Quay Recruitment Group Ltd’s Post

Give. People. Feedback. I speak to a lot of candidates who say they went through an interview process, weren't selected, and weren't given any feedback. Before people start with the whole "It is too time consuming to sit and give detailed individual feedback" - think about how time consuming it will be to hire when word gets out that your interview process sucks. If someone has taken time to interview with you - they deserve feedback. It is as simple as that. They spent time in the background preparing - researching - attending. So equally, you should spend time giving them honest and genuine feedback. Comment below how you think organisations can improve their feedback process. #hiring #feedback #interviewprocess #interviews

Do you prep for interview? I'm not just talking about reading their website and job description - I'm talking REALLY prep for the interview? Well here's a top tip - simple, yet effective. Pretend you're the line manager recruiting for the role. How are you approaching the interview? What are you asking the candidate? What're the most important parts of the brief? How would you assess behavioural alignment? Technical knowledge? Yes, lot's of questions and employer context/nuances missing but we're already well on the road to you being much better prepared than you were 30 seconds ago, just by getting you to think about the art of interviewing and not just surface level prep we're shifting through the gears. The best recruiters out there will insist on detailed prep calls to work on this. The best candidates do it whether a recruiter is involved or not. Interviews are a unique environment, so taking time to really think about what you're in for will pay dividends.

Is your company’s interview process hurting your bottom line? If you make candidates go through a million interviews, drag out the process and give 💩 feedback, guess what? They’ll talk. To their friends, their family, their coworkers etc. Don’t make your life harder than it needs to be. Do the basics well: ✅ Make the interview process clear and succinct. Tell candidates what to expect and please don’t drag it out. Don’t grill candidates in interviews either. Make interviewing with your company a pleasant experience. ✅ Get clear about what kind of candidate you actually want. Don’t change goalposts at the last minute. ✅ Feedback, feedback, feedback. Give it at every stage of the process and don’t wait weeks to do so. It’s the little things that really add up. #interviewadvice #hiring #newroles

Interview success hinges on gathering feedback and understanding what it means. Feedback can come in real-time during the interview, from the hiring manager afterward, from a third party like a recruiter, or even throughout your career from peers. Feedback is essential for improving your skills to secure successful interviews and being offered the job you want. Even experienced, well-educated professionals sometimes miss the mark because they weren't dynamic in their interview process. Active listening and your communication style play crucial roles. Feedback might sting, but it's invaluable for growth. When is the last time you asked for feedback? #Feedback #InterviewAdvice #CareerAdvice

Creating a great interview process is actually quite simple…. If I was the candidate, how would I want to be treated? How many stages are reasonable for a solid interview process? How quickly do I get feedback? Do I need to chase updates? How long is the process going to last? Do I get honest feedback? Have they taken the time to get know me and understand what I am looking for in my next move? It’s easy to forget what it feels like to be a candidate but let’s be honest it can be stressful, time-consuming and very challenging and in order to attract the very best talent you need to offer a great candidate exp. NO TECH NEEDED NO HUGE BUDGETS JUST GOOD VALUES AND ORGANISATION.

"How did they think the interview went Tom?...Do they have any feedback for me?" - One of my clients says this to me every time I ask for feedback about a candidate (post-interview). I 💙 this. Here's WHY 👇🏻 ✅Aside from it being my client, it shows his future reports that he's open to feedback, even before they've started ✅The manager is conveying a want to improve ✅The manager wants to refine their interview process and make it more efficient / provide a better experience for prospective candidates ✅If I feedback a criticism or some negativity, it opens up a deeper level of conversation around WHY certain questions are being asked. Arguably giving me a better understanding of the requirement and type of person that the manager wants to HIRE = Quicker placement = Both parties happier 🙂 I find this approach refreshing and a pathway to a better recruitment process 👏🏻 #Recruitmentprocess #interviews #feedback

Fellow HR Leaders/Recruiters: Authenticity, genuine, humility. That's how I like to show up when conducting an interview. I want our candidates to know what it's like working here; the good, the bad, and the ugly because they're interviewing me and the company just as much as I'm interviewing them. It's a disservice to the candidate to sugar coat the environment and what struggles, if any, the company is going through. It's equally as important though, to show off how awesome of a company, in my case, Unlimited Tech Solutions, is to work at. At the end of the day, we just want to do really cool, interesting work, with really good people. How are you conducting your interviews? Are you asking general questions to check off the boxes or are you sharing real-time experiences and challenges with your candidates that makes the conversation more engaging? I empower you to think about this before your next interview. #authenticity #interviews #goodworkwithgoodpeople

Are you planning on hiring soon? Do you plan your interview questions out in advance, or do you do a last minute Google 🌐 to find some questions to ask, minutes before the candidate arrives? Or do you simply talk through the CV? For me, the key to a good discussion at interview is making it as relaxed as you can, so you get to see as much of the real person as possible. I've interviewed alongside hundreds of different leaders over the last 20+ years and the ones that made the best hires were the ones who were great at putting the candidate at ease, rather than exerting their authority (cringe) and making them clam up. Remember, you want to see the real person and what they're actually like to work with, not a pretend version that they think you're looking for. So, whatever questions you ask, remember this is an opportunity to not only do all the digging into their technical capability, but to make sure they fit your team culture as well. Oh and it's also very much about helping the candidate to see why your business is the place for them - so remember to be yourself at interview too 🤩

Are you planning on hiring soon? Do you plan your interview questions out in advance, or do you do a last minute Google 🌐 to find some questions to ask, minutes before the candidate arrives? Or do you simply talk through the CV? For me, the key to a good discussion at interview is making it as relaxed as you can, so you get to see as much of the real person as possible. I've interviewed alongside hundreds of different leaders over the last 20+ years and the ones that made the best hires were the ones who were great at putting the candidate at ease, rather than exerting their authority (cringe) and making them clam up. Remember, you want to see the real person and what they're actually like to work with, not a pretend version that they think you're looking for. So, whatever questions you ask, remember this is an opportunity to not only do all the digging into their technical capability, but to make sure they fit your team culture as well. Oh and it's also very much about helping the candidate to see why your business is the place for them - so remember to be yourself at interview too 🤩