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💬 I've spent most of the last month interviewing early-career tech folks. 🎤 I've interviewed hundreds of people for a broad range of tech roles over the past few years. Every interview is different, but along the way I've noticed some quirks that are worth highlighting. Next week, I'll be sharing tips to help you stand out for any role based on my experience in those interviews. Look out for a new tip each day of the week. Most importantly: I promise this little series won't end in a "here's my substack" or "schedule a meeting to learn more" link. 😅
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In this fast-paced activity, you'll be thrown into an interview scenario. But before you charm the hiring manager, you'll need to do some intel gathering. We'll give you a company name and the position you're interviewing for. Then, it's time to hit the research button! Your mission: uncover the company's top 5 pain points. Think you can solve them? Let's find out! The clock starts now! #CareerCoachTwins
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Empowering your success. Lead with confidence and impact and unlock the potential of your team | Coaching | Leadership & Team Development | Psychometrics | Talent Analytics | NLP | E Learning | Change
According to Lou Adler, when it comes to hiring, there are only 4 types of people in this world…and ideally, it’s the fourth that you want to fill your organisation with. Read on to see who the four types are and how you can leverage interviews to get the right ones every time… https://lnkd.in/eMyUba9z
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Navigating your career as a person who stutters can be challenging. This Full Disclosure video series from National Stuttering Association offers some helpful career advice from Carl Coffey, a person who stutters, following a corporate layoff. Learn how he successfully handled disclosing his stutter, the job search, interviews, and more: https://bit.ly/4cUj0JA #CareerAdvice #StutteringSupport #CareerSuccess
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Producer || Dedicated Engagement/Project Manager || Certified Scrum Master || Looking for full-time positions in the Video Game and Tech industry
Recruiters and hiring managers in the gaming industry, I'm curious: What are some instant deal-breakers you've encountered during interviews? What's one thing that immediately disqualifies a candidate in your eyes? We all strive to make a positive impression, but sometimes mistakes happen. I want today's post to focus on what potential candidates should *AVOID* doing once they land an interview.
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🗯️ ASK US ANYTHING – Have questions about our upcoming programs and events? We've got an AMA coming up tomorrow at 12p ET, 01.12 Friday. Add it to your calendar: the20.co/ama Ask us anything! Like... What are 2.0 Accelerators? What can we expect? What is Collective Drive? What does the lineup look like? What resources do you have to help me put words to what I want to do next? What should I do if my recruiter is ghosting me after the final interview? How can I find the time to apply if my current job is so exhausting?
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Yes, we all know the job market is in flux. But what does that mean in practice? What specifically are hiring managers looking for in their next executive hire? Want to know how to show up to your next interview in order to be the obvious choice? Click here to listen to our replay episode: https://lnkd.in/gpE5WNNS
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dear hiring team — we've had enough and we're coming for you. ...with questions so sharp you'll have to hire us on the spot. so what are your favorite questions for interviewers? comment below. going into interviews with a good list of questions can turn around the power dynamic. here's one of mine for a hiring manger: "Are you looking for someone to pick up and deliver on already-defined projects, or do you want someone who can get in there and see what needs to be done?"
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Is Your In-House Recruiting Overly Complicated Like Mine? Hey fellow recruiters! 🤔 I'm reaching out because I'm curious about something that feels super prevalent in *in-house recruiting* these days. At my company, we've got this intricate hiring process that honestly feels like overkill. Multiple assessments? Check. References? Check. Three or more interviews? Absolutely. And don’t get me started on the 100+ metrics we’re measuring—I mean, is this what... Source: https://lnkd.in/gUHYsNsD #mymetric360
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If your company does 3 or more rounds of interviews for individual level contributors, you should think about hiring people on contract and converting them once you know they're the right fit. There are many benefits, but the main one being you can get someone started in as soon as a week. That way before you commit to a long-term relationship you can see how they fit in with your current team, how they handle themselves in the lab, and you can also gauge how much they like working for you as well. If you think bringing on people contract to hire could benefit your lab, give us a shout and we can walk you through the process!
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