Saurav Karki’s Post

Did you know that a top-notch job interview can boost candidate interest, but a bad one might turn 83% of candidates away. 🚨 It might be time to rethink your interview strategy. 👇 Here are some game-changing interview techniques to ensure that you're maintaining the interest of your top talent: Listen Actively: Show candidates you're fully engaged with eye contact and thoughtful follow-ups. It builds trust and clarity. Ask Open-Ended Questions: Dig deep with questions that invite detailed responses. Go beyond yes/no answers! Be Consistent: Standardise your approach to ensure fairness and reduce bias. Every candidate deserves the same experience. Build Rapport: Start the conversation with small talk and a welcoming attitude. Make candidates feel at ease! Conclude Effectively: Wrap up by thanking them and clearly indicating the next steps. This will leave a positive final impression. Simplify.hr's innovative recruitment software makes these techniques easy with seamless communication, interview guides, and evaluation guides. 🤝 Contact us today to elevate your hiring process and attract the best candidates with ease. #Hiring #HR #TalentAcquisition #Recruiting #ATS

If you are engaging through a recruitment agency and at interview stage, it is important to provide feedback as soon as possible following your interview. Following the interview, it can be beneficial to express your immediate thoughts, established continued interest in the role and enquire about the next steps in the process. In doing this demonstrates your enthusiasm and commitment to the opportunity, which can make a lasting impression on the hiring team. This might not be the right role now, but there may be a role in the future which you maybe more suited to. Additionally, candidates should not hesitate to ask for feedback on their performance during the interview, as constructive criticism can help them improve and succeed in future opportunities, particularly if it doesn't go well. Effective communication from both parties is vital in ensuring a smooth and positive recruitment experience. 📩 As a company, ideally you should be giving initial thoughts and feedback as early as possible. Dragging it out or leaving it more than a week, isn't really acceptable. Setting clear timescales of when you will provide feedback, gives a good candidates experience! If you regularly say you will give feedback in a couple of days and come back in 2 week, what does that say about you as an employer. In the mind of the applicant, it potentially paints a picture of what is to come. #CandidateExperience #RecruitmentProcess #Communication #hr #hiringprocess

Most ETA CEOs take over a company without a preexisting interview process. When implementing one, it's important to remember that iteration is key. Keep the process consistent for each candidate. Remember, the interview process is not set in stone and the most effective recruiting teams continue to iterate. #interviewprocess #hiringtips #ETACEOadvice #eta #searchfund Here is a simple template you can use as a starting point: Phone Screen - This could be HR, a recruiter, hiring manager or even the CEO -15-30 min phone call -Think of this as an opportunity to gather information about the candidate -Easy way to structure it is to just go through a resume, allow the candidate to tell their story -Key questions:  What is your reason for leaving your current/previous role? I always ask “Are you actively looking for a new role or did this specific opportunity peak your interest?” "What are you targeting for compensation?" -Look for big red flags that would filter out candidates Video Call Interview -45-60 min video call with hiring manager -This is where you want to dig deeper in the candidates ability to do the job -Figure out 4-5 key questions you will ask every candidate at this stage and figure out beforehand what good answers and bad answers look like Assessment -Two options:  Take home or Presentation for onsite interview -Biggest tip: give guidelines in what should be the deliverable and how long the candidate should expect to spend on it In person Interview -Goal is to assess candidate in context of company values -Should give face time to people they will work with -Panel interviews are great but should not be more than three people at a time -Keep the interview under 5 hours Reference Check -Ask for three professional references and check them in parallel to the final stages of interviews

40 Smart Questions to Ask at the End of an Interview to Get Hired #interviewing #career #hiring #professionalism #2019linkedintoprecruiter #mostsociallyengaged https://lnkd.in/gbeVex-v

𝐈𝐬 𝐭𝐡𝐞 𝐭𝐫𝐚𝐝𝐢𝐭𝐢𝐨𝐧𝐚𝐥 𝐢𝐧𝐭𝐞𝐫𝐯𝐢𝐞𝐰 𝐩𝐫𝐨𝐜𝐞𝐬𝐬 𝐭𝐡𝐞 𝐛𝐞𝐬𝐭 𝐰𝐚𝐲 𝐭𝐨 𝐚𝐬𝐬𝐞𝐬𝐬 𝐩𝐨𝐭𝐞𝐧𝐭𝐢𝐚𝐥 𝐜𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞𝐬? In my experience, it often falls short. Interviews can become platforms where some interviewers, perhaps unintentionally, exert undue pressure by asking obscure, tricky questions they themselves may have only just discovered online. These questions often bear little relevance to the actual job requirements, and the dynamic can sometimes feel more about power play than genuine assessment. An alternative approach I advocate for is project-based evaluations. Assign candidates a task relevant to the role and give them a specific timeframe to complete it. This method mirrors real job conditions and allows candidates to leverage online tools, showcasing their practical knowledge and problem-solving skills. After all, these tools are integral to everyday work, and using them effectively is a valuable skill. Furthermore, companies have probation periods to evaluate new hires' performance in real work scenarios. So why not streamline the initial selection process and focus on practical assignments that reflect the job's demands? This approach saves time for both the company and the candidates, bypassing the often stressful and sometimes arbitrary traditional technical interviews. This is my perspective, and I welcome your thoughts and discussions on this topic. #Hiring #Recruitment #InterviewTips #TalentAcquisition #ProjectBasedHiring #EmployeeAssessment #JobInterviews #HR #TechRecruitment #ProfessionalDevelopment

Is your job interview coming up? Strengthen your candidature by asking unique questions at the end of the interview. This blog (https://lnkd.in/gYT8vRbN) provides a treasure trove of unique questions to ask employers helping you: 🔹Uncover the Company Culture: Go beyond the surface and understand what it's really like to work there. 🔹Gauge Growth Opportunities: Learn about professional development and career advancement paths within the company. 🔹Show Your Proactive Approach: Demonstrate genuine interest and initiative in the interview process. Recruiters take note! Unique questions from candidates can reveal valuable insights about their fit for the role and company culture. Encourage candidates to ask insightful questions, and be prepared to answer them thoughtfully! Ready to ditch the boring questions and have a memorable interview? Check out the full blog post now! #InterviewTips #JobSearch #CareerGrowth #Hirequotient #HR #Humanresources

If you are engaging through a recruitment agency and at interview stage, it is important to provide feedback as soon as possible following your interview. Immediately after the interview, it can be beneficial to express your thoughts, established continued interest in the role and enquire about the next steps in the process. In doing this demonstrates your enthusiasm and commitment to the opportunity, which can make a lasting impression on the hiring team. This might not be the right role now, but there may be a role in the future which you maybe more suited to. Additionally, candidates should not hesitate to ask for feedback on their performance during the interview, as constructive criticism can help them improve and succeed in future opportunities, particularly if it doesn't go well. Effective communication from both parties is vital in ensuring a smooth and positive recruitment experience. 📩 As a company, ideally you should be giving initial thoughts and feedback as early as possible. Dragging it out or leaving it more than a week, isn't really acceptable. Setting clear timescales of when you will provide feedback, gives a good candidates experience! If you regularly say you will give feedback in a couple of days and come back in 2 week, what does that say about you as an employer. In the mind of the applicant, it potentially paints a picture of what is to come. #CandidateExperience #RecruitmentProcess #Communication #hr #hiringprocess

Should companies ask candidates to do projects/assessments/free-work during the interview process? ✨the golden rule of interviewing✨ that Expert Interviewers talks about is… “don’t ask something of candidates you’re not willing to do yourself.” Doesn’t the below video sound odd if a candidate were to ask it? I know I’m already hinting at my thoughts on this BUT I have heard compelling arguments from both employers and candidates, on both sides. Companies could be losing great talent from candidates who understandably withdraw at this *free labor/project* stage. But some candidates expressed an appreciation to showcase their work. So as an employer or candidate, I’m curious to hear your thoughts on this? #hiring #interview #hiringmanager

Should interviews be a test or a conversation? Is sending interview questions in advance like giving the student all the questions ahead of the test? Or can it lead too better-prepared candidates, meaning more insightful and deeper discussions? Could this trend lead to better hiring outcomes? Let’s dive deeper into the pros and cons: Pros: 🔹 Better answers: → Candidates provide more thoughtful and structured answers. 🔹 Better preparation: → Candidates can showcase their true skills and experience effectively. 🔹 Reduced anxiety: → Less stress for candidates, leading to a smoother, more relaxed interview. 🔹 Stronger transparency: → Demonstrates fairness and respect for candidates, boosting your employer brand. Cons: 🔸 Scripted answers: → Responses may feel rehearsed and lack authenticity. 🔸 Less spontaneity: → Limits insight into real-time problem-solving skills. 🔸 Time pressure: → Candidates might feel overwhelmed by the need to over-prepare. 🔸 Risk of external help: → Candidates could seek outside assistance, skewing true capabilities. 💬 What’s your opinion on this approach? Let us know below! ⬇️  For more information on this visit our blog with the link in comments. #interviewquestions #interview #transparency #HR #hiring #jobadvertising #recruitment #flatfeerecruitment #onlinerecruitment

Should companies ask for free work assignments in the interview process? It doesn’t hold up to our ✨Golden Rule of Interviewing✨ test ➡️ if it sounds weird for a candidate to do it, then interviewers shouldn’t. But here’s what I’ve heard so far: 👉if it’s a portfolio of past work, candidates understand and are okay with providing it. 👉candidates who are asked to invest more time to creating something new for a company are NOT happy about it (unless they get the job😊.) The people who are not selected, will be back in the job market spreading frustration and negativity about the company. ❔What do you think? Does your company require free work assignments? Or as a candidate, have you been asked for free labor? Expert Interviewers gives interviewers tools to accurately evaluate candidates AND leave candidates with a world class interview experience. Because every candidate should leave your interview process feeling well evaluated. Hiring soon? Now is a great time to get our on-demand training, so you and your teams can be prepared to hire the right person the first time. #hiring #interview #hiringmanager #interviewingtips