Moving roles can be both exciting and slightly terrifying at the same time. These four questions provide a framework for deciding whether it's right to accept. #executiverecruitment #talent #newjob #newrole
Richard Ashton has synthesised four key questions to help candidates who are considering whether or not to accept a new role. https://lnkd.in/dGefKbqq
The importance of listening to your gut and using your network to do the proper due diligence mustn't be underestimated. Please do use us if we can help you with your due diligence through sharing our networks
Richard Ashton has synthesised four key questions to help candidates who are considering whether or not to accept a new role. https://lnkd.in/dGefKbqq
Professional services marketer. A creative on a voyage of learning, discovering and testing how new technologies can enhance the human experience.
Should I take the job? Four simple, yet fundamental questions to guide candidates to the right decision.
Richard Ashton has synthesised four key questions to help candidates who are considering whether or not to accept a new role. https://lnkd.in/dGefKbqq
Alongside all the excitement about the possibilities of new AI, data & tech, some principles remain consistent when it comes to considering a new job....
Richard Ashton has synthesised four key questions to help candidates who are considering whether or not to accept a new role. https://lnkd.in/dGefKbqq
In the last three quarters, the amount of time to placement after the candidate was identified increased by 32% from 90 days to 119 days—the longest amount of time we’ve ever observed in our dataset. Meanwhile, the time to find the candidate has come down by a similar percentage, moving from 35 days to identify the candidate to 20 days. Combined, the dynamics have lengthened search velocity from 125 days to 139 days, suggesting greater diligence in evaluating CEO talent in this environment.
James Fowles This truly flips the script on the value of reference checks, doesn't it? Instead of just focusing on what is said, considering who the candidate chooses as their reference offers a deeper insight into their professional network, judgment, and relationships. A subtle yet impactful reminder of the depth in each step of the hiring process. Thanks for this insightful share!
I was making a reference call the other day, wondering why I was bothering. I knew that I would only be told good things about the candidate. But then Someone said to me: 'The true insight doesn't lie in the reference itself, but rather in who the candidate is able to select as a reference.' That will stick with me.
Just finished the course “Uncovering Unconscious Bias in Recruiting and Interviewing”! Check it out: https://lnkd.in/g6nbSaaf
Just finished the course “Uncovering Unconscious Bias in Recruiting and Interviewing”! Check it out: https://lnkd.in/gX6gsjZR
Just finished the course “Uncovering Unconscious Bias in Recruiting and Interviewing” by Dr. Tana Session! Check it out: https://lnkd.in/dAyrn5AY #diversityrecruitment.
Just finished the course “Uncovering Unconscious Bias in Recruiting and Interviewing”! Check it out: https://lnkd.in/gr_7hf6G
Just finished the course “Uncovering Unconscious Bias in Recruiting and Interviewing” by Dr. Tana Session! Check it out: https://lnkd.in/gHewys9u #diversityrecruitment.
Founder, E EQUALS WHY | Unlocking Leadership Potential to Achieve Exceptional Results | Chief People Officer | Keynote Speaker | Author | Executive Leadership Coach 🔴🟡🟢🔵
5moGreat list!