Carol Väljaots’ Post

WHAT TO EXECT WHEN YOU"RE NOT EXPECTING............. What's one thing that’s often overlooked but can make all the difference in the hiring process? Setting clear expectations for both candidates and hiring managers. Let’s start with candidates. Setting expectations early on can completely shape their experience with you. It’s more than just outlining the job requirements — it’s about laying the groundwork for the entire process. When you communicate what they need to provide, the timeline for decisions, and when they can expect to hear back, you’re not only guiding them but also building trust. That transparency is critical to keeping them engaged and confident in the process. But here’s where things often go wrong: promising more than you can deliver. Don’t tell a candidate they’re a great fit if they’re not. While it might feel uncomfortable to give tough feedback, honesty is always the better approach. If someone isn’t the right match for a role, let them know. Be clear, explain why, and don’t just cut ties. Keep that candidate in your network. There could be another opportunity that’s a much better fit down the road. By being transparent and genuine, you build long-term relationships that can benefit both parties in the future. On the flip side, setting expectations with hiring managers is just as crucial. They need to understand the importance of timely feedback. Dragging out the process or leaving candidates in the dark can damage the hiring experience. When hiring managers are clear on the process — what’s expected from them and what they can expect from you — it keeps everyone aligned. Having that mutual understanding upfront can eliminate a lot of the back-and-forth frustration that often occurs in recruitment. Ultimately, setting realistic, honest expectations on both sides ensures smoother communication, less confusion, and better outcomes. You’ll have a solid reference point to return to when questions arise, and both candidates and clients will appreciate the clarity and professionalism. I could go on about the importance of this, but the bottom line is simple: clear, honest communication leads to trust — and trust is the foundation of successful hiring relationships. Thanks for tuning in, and here’s to setting better expectations!

Asking "Can I trust you?" in an interview may seem unconventional, but it can unlock honest and transparent communication, laying the foundation for a strong employer-employee relationship. I recently shared some insights on this topic with Forbes. Check out the full article below.

  Asking "Can I trust you?" in an interview may seem unconventional, but it can unlock honest and transparent communication, laying the foundation for a strong employer-employee relationship. Our Senior Managing Partner, Michael D. Brown recently shared some insights on this topic with Forbes. Check out the full article below.

🎯 Technique #4 of 18: Labeling—Acknowledge Emotions to Build Trust In the last post, we discussed Mirroring, a technique to encourage deeper conversations by reflecting the other person’s words. Now, let’s move on to Labeling—a method for recognizing and acknowledging emotions in the negotiation to build trust and connection. Why Labeling Works: Labeling is about identifying the other person’s feelings or concerns and giving them a name. It shows that you’re listening and that you understand what they’re going through. This simple act can diffuse tension and create a safe environment for more open communication. The goal isn’t to agree with them but to acknowledge their perspective. 💡 How to Use Labeling in Recruiting: Here’s how you can apply Labeling with both candidates and hiring managers: With Candidates: When a candidate seems hesitant or unsure, label their emotions to show you’re listening. “It seems like you’re worried about the job security this role might offer.” (This acknowledges the candidate’s concern and invites them to share more about their hesitation.) With Hiring Managers: If a hiring manager is expressing frustration with the hiring process, label their emotions to create rapport. “It sounds like you’re feeling the pressure to fill this role quickly.” (By acknowledging the pressure, you open the door for the hiring manager to voice their concerns and feel understood.) Pro Tip: Use phrases like “It seems like,” “It sounds like,” or “It looks like” to label emotions. This leaves room for the other person to clarify or expand on their feelings without feeling defensive. 🚀 Stay tuned for Technique #5, coming soon! We’ll dive into The Power of No—how encouraging “no” can actually help move your negotiations forward. Visit Our Page: https://lnkd.in/gQbfmSRp #Recruitment #NegotiationSkills #Labeling #HiringSuccess #NegotiationMastery #OctoberSeries #TalentAcquisition

Speed and urgency during a hiring process is often the key to delivering a successful outcome. It's less important how many stages you have in your process (within reason), but more important how quickly you condense the overall length of process down. If the process isn't swift and efficient, you risk people losing engagement and dropping out or taking different opportunities with businesses who move quicker. You need to ask yourself the questions: How urgent is filling this position? If urgent, can we complete this process within 2-3 weeks maximum? Can we get feedback and next steps arranged within 24 hours after each stage? Are all of the key stakeholders in the process (TA, Hiring Managers, their Managers etc) all bought in with the importance of finalising this process ASAP? It's not so much the amount of stages you in your process, but being efficient and completing them within a reasonable time frame is highly important. Candidates don't want to be left in limbo wondering what's going on whilst you make your mind up. Or waiting whilst key internal stakeholders who aren't bought in or aware of the importance of the above try to find a slot in their diaries to commit time to the hiring process.

My 5 principles for hiring C-Level team (infographic version) Shared Values First ▶ Align values for cultural fit. Hire Talent Smarter Than Yourself ▶ Seek expertise that surpasses your own. Beyond the Resume ▶ Go deep into their achievements and skills. Integrity Above All ▶ Build trust through transparency and never comproise lie. Take Your Time for The Final Decision ▶ Observe real-world performance. Bonus principle: Results-Driven Mindset ▶ Focus on measurable outcomes.

If I told you that the keys to a "good hire" were praying and taking your candidates' spouses out to dinner to see how crazy they are, what would you say? If you're currently screaming into the void, calling me names, and thinking I've been cloned by an evil algorithm... Please, keep that energy and re-direct it! Because, these are exactly the "expert hiring strategies" one of the most renowned financial experts in the country is openly sharing with his very large audience. And he does not stop there! Among his "12 Components of a Good Hire" tips, you'll find: 🔹 Have your candidates take a "4 DISC Personality Test" 🔹 Ask yourself, "Do you like them?" 🔹 Look for passion. For the love of everything, if you ever need help in building a recruitment strategy, do reach out to Hiring Professionals! Particularly hiring professionals that center equitable and accessible practices. Not whatever this BS is! ... and if you don't know what you need, ping me! We can schedule a meet and greet to assess where you are, what you want to do, and explore some options 👋🏻 I've included this person's article in the comment section so y'all can take a look. 👋🏻 Hi, have we met? I’m an award-winning, bilingual Talent and DEI Consultant, Speaker, and Trainer. I help talent, leaders, and hiring teams become more intentionally inclusive.  💌 DM me to book my Speaking, Training, Mentoring, or Consulting services! 💜 Did you love my post? Repost & come chat with me in the comments!  I post every day about #DiversityAndInclusion #InclusiveHiring #HumanResources #Leadership and #Recruiting

What advice would you give for building effective relationships during the hiring process? ✏️ Building effective relationships during the hiring process is crucial. Focus on clear communication, timely feedback, and active listening. Personalize interactions, show respect, and be professional regardless of the outcome. Provide insights into company culture and be accessible. Establish a feedback loop, set realistic expectations, and continuously improve your hiring process. A positive candidate experience contributes to a strong employer brand and attracts top talent.

Hiring the right talent is crucial for the success and growth of any organization, especially for small and medium-sized businesses (SMBs). The hiring process is not just about filling a position; it’s about finding the right fit for your company’s culture and goals. Making the wrong hire can be costly and time-consuming, impacting your business in several ways.

What advice would you give for building effective relationships during the hiring process? ✏️ Building effective relationships during the hiring process involves clear communication, transparency, and mutual respect.