Greater Talent Group’s Post

𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐞𝐬 𝐭𝐨 𝐑𝐞𝐝𝐮𝐜𝐞 𝐓𝐢𝐦𝐞-𝐭𝐨-𝐇𝐢𝐫𝐞 𝐢𝐧 𝐓𝐞𝐜𝐡 𝐂𝐨𝐦𝐩𝐚𝐧𝐢𝐞𝐬 🚀 As we navigate the fast-paced world of tech, the speed at which we hire not only determines how quickly we innovate but also impacts our bottom line. Did you know that the average time-to-hire in the tech industry hovers around 50 days? That’s a long time in a market where every day counts! Here are some effective strategies I’ve used to significantly cut down on hiring timelines: 1. Streamline Your Screening Process: Utilize automated screening tools to filter candidates based on essential criteria. This reduces hours of manual sorting and ensures you only spend time on candidates who meet the technical and cultural benchmarks. 2. Leverage Employee Referrals: Implementing a robust referral program can reduce hiring times by up to 40%. Employees often refer candidates who not only fit the role technically but are also likely to gel with the company culture, speeding up the interview process. 3. Focus on Employer Branding: Companies with strong employer brands attract candidates faster. By clearly communicating your values, culture, and benefits, you can increase the number of applicants and reduce the need to headhunt or persuade passive candidates. 4. Implement Structured Interviews: Structured interviews, where each candidate is asked the same set of questions, have been shown to make the interview process 30% faster. This approach not only speeds up the interview process but also helps in fair and consistent candidate evaluation. 5. Use Flexible Interview Schedules: Offering flexible interviewing times, including after-hours options, can reduce the time it takes for candidates to engage with your hiring process, especially the passive ones who might be currently employed and less available during standard work hours. How does your company tackle the challenge of lengthy hiring processes? ----------------------------------- Contact me to learn how we can work together to enhance your recruitment process and significantly reduce your time-to-hire! #TechRecruiting #HiringStrategies #HumanResources #TalentAcquisition #RecruitmentTips

Behind the scenes - "My life as a recruiter" - In the realm of recruitment, every day is an adventure, a journey filled with twists and turns as I navigate the intricate world of talent acquisition. Come, let me take you behind the scenes and unveil the story of my life as a recruiter as It’s been long since we catched up so here I am today with one such story that might be a reflection to most of the recruiter’s lives. - Every day in the world of recruitment is an adventure, a mix of challenges and successes that keep me on my toes. The day kicks off with me diving into discussions with hiring managers, understanding their needs, preferences, and what they're looking for in potential candidates. These conversations set the stage for the tasks ahead. - Next comes crafting detailed profiles of the ideal candidates. From outlining qualifications, experiences, and personal attributes, creating a roadmap for the search process begins. - Once profiles are ready, I upload them to our internal platform, ensuring the whole team is on the same page. - Then comes the avalanche of CVs that are meticulously reviewed one by one, paying close attention to details like names, preferred roles, and experience, assessing if they match our clients' needs. - With promising candidates identified, I schedule interviews, coordinating with both parties to find suitable times as Clear communication is key to keeping things running smoothly. - After interviews, I gather feedback from both sides, facilitating follow-ups to move the process forward. Efficiency is crucial in closing leads quickly. - In between tasks, I take moments to reflect on my journey as a recruiter. I write about my experiences and strategies, learning from past successes and failures and keep working on the betterment that I could possibly make. - Beyond the daily grind, I make personal connections with clients and candidates, whether it's a thank-you note or career advice. These touches strengthen relationships and make the process more human for I believe that human touch must not be lost as AI anyway is invading every sphere of our lives. - Towards the end as the day winds down, I find satisfaction in knowing I've helped shape the futures of both candidates and clients. Each day brings new challenges, but also new opportunities for growth and success. And that's what keeps me coming back, day after day, to the world of recruitment. #behindthescenes #behindthescene #recruiterslife #recruitersday #recruitment #recruitmentindustry #behind #behindthelens #behindscenes #recruiter #recruiterslife #recruiterjobs #recruiterlife #careergoals #recruitment #humanresources #workculture #staffing #jobsearching #companyculture #bts

The most optimal Recruitment Process for fast-growing Scale-Ups is: 🔍 Sourcing: Build a candidate pipeline until you've 'covered the market' and start with what we call the "Universal Search String" => "Job Title" + "Location" + ("Target Company" OR "Industry") 📞 Pre-Screening: Recruiters should do 2 pre-screens. The 1st is to qualify motivation & situation but mainly to sell the opportunity, Scale-Up, team, etc. The 2nd Pre-Screen is to answer questions and qualify suitability. 🤝 Interviewing: For most IC (Individual contributor) roles, a well constructed 2-3 stage interview process is perfect. The 1st and final interview should ALWAYS include the Hiring Manager. For leadership or senior roles, you can add 1-2 interviews which include a PANEL interview. Here's some best practices to ensure positive candidate experience: - Feedback within 48 hours at every stage. - Treat Interviews as 2-way and appreciate every candidate's time. - "Under 5 Days" - try and keep each stage within 5 days of each other. A TTF under 5 weeks is below average (Time kills deals). 💍Pre-Close before Offer: This is arguably the most important step and internal recruiters without an agency background DO NOT do this (from personal experience) 💼 Offer & References 👍 #scaleup #recruitment

Hiring Managers / Companies who hire tech talent within FinTech/FS, your interview process/offer management process has a >50% impact on whether the candidate you want to hire accepts your offer. Offers being unaccepted is very frequently stated as the biggest pain point for internal TA teams (alongside key info changing at the last minute) Ditto slow, laborious, nonsensical processes do you massive reputational damage with candidates who you will likely want to engage with again in the future. So how should your process be structured? - Pick one (trusted/long-term) agency partner to work on the role and communicate extensively with them. Answer their questions. If they have it solo they will be more motivated to fill it, not less. If they don't make sufficient progress in a week, give it to somebody else. Multiple agencies will hit the same candidates about your role again and again, and it severely devalues your brand and the opportunity in the candidates' eyes - Don't drag it out. In recruitment we say 'time kills deals' - because it is true. - Keep pace with the market - if the candidate you like is being rapidly progressed through a process with a reputable competitor, it is on you to speed up, not them to slow down - Don't schedule multiple rounds to ask the same questions - nothing annoys (especially developers) more than spending multiple sessions answering the same stuff. You guys need to communicate feedback internally - Have a plan - set out the things you need to test at the beginning of the process. Assign those things to the different interviewers in the various stages. Make sure each covers different topics, so that by the end, all topics are covered. Plus the candidate will feel that each 'round' was worth something - Don't lowball. If a candidate was sent at X salary expectation, evaluate them against that expectation, and if they bring the skills, then pay them the money Make it structured, make it fast, pay people what their skills are worth to you and your org. SIMPLES. #recruitment #fintech #techrecruitment #interviewing #interviewprocess #hiring

Is your company looking to hire top talent? Here are some ways to guarantee you get the best talent out there... 1) Have a lengthy interview process comprised of 4+ interviews spanning 2 months 2) Only communicate and give feedback to the candidate when it's convenient for you 3) Offer well below what the candidate needs to see (even though you know where they are looking to be) 4) Have a lackluster benefits and incentives package 5) Don't allow any flexibility when it comes to working from home. 5 days a week in the office minimum Yes, this is meant to be a joke, but there are companies out there that actually operate like this. You're not going to attract, and certainly won't retain, A+ talent if you have a C- offering.

No better way to start the day!!! This post is a shout-out to all of the job seekers out there. If you ask anyone in recruitment there’s been a shift in appetite in the recent months. My prediction is that, unlike the post Covid boom, the recovery in the market is going to be a slow and gradual one. I always tend to look at consultancies as a base line for the state of the market, and the majority I speak to are / getting ready to ramp up recruitment. Finding a job can be a full time job - remember to look after yourself, take regular breaks and keep going - You never know what that next conversation will bring! Best of luck to all of those interviewing today G.Digital | G&T (girls and tech!)

Recruiting talent can be tasking and daunting. Here are five tips to make the recruitment process easier: 1. Define Clear Job Requirements: Start by clearly defining the skills, qualifications, and experience required for the position; this will help you attract candidates who are fit for the role. 2. Utilize Multiple Channels: Cast a wide net using various recruitment channels such as job boards, social media, professional networks, and employee referrals - this increases your chances of reaching a diverse pool of qualified candidates. 3. Streamline the Application Process: Make it easy for candidates to apply by streamlining the application process. Use user-friendly application forms and provide clear instructions. A cumbersome application process can deter qualified candidates from applying. 4. Conduct Thorough Interviews: Take the time to conduct thorough interviews to assess candidates' skills, experience, and cultural fit. Utilize behavioral and situational questions to gauge candidates' abilities and potential contributions to the team. 5. Highlight Company Culture and Benefits: Showcase your company culture, values, and benefits during recruitment procedures. Candidates are not only looking for a job but also for an organization where they can thrive and grow. Highlighting your company's unique culture and perks can attract top talent who align with your values. By implementing these tips, you can stream top talent to your organization. Let us know in the comments if you found these tips useful!👇 #recruitmenttips #Radiksez #talentsupport #hiringprocess #startups

🔍 Hiring the right fit for your team? It's all in the questions you ask! Dive into our new guide where we reveal 6️⃣ must-ask interview questions that uncover a candidate's true potential. Don't miss out on the secret sauce to a winning team! 🌟 - Looking to hire Tech talents, contact us @ www.jbhired.com - #recruitment #jbhired #hiring #digitaltransformation #hr #talent #talentacquisitiontailored #techtalent #recruitmenttips #hiringstrategies #apac #mena #recruitmentapac #recruitmentmena #recruitmentsuccess #hiringtips #operationalexcellence #techleadership #businessgrowth #jbhiredexperts

I am regularly looking to speak with 'PASSIVE' candidates. What do we mean by 'PASSIVE' candidates? 👉 The candidates who are happy in their current roles. 👉 The candidates that are super important to their current employers. 👉 The candidates who are highly respected and regarded within their existing teams. 👉 The candidates who would only change jobs for 10/10 boxes being ticked. WHY IS THIS BETTER FOR EVERYONE INVOLVED? Firstly, these folks are brilliant to work with. They have a wealth of knowledge and can you give great insights into leading businesses. If they do decide to go forward with a new job opportunity, you can guarantee they've given it a great deal of thought and will usually be loyal to that recruitment process. This reduces set backs for clients and improves the interview journey. For them, a change of role is no small decision and they're doing so because they've ticked all of their own important boxes. This leads to happy employers who are meeting with people at interviews who are genuinely interested in their business and job opportunity. People who are not attending multiple other interviews or applying for lots of other jobs. Yes, it may take longer to find that right role for 'inactive' candidates, but all the more joy when you do find that perfect role for them, and all parties are happy! Get in touch with our team if you'd like to hear more about any of our 'PASSIVE' candidates! #recruitment #longgame

🏖 Summer is here 😎 ; in most companies, it means empty seats and slower processes. It is certainly needed for most and rewards hard work. But if you are building a team or struggling to replace these two key people who resigned shortly before summer, timing matters ⏰ Would it not be great to have a shortlist of great candidates to interview when you come back ? We are here to help 🆘 😊