Ashley Flitter’s Post

20mins, 30mins, 60mins? How long should you spend interviewing potential new hires? It's important to strike a balance between thoroughness and efficiency. However, spending too little time may result in hiring the wrong candidate, while too much time can delay the hiring process and potentially lose out on top talent. In my opinion, a guideline is to spend about 30-45 minutes for initial virtual screenings, 1-1.5 hours 1st stage in-person interviews, and again 1-1.5 hours for final-round interviews. However, the length of time may vary depending on the complexity of the role and the number of candidates being interviewed. Remember, quality over quantity is key when finding the right fit for your team. And regardless of the outcome all parties should have a positive experience. For more advice on hiring strategies, interviewing etc, get in contact with myself or one of the team at RLR. #interviewing #hiringtips #recruitmentstrategy #builtontrust Residential Living Recruitment Matt Halfpenny Zerlina Jules Francis Winn-Reed

If you’re gearing up for interviews but you’re not feeling confident and clear-minded, then it might be time to get R.E.A.D.Y. Use this simple framework to align and prepare your team so you can put the right person in the right seat the first time! Review why the position is open and prioritize critical hiring needs. Evaluate by scheduling a mandatory post-interview meeting within 24 hours. Assign focus areas to each interviewer for a seamless process. Determine the right questions to ask, tailored to each focus area. Share Your "Why" – Every interviewer should know and share their purpose. Implementing the R.E.A.D.Y. framework leads to a stronger hiring team, better hiring results, and a higher commitment workforce. #Hiring #TeamBuilding #NewHire

The hiring process shouldn’t take 6 interviews 🤷🏻♀️ I understand that not every hiring process should be the same……but unless it’s the hiring process for building a space ship, then I don’t think it needs 6 interviews. I do everything I can to be AS transparent in the hiring process. ✅ Timely screenings and interviews ✅ Efficient communication ✅ Pay transparency I can do so because of the amazing support I receive 🤩 Sooooo thankful that I am apart of a team that supports us to make the hiring process filled with empathy, compassion, and wisdom. Here’s to that dream team 🥳🥳🥳🥳 Heather Barcroft Leslie Vega, MS Tara Hinojosa Osbaldo Perez Vivien Padron-Chavez Joi Callier Christine Park Alicia Greway Kelsey Rowe #paytransparency #hiringprocess #recruiting #recruiterlife #hiringforthewin

Bringing you a big truth...  When there are so many people involved in the hiring process. It slows it down.   This is the case a lot of the time when getting feedback from the big corporate organisations.  The timings are really lengthy. Like 5 weeks between taking on the job and the 2nd stage interviews.  The internal structure needs to be better organised. But they get away with it because people really want to work there, and benefits are often better – it's a status thing.  Take a look at your processes and let’s please speed things up. It’s only going to help you fill roles quicker!  #Recruiter #RecruitmentAdvice #Recruiting

Stop me if you've heard this before - "You're interviewing them as much as they're interviewing you" It might sound cliche, but it really is accurate. Especially with each round you advance in the hiring process. Early on, you probably won't get enough info to really "interview them." It might be a phone interview, Spark Hire, Inc. interview, or only submitting a prospectus. The next round you'll most likely meet the majority of the hiring decision-makers, plus you'll usually have time to ask more questions. If you get to the final round - an on-campus or on-site interview - then the tables turn a little bit: It means you're in the final 2 or 3 candidates, which means they could at the very least see themselves hiring you. At this stage, hiring managers are more focused on giving you a good experience and making their final decision than weeding down the candidate pool to a certain number. They might be as nervous as you are. At this point you've already answered tough questions, demonstrated your resume is legitimate, and given them a glimpse of your personality. If you did well in the other interviews, you should do well here. The big difference now is you get to see things live - the offices and workspace, the city/town, the physical buildings, the body language of your potential colleagues - the ball is really in your court at this level. Bottom line: the hiring manager wants to have a clear decision. They want to be blown away and get this thing sewn up. If you've made the final round, you've already been discussed as being the new hire. Go and seal the deal. Because at this point, you really are interviewing them. #LinkedInsports #sportsbiz #sportsjobs

10 out of 10 times when a job has been open for a year +, multiple recruiters have worked on it, and "it can't be filled" I come in to find: 1. no defined interview process 2. no documented interview questions 3. little or no interview feedback from past interviews 4. unreasonable hiring leader expectations for candidates Next we: ✅ Redefine the interview process ✅ Ask why and what are we hiring this person to do. ✅ Require feedback to be captured from every interviewer ✅ Document the interview questions [and everyone's focus area] ✅ Have weekly syncs to review how things are going and make edits And like magic, the role either gets filled in a few weeks or the leader says "We don't really need to hire this role, let's close it for now"

"Why should we hire you?" 🌟 This question often feels like a tough one, but it's actually a fantastic opportunity to shine. Here are some tips to help you answer with confidence: ✅ Highlight your relevant skills and experiences. Make sure you align them with the job requirements. ✅ Showcase your achievements with specific examples. This could involve talking about successful projects or challenges you've overcome. ✅ Emphasise your enthusiasm for the role and the company. Show that you've done your homework and are excited about the prospect of joining their team. Remember, it's all about connecting your unique skills and passions to the needs of the company. By doing this, you demonstrate not only why you're a great fit, but also how you can contribute to their success. If you need help preparing for your next big interview, don't hesitate to reach out or visit talentsmart.co.uk. Your dream job could be just around the corner! #JobInterviews #CareerAdvice #RecruitmentTips

When hiring at scale, it's easy to fall into a routine during interviews. I've been there, juggling 10+ interviews in a day, and it can feel like you're just going through the motions. But here's the thing: candidates can sense that. Some time ago, when I had to fill multiple roles quickly, I realized that the more personal I made each interview, the better the results. Instead of jumping straight into skill-based questions, I'd start with something personal, like asking about their career goals or a challenge they've overcome in their current role. I remember one candidate who lit up when I asked about his biggest achievement—it completely changed the energy of the interview. That connection stayed with me, and we ended up hiring him. Personal touches like this may seem small, but they create lasting impressions. Even when you're interviewing many candidates, you're not just filling roles—you're building a team. Taking an extra minute to engage with each candidate on a human level sets the tone for a more successful and meaningful hiring process. #HR #Recruitment #Hiring #TalentAcquisition #InterviewTips

When you're hiring, have a goal of giving the interviewee the information you'd expect if the roles were reversed. A candidate came out of an interview the other day. When I asked how it went, they replied. "I wish the interviewer had given me a better overview of exactly what the role is all about." When you're hiring, be engaging, informative, and clear. #careers #work #business #interviews #hiring

Did you know that the average cost of hiring the wrong person is 30% of that person’s first-year earnings? 💼 One key takeaway from this statistic is the importance of investing time and resources into the hiring process to ensure the right fit for the role. This can involve: - Conducting thorough interviews. - Checking references. - Utilizing assessments or tests to evaluate skills and fit for the position 👩💼. How do you ensure you make the right hiring decisions for your team? Share your strategies in the comments below! 💬 #HiringProcess #EmployeeRetention #BusinessSuccess