Recruiter Insider’s Post

Some good advice here. As a candidate, always be ready to advocate for yourself and find out as much information as you can about a role. Employers can always tell if you've done your homework, and this is just one way to prepare. A recruiter should have more information than you'll be able to find in an online search.

7 Questions to Ask Recruiters: 1: Why is this role open? (e.g., is it due to someone leaving | more work | did someone get promoted) 2: What intangible and tangible skills are the hiring manager looking for? 3: What can you tell me about the Hiring Manager in general? 4: Are there any common traits across the last few hires that this Hiring Manager has made? 5: How is the Hiring Manager defining success in this role? Are there any KPIs that he or she is hoping for someone to hit within the first 30 to 90 days, first 6 months, and first 12 months? 6: Can you tell me a little about the hiring process? How many rounds of interviews will there be and who will I be meeting with in each round? 7: Between now and my first interview, is there anything that you recommend that I read up on to help me better prepare for the interview? Did I miss any other important questions?

7 Questions to Ask Recruiters: 1: Why is this role open? (e.g., is it due to someone leaving | more work | did someone get promoted) 2: What intangible and tangible skills are the hiring manager looking for? 3: What can you tell me about the Hiring Manager in general? 4: Are there any common traits across the last few hires that this Hiring Manager has made? 5: How is the Hiring Manager defining success in this role? Are there any KPIs that he or she is hoping for someone to hit within the first 30 to 90 days, first 6 months, and first 12 months? 6: Can you tell me a little about the hiring process? How many rounds of interviews will there be and who will I be meeting with in each round? 7: Between now and my first interview, is there anything that you recommend that I read up on to help me better prepare for the interview?

How far should one go in their job application? I was recently approached by a recruitment agent for a role that aligned with my previous experience but in a different region. While the company stated that I was overqualified and slightly outside of what they were looking for, I decided to create a presentation on how I view the role, the company, and what my contributions would be in this specific position. To all those involved in hiring, what are the key metrics that influence your decision when choosing candidates to interview? Do you give a chance to someone who goes out of their way and presents their application in a unique manner? What are the qualities you look for in an applicant? Would you consider someone who is persistent and demonstrates the willingness to go beyond the role advertised? Please share your insights!

Hiring Manager's play a significant role in your ability to place a candidate. Our Q2 Hiring Manager Insights report found, once again, that hiring managers are not selling the benefits of working for their business effectively... and this means candidates are accepting other offers. If you are interested in learning how you can better prepare your hiring managers for interviews, join our CEO Justin Hillier for a short session tomorrow to learn the tricks and tips that will help to grow your desk. Links to sign up are in the comments below.

And… 1. How will I work with other designers? (If there are any) 2. How will I work with developers? 3. What’s your approach to research? 4. How do we contribute to the design culture? 5. What development or training opportunities are available? 6. What is your feedback process? 7. How is success rewarded? The problem 👇 …the questions are endless and most times the hiring managers won’t have this information. So you need to gauge the situation for the specific role and ask relevant questions. 💡Even then, ask questions YOU are GENUINELY interested in.

The data is clear, the candidate experience that the hiring manager delivers at interview directly impacts placements and placement risks (turnover once the candidate starts). If you are not measuring this (and if you are not using Recruiter Insider you aren't) you are not making as many placements as you should be.

The Story of a Recruiter…✨✨ RECRUITER: The candidate has accepted another offer CLIENT: I thought she had a strong affinity for our company RECRUITER: Indeed, she did CLIENT: I fail to comprehend why she opted out of what could have been a promising future with us RECRUITER: She possesses remarkable talent. She is bound to excel wherever she decides to go CLIENT: But we're the leading company in our industry! It's essential for companies to understand that interviews are mutual evaluations. Candidates are not just being assessed; they are also assessing the company. While you spend months in the hiring process, seeking perfection and subjecting candidates to extensive interviews and assessments, another company recognized her value and presented an offer well beyond the market standard. To attract the best talent, it's imperative to refine and expedite your hiring processes. Do you agree?

Hire people that interview you... The curious ones that ask tough questions that make you squirm a little 😅 That want to understand your future plans in detail 📈 That want to understand where they’ll fit into those plans 🔍 That are comfortable to pause before answering ⏸️ That are prepared to read every clause in your recruitment contract 📄 That already have job offers on the table 🎯 These are indicators of quality and capability. Yes, they’ll challenge you and keep you on your toes, but that’s what you need. That is how high-performing teams develop. If you are interviewing right now, do the candidates in your shortlist exhibit these traits and behaviours? Don’t go with the easy option, the safe pair of hands. Go for the one that will make you do your job just that little bit better! #recruitment #highperformance #hiring

Are you feeling the pressure to fill a critical position yesterday? 🙋♀️ Does it feel like you're in a tumbleweed situation or just going around in circles? 🕔 Missing out on candidates because other companies have got to them quicker?🙄 When you need a high-priority role filled ASAP, trust us to deliver but we need to trust you. Commitment must be matched from both sides of the table 📊 Before committing to a recruitment process give yourself the time and capacity for this by: ✅ Block time with your consultant to run through a job briefing call so there is no miss-communication on the skillset / person required ✅Block time in your day to review the shortlisted candidates with your consultant ✅Schedule interviews in advance especially if other people in the business need to be included in the interviews ✅ Block time for FEEDBACK If you need to hire ASAP give yourself time to hire ASAP!