Leeds Professional Resources’ Post

Is an application form the first stage of your recruitment process? Asking candidates to complete an application form first can mean you’ll receive less interest as they take time to complete, possibly getting pushed to the ‘do when I have more time’ pile! Have you considered adding in other more engaging stages before you ask candidates to complete a formal application form? Here are some that you could add into your recruitment process to increase application rates: 🔎 Setting two or three free-form initial screening questions that ask the candidate why they’re interested in the role and asking them to outline their relevant skills/experiences. 🔎 Issuing a test that is linked to one of the skills required for the role such as Excel or Attention to Detail. 🔎 Running an open day or drop in event where you can invite candidates in to learn more about the role and the working environment. 🔎 Scheduling an initial chat for 5-10 minutes to ask the candidate questions to supplement their initial application. If you’re thinking about recruiting and would like some support, please get in touch! #sheffieldjobs #interviews #recruitmenttips

🛠️ Reference checks are a great opportunity to gain a well-rounded view of a candidate’s qualifications, especially for those who may be more reserved during interviews. To make informed hiring decisions, follow these best practices: 💬Talk to the Right People: Ask candidates for their former managers' contact details, not just a list of references. This can provide more honest insights into their performance. ❔ 14 Key Questions: From understanding job roles to gauging professional development, ask targeted questions that reveal truly useful information. Check out the article for the full list of questions... https://lnkd.in/gmtpN5rY #Hiring #Recruitment #ReferenceChecks #BestPractices #HR #TalentAcquisition Healthcare Professionals Group

When it comes to reference checks and reference checking questions, people either love them or hate them. On the one hand, you have those who view reference checking as a means of uncovering the candidate's abilities. It can be a tool to find out work history and even personality traits in some cases. On the other hand, some believe it to be not worth the time. Reference checks can feel like a waste of time when there is no proper structure or procedure in place. A lot of the time, you will end up with a list of references from the candidates who turn out to be their friends or other personal references. As expected, they will of course advocate for how great the candidate is. #BackgroundCheck #EmploymentScreening #ReferenceChecking

Check out the latest @pdxmindshare mention on @BizJournalTrust: 17 ‘offbeat,’ but revealing, questions for job candidates https://ow.ly/9hLG50Sx5G9 #interviewquestions #interviewtips #HRadvice #recruitingtips

Check out the latest @pdxmindshare mention on @BizJournalTrust: 17 ‘offbeat,’ but revealing, questions for job candidates https://ow.ly/qWQw50Sx5Bc #interviewquestions #interviewtips #HRadvice #recruitingtips

Want to find out real answers about your candidates? Try asking some of these questions.

Check out the latest @pdxmindshare mention on @BizJournalTrust: 17 ‘offbeat,’ but revealing, questions for job candidates https://ow.ly/M00w50SG7W1 #interviewquestions #interviewtips #HRadvice #recruitingtips

Crack These 3 Trickiest Interview Questions Next Time! Here's a template and guide😇 1. 𝐖𝐡𝐚𝐭 𝐚𝐫𝐞 𝐲𝐨𝐮𝐫 5-𝐲𝐞𝐚𝐫 𝐩𝐥𝐚𝐧𝐬? Demonstrate ambition yet realism. "In five years, I see myself advancing within your organization, having contributed to significant projects and developed my skills in [specific area]. My goal is to grow with the company, taking on new challenges and stepping into leadership roles as I progress." Key: Tailor this to the company's growth trajectory and the role you're applying for. 2. 𝐇𝐨𝐰 𝐰𝐨𝐮𝐥𝐝 𝐲𝐨𝐮 𝐫𝐞𝐬𝐨𝐥𝐯𝐞 𝐚 𝐜𝐨𝐧𝐟𝐥𝐢𝐜𝐭 𝐰𝐢𝐭𝐡 𝐚 𝐦𝐚𝐧𝐚𝐠𝐞𝐫? Emphasize respect, communication, and problem-solving. "I believe in addressing conflicts directly but respectfully. If an issue arose, I'd request a private meeting to discuss the concern openly and calmly, aiming to understand their perspective and work together to find a mutually agreeable solution." Show that you value collaboration and harmony in the workplace. 3. 𝐖𝐡𝐚𝐭 𝐚𝐫𝐞 𝐲𝐨𝐮𝐫 𝐬𝐚𝐥𝐚𝐫𝐲 𝐞𝐱𝐩𝐞𝐜𝐭𝐚𝐭𝐢𝐨𝐧𝐬? Be informed and honest. "I've researched the industry standards for this role in our region, considering my experience and skills. While I'm certainly looking for competitive compensation, I'm also interested in the overall benefits package and opportunities for growth and development. Could you share more about what's offered?" It signals you've done your homework and are open to discussion, valuing the role beyond just the paycheck. 🎯 What other questions would you like to add? PS: Structure your answers thoughtfully to convey your qualifications, fit, professionalism, and foresight for the role. PPS: For more actionable tips, information, and insights about recruitment, hiring great talent, and agency life, follow me ➡️ Dinesh Agarwal right away. If you are looking at revamping your hiring strategy or creating a completely new talent pool, let's connect over a DM🫱🏻🫲🏽

What's the simplest way to improve candidate experience? Show up on time. Seems obvious... but data from 150K BrightHire interviews shows only 64% of interviews start within two mins of the scheduled time. 🤦♂️ Ok, but do two minutes really matter? Yup: a candidate is 28% more likely to withdraw following their first interview if one of their interviewers shows up late. I recently partnered with TA leaders like Erin Scruggs, Hannah Barfield Spellmeyer, and Tracy St.Dic to map out their approach to delivering exceptional candidate care. Here are a few things they recommended: 1. Ensure candidates benefit from the interview experience even if they don’t get the role 2. Empower recruiters to build relationships with candidates, helping with interview prep and sharing feedback at every step 3. Provide candidates with concrete feedback on why they were or weren’t a fit for the role But if you have to start somewhere... just show up on time, ok?

Check out the latest @pdxmindshare mention on @BizJournalTrust: 17 ‘offbeat,’ but revealing, questions for job candidates https://ow.ly/lsSh50SB5y8 #interviewquestions #interviewtips #HRadvice #recruitingtips