Mark Simpson’s Post

Yesterday, we hosted our July webinar with Katrina Kibben. Katrina guided us through some of their tips for aligning TA & Hiring Managers. There were so many valuable takeaways shared in an hour, but we wanted to post a few of the things that stuck with us: ✔️ Solidifying recruiter & Hiring Manager alignment really all starts with holding an intake meeting. In fact, Kat believes that skipping the intake meeting is one of the top reasons time to fill keeps rising in organizations. ✔️ Asking the right questions within an intake meeting is key. One of Kat’s favorite questions is - You wake up, put on your pants, now what? Walk me through a day in the life of the role. ✔️ Kat feels strongly that Hiring Managers shouldn’t write job descriptions. Recruiters must be job post writing experts and they must own job descriptions because they’re the primary artifacts of your recruiting function. You can take a look at the full recording and our recap blog at the link in the comments if you’re interested. #HRWebinar #TalentAcquisition #JobPosts #HiringManagerAlignment

Assess Your Team Before Posting That Job Description It’s tempting to fill open positions on your team as quickly as possible. But to avoid skills gaps, it’s critical to take the time to understand which capabilities will truly add value to the team and organization—both now and in the future. Take these steps to assess your team before you post your next job listing.   Start by aligning your team’s goals with the broader organizational objectives. This helps you anticipate evolving skill requirements and ensures new hires meet both current demands and future growth—and that their skills will actually be put to use.

It's webinar week, and we couldn't be more excited to sit down with Katrina Kibben in just about 48 hours! 🙌 Kat will be guiding us through some of their tips for aligning TA and Hiring Managers - from how to hold an intake meeting to deleting biased requirements from your job postings. Don't miss this live session on Wednesday - and even if you can't attend live, register so you still receive the recording afterward! https://lnkd.in/dxcTdxmu #HRWebinar #TalentAcquisition #JobPosts #HiringManagerAlignment

Just finished the course “Skills-First Interviewing” Check it out: https://lnkd.in/dmQN3s3j #skillbasedorganizations #competencybasedinterviewing.

Discover the Power of Assessment Centres 🔑 In today's competitive market, making the right hiring decisions is critical. That’s where Assessment Centres come in—offering a comprehensive approach to evaluate candidates based on real-world performance, not just resumes or interviews. ✨ With KCG’s Assessment Centres, you can: - Simulate real job scenarios to see how candidates handle the tasks they’ll face. - Assess leadership, teamwork, problem-solving, and decision-making abilities. - Identify the right fit for your company’s culture and long-term goals. - Make data-driven hiring decisions that reduce the risk of costly mis-hires. 🚀 Whether you're looking to hire mid-level managers or senior leaders, our tailored assessment solutions give you the confidence to make smarter hiring choices. Ready to improve your hiring strategy? Explore our full solution here: https://lnkd.in/gDE_e4-D

Three questions hiring managers want you to answer — but won't ask.

Three questions hiring managers want you to answer — but won't ask.

Three questions hiring managers want you to answer — but won't ask.

Interviews are challenging. The next time you interview, make you do the following: • treat the interview like a conversation with trusted colleagues • prepare as best you can • display your ability to take on or learn new things. Once you do, you’ll find more success and less pressure in your interviews.

When your organization is working to fill a mission-critical role, the hiring process is your chance to leave a lasting impression on both your winning candidates and your runners-up. Keep your candidates in-the-know: Every candidate wants to know the details about your hiring process so they can plan and manage their own expectations accordingly. Plan the hiring process accordingly: When interviews are efficient and candidates know when to expect follow ups, they see that you are being respectful of their time and that you’re invested in their candidacy. Scheduling time for feedback, both for the candidate and for your organization, is also important for candidate experience. Candidate experience can make or break an organization. At Charles Aris, we’ve successfully placed people into organizations years after initially connecting because they left with a lasting impression of the hiring process. Read the full article here: https://hubs.la/Q02tYrxs0...