO NOT USE A RECRUITER. Not even clickbait, I promise. I'm deadly serious. As a hiring manager, if you engage a recruiter, you should commit to interviewing a minimum of 3 candidates from the shortlist, even if you don't think they've quite nailed it. Using constructive feedback from interviews is the secret ingredient to refining a search and getting the best outcome for your business. If you're not going to do that, just chuck up a SEEK ad and review the CVs yourself.

💡 An interesting (and it seems controversial) take on partnering with a recruiter vs DIY. What do you think? We analysed the results of all of our searches last year: Heart Talent clients meet 85% of the people we recommend. Hiring managers spend 6-8 hours TOTAL on their recruitment process. We do the heavy lifting, 96% of our projects are successful. Time is precious. When you engage a recruiter, you're paying for a professional service. A problem solved. Results. ROI.

The best candidates are gone in 10 days. But most companies take weeks—dragging out interviews, delaying responses, and losing top talent to faster-moving competitors. The mistake? Thinking great candidates will wait. They won’t. Speed wins. The companies with fast, efficient hiring processes are the ones landing the best people. Set a 7-day hiring goal. Move fast, keep candidates engaged, and make decisions quickly. Need help streamlining your hiring process? Send me a message—I’ll show you how to recruit top talent before your competition does.

Pro Tip: You don’t need to see more candidates to compare if you interviewed someone that you feel will be a great fit. MAKE THE OFFER. It doesn’t matter if they are the first person you have interviewed. You will end up losing out on a great candidate if you drag out the process. UNLESS you are strategic about it. Tarnish their reputation. Reach out to every company they apply for and give them an extremely negative reference. Make sure they get blacklisted from any and every company they even think about applying to. Now, you can interview as many other candidates as you want without worrying about losing out, AND you can lowball them by at least 15K. 

I understand the frustration that hiring managers feel when sorting though countless resumes of unqualified applicants. It's overwhelming and at the same time, you still have a job to do. At Real8, we don't find applicants through online job postings. We determine who the best candidates are and contact them directly. If you are struggling to find talent and just want to get back to what you do best - let's talk!

Dear Hiring Managers, apparently you are never better than the candidate you are interviewing,its actually disgusting that you call only to put a candidtate on a page of subsequent openings when the said candidtate is waiting actally for a contract, How do you feel when you receive subsequent mail from certain candidates asking what they have done wrong, so they can improve on their next interview, all you do is read the mail relax at your desk and sip some coffee;;;; I prefer rejecting me straight on instead of wasting my hopes and giving me a rejection at the long run I also need to cheep in that the people you feel fit or match most times disappoint you by terminating the contract after few months immediately they find something similar or there likes and move on which takes you back to the drawing board in the search engine. why not give a trial to someone with also a similar experience and get the joy you desire.

The hiring process doesn't need to be complicated. 1. Post the job 2. Speak with the candidate 3. Schedule a few more interviews or even a tech task 4. Offer Companies sometimes over complicate the hiring process wanting to ensure they get the right talent. But over complicating it, deters those star hires.

I know recruiters are bombarded and people who are trying to make it throughthe day. But to get ghosted during an interview process after the initial call, then see the hiring announcement by happenstance here on LI isn’t super cool. No one is perfect, but that common courtesy is appreciated ✨ #jobsearch #hiring

Years ago, in a simpler time, an old, wild-eyed, crazy-haired recruiter told me to never share my best candidate 1st w/ clients. Just last week, I had three clients tell me that they should’ve hired the first candidate they interviewed but weren’t ready to and/or thought the person would be around whenever they made their decision. I’ve come to believe that if you’re not ready to hire the first individual you meet, then you’ve not done the requisite preparation to start the hiring process. Too many of us use the interview process to hone what we’re looking for, that’s a fail, even in a perceived candidate robust market.

Candidate: "We had a great meeting and at the end the manager said they are excited to continue the process with me". Hiring Manager: "Don't think they were the right cultural fit, let's pass on them". I understand it may be easier to tell someone what they want to hear in the moment, but it creates false hope. If you are unsure about someone, here are some things you could say that would leave the door open for you to decide later. 💥 "Thank you for taking the time to speak with us, we will be in touch". 💥 "I’ll be reviewing everything we discussed today and will circle back with an update soon." 💥 "We’ll be in touch as soon as we have more clarity on next steps." 💥 "We're currently moving through the interview process and assessing how each candidate aligns with the role. We'll keep you updated as we move forward."