Kraig Docherty’s Post

When evaluating your current hiring process for consistency, you should focus on three stages: before the interview, the interview, and post-interview discussions. Keep reading to learn what specific actions you should take during these stages to increase your consistency and your chances of making the right hire the first time. https://lnkd.in/esP4tFyq

When evaluating your current hiring process for consistency, you should focus on three stages: before the interview, the interview, and post-interview discussions. Keep reading to learn what specific actions you should take during these stages to increase your consistency and your chances of making the right hire the first time. https://lnkd.in/esP4tFyq

Hiring: A Better Approach, Part II. Let’s examine the interview phase and ways to help you hire the very best candidate for the job, the team, and your organization. https://lnkd.in/g6yvpqN4

When it comes to interviewing, whether it’s for a junior position or a leadership role, the questions you ask matter. Check out these five types of interview questions that could help you spot the right hire. #InterviewInsights #HiringInsights #CareerGrowth

Attention all HR professionals! Here's a quick tip for your next interview. When asking a two-part question, make sure to break it down for the candidate. This can help ease their nerves and allow them to provide a more thoughtful response. For example, ask the first part of the question to allow them to think of a specific experience quickly. Then, follow up with the second part to allow them to confidently explain how they approached and solved the challenge. Remember, a little consideration can go a long way in getting the best out of your candidates. #HRtips #interviewingtips #jobinterviews

Stepping into the pivotal second stage of interviews in the financial and professional services realm? 🚀 Gain the edge with our expert guide! In this comprehensive article, we lay the groundwork for what to expect and arm you with powerful questions to pose to hiring managers and key stakeholders: https://lnkd.in/g8s5ERaR Elevate your interview game and propel your career forward with insights tailored to the dynamic world of financial and professional services 💫 #interviewtips #financialservices #professionalservices #careergrowth

Decisions don't HAVE to be made or communicated during an interview...I'd rather you didn't. Let me clarify. I work with some excellent clients who have great interviewers. If they realize during an interview that a candidate isn't suitable, they'll spend the rest of the meeting explaining why and suggesting ways to help them improve their techniques. This is recruiting gold. However, I had conversations with three candidates last week. They'd all applied for different roles and excitedly told me they had good interviews, built rapport, and were progressing to 2nd or 3rd rounds respectively. Two were told who they'd meet next, and the third stated a call was being scheduled with the global COO. As these were not my clients, I hoped to hear updates within the week [insert crickets]. Despite the candidates following up with each company/hiring manager, not one received a callback or an email with feedback on the roles' status. You're messing with people when they are often at their most vulnerable. It's OK to say you'll get back to a candidate (or their Recruiter) after reviewing your notes/ gathering your thoughts. If there's any doubt, don't feel compelled to give more than a high-level view of your recruitment process. And, if, after the event there's a change in circumstances or requirements own up and just let the candidate know. Being accountable speaks volumes about your company's values and culture. Sticking your head in the sand and hoping they'll go away can only do untold damage to your reputation.

The easiest way to improve your hiring process? Streamline it. Too often, I see companies—especially in construction—without a clear interview strategy. No thought on what the process looks like, who's involved, or what each stage should accomplish. Here’s the deal: the first interview might check technical skills, but what’s next? If the second round is just more people asking the same questions, it looks disorganized—and candidates notice. Remember, they’re evaluating you as much as you’re evaluating them. Redundancy and lack of direction are the enemies of good interviewing. I hear it all the time: candidates face the same interview four times because the company hasn't nailed down the INTENT behind each stage. Refine. Be concise. Make each interview count. It’s a reflection of who you are as an organization. (Yes.. I will die on this hill.)

Join us as we kick off our 2024 webinar slate with "Improve Your Interview Process in 2024" today at 1 p.m. ET/10 a.m. PT! Interviewing candidates is one of the toughest parts of the recruiting process for hiring managers—50% of respondents said so in our poll. It's also often the longest part of the hiring process (on average, it takes weeks). And we get it—we interview thousands of candidates every week for roles across dozens of industries! So let's help you improve your interview process! What We’ll Cover During this webinar, we’ll cover: ✨How hiring and interviewing have changed ✨Why it’s so important to nail down a solid interview process ✨Our interview framework and how you can lead your interview with strategy and empathy Register to attend! https://lnkd.in/gWUmShhQ

Asking strong and intelligent questions as a candidate in the interview process is paramount to getting the job offer!