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Hiring super star 1. *Clarify requirements*: Know exactly what qualities and skills you're seeking before starting the hiring process. 2. *Prioritize attitude*: A positive, success-driven attitude is more valuable than just skills. 3. *Conduct multiple interviews*: Use several interviews to assess the candidate's fit with your company. 4. *Check references*: Verify the candidate's track record through reference checks. 5. *Create an attractive work environment*: Offer a workplace that draws in top performers.

Sharing last week's report of some of our client's successful landings: Our clients are advancing in their job searches and landing meaningful positions! In last week's Frontline Report, 3 clients accepted offers, 3 received offers and many more clients interview. Here's a snapshot of the Hiring Line Stats: Offers Accepted: 3 Offers Received: 3 Interviews Advanced: 4 1st Interviews: 26 You can read more and discover the landed titles, industries, and more: https://hubs.ly/Q02hBlCD0 If you are an executive looking for a partner to help you with your job search, let's talk! #successjourney #happyclients #careerchange #executivesearchfirm #thebarrettgroup

During job interviews, employers say recent graduates have done the following: 53% Struggle with eye contact 50% Asked for unreasonable compensation 47% Dressed inappropriately 27% Used foul language 21% Refused to turn on camera 19% Brought a parent with them ALL of these can be corrected. Take some time to address these things with your new grad BEFORE they start their job search. You can sign them up for mock interviews or pay a career coach to help them get started. Mock interviews will help tremendously and build their confidence. Social media-There are also free videos on how to answer interview questions on almost every platform. Glassdoor- They can research average hourly and salary ranges (Free). Although these grads are interviewing for entry level roles, they must learn how to act (and dress) professionally. Poll was based on 800 companies.

With graduations wrapping up, it's prime interview season. I've shared what to consider when reviewing a job offer, but prior to that offer, you as the candidate should be interviewing the employer just as much as they are interviewing you. Here are some questions I like to ask: ❔ About the role/team: Is this a new position or a back-fill? (If a new position, what led to creating this position?) How many people are on the team and how long have the other employees been with the company? What does growth look like for this position? Who will I be working with in the company? (Make sure you interview with at least some of these people!) How do you see this role evolving? ❔ About the Company: What are the company's key strategic priorities for the next few years? How do you anticipate legal playing a role in those priorities? What qualities do successful employees at this company possess? What's your favorite part about working here? Least favorite? And make sure you ask about the interview process itself: Where do we go from here? What other interviews will need to occur before a decision is made? What is your anticipated timing for hiring for this role? This is just as much about making sure they are a good fit for you, as you are for them. Share below what questions you have about interviewing or some of your favorite go-to questions.

The Magnificent Seven questions that every recruiter and company should be asking after interviews. 1. Is this person a fit (preferred success) for the organisation 2. As an organisation, can we set this candidate up for success in the role they were interviewed? 3. Does this candidate fit the role they were interviewed? 4. Did the candidate demonstrate most if not all the necessary skills/knowledge/experience/competencies? 5. Should we shadow this candidate for the next 3-6 months as they improve their skills/knowledge, or that a role be opening up in which the candidate would fit well, not having to fully re-interview? 6. Should we track the candidate for the next 6-12 months as they have great potential should an opportunity arise? 7. Should we get back to this candidate within the next 24 months with opportunities, as there was potential?

Why you shouldn't ask candidates 'Where do you see yourself in 5 years?' in interviews 🤔 As a recruiter, one question I've come to realize is rarely useful during interviews is "Where do you see yourself in 5 years?" More often than not, it leads to vague or unrealistic responses that don't provide much insight for either party. Putting a candidate on the spot to precisely forecast their career 5 years in the future puts unfair expectations on them. The reality is few of us truly know what the future holds - new opportunities, life changes or even a global pandemic can alter our paths. Instead, ask questions focused on the candidate's past experience, strengths and motivation for the current role. For example: - What motivates/inspires you in your work? - How have you progressed professionally so far? - What are you most proud of accomplishing in past roles? This helps evaluate cultural and skills fit for your open position, and it allows candidates to showcase what truly matters - their qualifications for the job at hand. So in summary - save the crystal ball questions! 🔮 Focus interviews on the present to make the best hiring decisions. You'll get much more insightful responses!

Where are the companies that hire people w/i 2 weeks or less? Those companies don’t play any games, have their shit together, know what type of person they want on their team, and hire quickly once a vacancy is open. They 👏🏾don’t 👏🏾waste👏🏾 time👏🏾! Am I crazy for asking about this? I don’t think so. Cuz I know some people out here are getting hired after a single interview or even a job on the spot no interviews. All these long 1-3 month job processes are so unnecessary and makes for a bad candidate experience especially when they’re not chosen if/when they get to the final round only to reject them because “we went with someone w/ more experience.” All that time that was wasted, candidates can’t get that back. The hiring process is broken.

The most devastating times in a candidates search Is when you get rejected in the final round For a role you would have loved 😭 My advice: -> Never stop applying to jobs No interviews lined up? -> Apply for more jobs 10 first round interviews this week? -> Apply for more jobs Waiting to hear back from your dream firm? -> Apply for more jobs You're competing with lots of other candidates Make them compete with lots of other firms 💪

REMINDER: You should be interviewing your prospective employer, just as they are interviewing you. Here are a few of my favorite post-interview questions that will not only help you stand out, but will help you determine if this position is the right fit for YOU. - What types of skills is the team missing that you’re looking to fill with a new hire? - Do you expect my main responsibilities in this position to change in the next six months to a year? - What’s your favorite part of working here? - How has the company changed over the last few years? - Are there examples of a career path beginning with this position? - Is there anything I clarify for you about my qualifications? hashtag #jobseekers #jobsearch #hiring #careeropportunity #nowhiring #jobopening

Finding a job is a numbers game. Smash the formula for the ROI you desire: - Apply to 10 jobs daily. - Call up companies you have applied for and introduce yourself - Reach out to hiring managers on Linkedin - Network 4 times a month. Watch the ROI unfold with interviews coming in.