Charles Aris Executive Search’s Post

I’ve had my fair share of interviews and interactions with hiring managers, and while many have been great, there’s an unfortunate reality I’ve encountered: rude and ( unexplainable) dismissive behavior from some hiring managers. It’s hard to explain why, in a professional setting, some people forget that respect and communication are key, especially when candidates are putting themselves out there, often facing multiple rejections. It’s disheartening to see that, for some, the hiring process becomes a place where basic courtesy is overlooked. To hiring managers who see this: your job is more than just filling a position. You’re representing your company and shaping someone’s professional experience. If your approach is filled with impatience or lack of respect, it speaks volumes about the organization you represent.

Yesterday, we hosted our July webinar with Katrina Kibben. Katrina guided us through some of their tips for aligning TA & Hiring Managers. There were so many valuable takeaways shared in an hour, but we wanted to post a few of the things that stuck with us: ✔️ Solidifying recruiter & Hiring Manager alignment really all starts with holding an intake meeting. In fact, Kat believes that skipping the intake meeting is one of the top reasons time to fill keeps rising in organizations. ✔️ Asking the right questions within an intake meeting is key. One of Kat’s favorite questions is - You wake up, put on your pants, now what? Walk me through a day in the life of the role. ✔️ Kat feels strongly that Hiring Managers shouldn’t write job descriptions. Recruiters must be job post writing experts and they must own job descriptions because they’re the primary artifacts of your recruiting function. You can take a look at the full recording and our recap blog at the link in the comments if you’re interested. #HRWebinar #TalentAcquisition #JobPosts #HiringManagerAlignment

Not sure if it's the extra sunlight, the absence of snow, or Beyonce's new song, but the vibes are GOOD today. To the candidates interviewing this week: I've seen more hiring managers asking questions about past work experience and early jobs. May be worth refreshing your memory on things you've learned in previous roles! #recruitment #interviewtips #softwaresales

This month, the team at Baem Leadership is focused on helping organizations improve their recruiting and hiring practices by making these more inclusive to First-Generation Professionals (FGPs). This is deeply personal to me. I can't tell you how many times I've looked at a job description and felt that I had all of the right skills for the role, but didn't know the best way to communicate my experience and strengths. Or the times I've gone in for an interview and felt uneasy about the questions being asked. I know that if this is what I've experienced, then thousands of other FGPs have experienced it, too. This week, we published an article about asking more inclusive interview questions. You can read it using this link, and stay tuned for more content on inclusive hiring practices later this month! https://lnkd.in/eWdpHZZ2 #firstgenerationprofessionals #hiring #recruiting #interview

"In hiring, leaders should insist on a diverse pool, precommit to objective criteria, limit referral hiring, and structure interviews around skills-based questions. Day to day, they should ensure that high- and low-value work is assigned evenly and run meetings in a way that guarantees all voices are heard. In evaluating and developing people, they should clarify criteria for positive reviews and promotions, stick to those rules, and separate potential from performance and personality from skill sets."

"In hiring, leaders should insist on a diverse pool, precommit to objective criteria, limit referral hiring, and structure interviews around skills-based questions. Day to day, they should ensure that high- and low-value work is assigned evenly and run meetings in a way that guarantees all voices are heard. In evaluating and developing people, they should clarify criteria for positive reviews and promotions, stick to those rules, and separate potential from performance and personality from skill sets."

While technical skills are undoubtedly crucial in making hiring decisions, they're not the sole factor. Here are some other key considerations that influence the selection process: Cultural Fit. Soft Skills. Potential for Growth. Past Experience. Interview Performance. By considering these factors in addition to technical skills, organizations can make more informed hiring decisions and select candidates who are not only qualified but also a good fit for their team and company culture. References.

Yesterday, we hosted our September webinar with three talent leaders, each with extensive experience across various enterprise organizations, to explore how skills-based recruiting transforms hiring. David Landman, Ph.D., Elin Thomasian, & Elizabeth Tyndell shared so many great insights, but here are a few of our takeaways: ✔️ The world is moving so quickly, so companies can no longer rely on their traditional job descriptions and have to get really creative in thinking about what skills they need to hire for and what skills they need to develop. ✔️ One of the biggest questions teams have in regards to skills-based recruiting is how to even get started. The panelists recommend starting with a pilot, developing that strategy, and expanding it as it’s catching on. ✔️ Creating a consistent interview process for every candidate ties really well into skills-based hiring as structured interviews are highly reliable for predicting job success. While many teams do have a structured interview process, they simply don’t have the technology to aid their efforts. Huge thanks to David, Elin, & Elizabeth for joining us! If interested, you can take a look at the full recording and our recap blog at https://buff.ly/3zs3s1c. #SkillsBasedRecruiting #TAWebinar #TalentAcquisition #SkillsHiring

The candidate experience is as much a responsibility to the hiring manager as it is to the recruiter. I have had hiring managers personally call me to give feedback on my candidates, because they know it's important to their job search. And I have had hiring managers I chased who provided zero feedback:( What a sh*tty feeling for a candidate who has had several interviews with an organization to receive zero feedback. How can they tailor their interviewing skills without constructive feedback to secure an opportunity? If they are not the right fit for your company, at least be a decent human and give them feedback 🤷♀️ Those few minutes can make a significant impact on someone's life. Nancy PS- We are talking about all hits and misses on the interview process today on Talent Talk; link below in the comments 👇

I recently reflected on the challenges of the hiring process after a recent experience. When I hired someone a few months back, the Talent Acquisition team emphasized the importance of moving quickly to secure our desired candidate. Today, I see how lengthy response times and extensive interview rounds can hinder this process. Candidates might not wait around if they receive another offer, potentially causing companies to miss out on top talent. Timeliness in hiring decisions can make all the difference. Food for thought.