Dover’s Post

Most managers think a larger candidate pipeline will solve their hiring challenges. But the real issue isn’t the size of your pool... The truth is, it’s all about sharpening how you define your hiring needs, assess potential candidates, and conduct effective interviews. If you dread the time-consuming hiring process, it’s time to rethink your approach. Prioritize quality over quantity. You only need to find one great candidate to make one great hire. By refining how you define, assess, and interview candidates, you can create a more targeted, lean, and efficient hiring process. #hiringtips #startup #scaleup #management #interviewtips #hirebetter

We cover this in our workshop but hiring is actually a pretty vulnerable and nervous process for both sides of the interview. We've all felt that anxiety of sitting across from an interviewer wondering if we said the right thing or could have answered a question differently. As a business owner or hiring manager, have you felt stress or worry over finding the "best" or "right person? Here's a secret 🔑: Hiring is NEVER foolproof. You can never truly tell how someone will do until they are in seat. What the experts won't tell you is we build out hiring processes to help you mitigate the risk and maximize your chances of finding Mx. Candidate Right. So how DO you know you've found the right person? 1️⃣ Do they check off all the required boxes of your job (either in transferrable skills or direct experience) on their resume? 2️⃣ When they are interviewing with you, have they successfully discussed relevant examples that help you understand their approach to the work? 3️⃣ Do you feel a sense that they're aligned to your company mission? This is becoming more and more important to candidates from their perspective. 4️⃣ After you've interviewed them... are YOU excited at the prospect of bringing them on? There might not be a perfect candidate but the right ones usually leave you energized around their potential impact. Did I miss anything? Feel free to share how you know or an example of when you've known you were talking to the right person in the comments #Hiring #TalentAcquisition #SearchForTheRightCandidate #AlgoMasHRTips

There's a right and a wrong way for companies to require multiple rounds of interviews. Sometimes, I actually think five or more rounds of interviews are okay. There are companies out there that genuinely care about every person on their team, and they want them to be part of the hiring process to make sure the new hire blends well with the organization. I can absolutely respect that; it's admirable. What I can't get behind is when those 5+ rounds take months to complete, and on top of that, getting feedback from the hiring manager is like pulling teeth. Timing is everything, but lost time is never found again. Great talent won't wait around forever. Companies that are hiring, don't let time kill your deals.

Speed matters - in hiring, it's everything! 🚀 A snappy interview process is not a nice-to-have, it's a MUST to win the race for talent. Here's the why and how: 👉 Speed Signals Value A quick interview timeline shows you're efficient and value candidates' time - exactly the traits top talent is attracted to. It speaks volumes about the pace and ethos of your organization. 👉 Win the Talent Race Top candidates have options - lots of them. A rapid process could be the edge you need to secure your top pick before they're snapped up elsewhere. 👉 Cost-saving Efficiency Long hiring processes drain resources and slow down productivity. Speed it up, cut the costs, and keep your team at peak performance. 👉 Keep the Excitement Alive A streamlined process maintains candidate interest. A drawn-out timeline can spell a loss of enthusiasm - or worse, a loss of trust in your company's ability to make swift decisions. A speedy hire doesn't mean a hasty decision. It's about being quick yet meticulous, ensuring you still get that perfect match for your team. Has a rapid hiring approach worked wonders for you? Join the conversation! ⏱️ #HiringStrategy #RecruitmentSpeed #TalentAcquisition

I hate to let all founders down, but nobody comes onto the market looking to work for your company. (At least 99.9% of the time) I have spoken to hundreds of founders during my recruitment career and nobody is ever as passionate about the business as a founder themselves. However, you have to understand that in some aspects, there are thousands of founders each year often looking for the same people. Yes its true, candidates can do there research on the business beforehand but during an interview process you are responsible for convincing them to join. I have always stated nobody sells the vision of the business, better than the founder so its crucial you use this to your advantage. If you don't do the above, you will never attract the best talent to your business. Obviously their are so many things that companies need to do to ensure they are building brilliant teams, but this is something I find is often overlooked.

It has been known that some companies unintentionally solve their recruitment problems inversely – which is the most time-consuming way to do so. This is when the hiring company changes the requirements of the role after they’ve interviewed. Instead of determining what they need then recruiting that person, they tried to recruit a person and discovered what they need – based on the interviews. Sometimes it’s unavoidable, especially in start-ups, as the needs of the company can change quickly. Other times, it’s simply a lack of preparation and/or research. A company I work alongside recently came to me with a requirement, the conclusion of the discussion was that this person doesn’t exist. It was the job of at least 2 people. I wonder how they would’ve found this out on their own – and how long it would’ve taken…. #hiring #recruitmenttips #quantumcomputing

One of my peers was scheduled for an initial interview for an executive sales role yesterday, but the company's HR team canceled it in the morning. I'm baffled as to why they would cancel on the day of the interview. They informed him they were in the process of presenting an offer to another candidate, yet they were still scheduling appointments for initial first-round interviews. The VP of Sales candidate had dedicated a significant amount of time preparing for this interview, as one should. To be informed at the last minute that they are "going another direction" and "making an offer to another candidate" is disappointing and frustrating. It's evident that there are issues with the hiring process that need to be addressed, as it's neither productive nor effective for the candidate or the company. #hiring #startups #recruitment #findgoodpeople

"I'm actually shocked at how many times people don't do their homework," Schwager tells CNBC Make It. "Here's something very basic that I'm seeing candidates missing right now, which is [understanding]: What does the company that you're interviewing for do?" 👉 https://lnkd.in/dsMSYAzW . . . #JobInterviewTips #CareerAdvice #JobSearch #InterviewPreparation #HiringTips #CareerDevelopment #JobSeekers #ProfessionalGrowth #ResumeTips #InterviewSuccess #CareerCoaching #CompanyResearch #JobHunting #WorkplaceWisdom #CareerSuccess

What doesn’t get talked about enough in tech interviews? The one tactic that I absolutely can’t stand is cutting off an interview early because the candidate ‘lacks ability.’ Think about it. You’ve asked someone to clear their schedule, maybe take time off work, and show up with their best. And then you decide halfway through, “Nah, they’re not it.” So you cut it short. Why do I hate this so much? Simple. It’s a shortcut that tells me a company doesn’t value the human on the other side of the table. Here’s how I handled this situation when I was the one giving the interview: I knew from the start that the candidate wasn’t hitting all the marks. But instead of cutting it short, I used the time to coach, give feedback, and highlight what could be improved for next time. Not only did it help the candidate leave with something valuable, but it also showed them that we’re not just here to judge—we’re here to build relationships and give back. So, tech companies, let’s stop pretending that cutting off interviews is some kind of efficiency hack. Show up, respect people’s time, and use the opportunity to leave candidates better than you found them—whether you hire them or not. That’s the kind of culture people want to work with. Enjoyed this post? 👍 Like | ✍️ Comment | 🔁 Repost | 🔔 Hit the bell so you never miss out on new insights! #TechHiring #RespectCandidates #InterviewTips #CompanyCulture #Leadership

Company: We're interested in your candidate, please give us their availability for an interview. Me: Great, they are available all week from 9-11am and 2-4pm. Company: ...Crickets... Companies still don't seem to understand the importance of moving quickly through the interview process. The longer you wait and drag your feet the easy it is for a candidate to start interviewing somewhere else and falling in love with a new place that moves quicker. This situation happens in every kind of market. Some companies believe that in markets like this one where there a lot of candidates looking for work, that they can hold out for the perfect candidate. I hate to break it to you companies, but there isn't a perfect candidate out there and it also doesn't mean that there are a lot of the type of candidates that you're looking for. I implore companies to interview as soon as you find a good candidate and then move them through the process quickly. If they meet most of the requirements and everyone likes them, then just hire them and take a chance that they will be a good hire. Sometimes people don't work out and you can always just let them go and find someone new. I believe in you companies and I believe that you can do better with your interview process and not lose out on some amazing talent that is out there. -Steve the "No Secrets" Recruiter #interviewprocess #missingoutontalent #nosecrets