Slade Group’s Post

Hi all – friendly reminder: respect and kindness go a long way. I know the market is tough and interviewing isn't easy, however, please respect hiring managers and the process. We're trying to balance doing our day-to-day while reviewing hundreds of resumes and interviewing. Shaming doesn't actually benefit anyone and, not to mention, it is such an awkward way to introduce yourself to a potential employer. I get it, it sucks, but we're all just trying to figure it out. Signed, Hiring Manager / People Ops person (likely reviewing and screening)

Dear Job Seekers: When faced with an extensive task for a potential job opportunity, exercise caution and discernment. In 2014, I was interviewing with a local company seeking to overhaul its customer service and sales strategies. During our initial face-to-face meeting, they requested that I create a series of scripts and processes for them before our next discussion. Naturally, I inquired about the fate of these scripts should either side decide not to work together. They replied, "We would still want to use them." I brought the interview to a close, as their response spoke volumes about the company's integrity. While it's common to be asked to perform tasks during an interviewing process, do not allow yourself to be taken advantage of or perform extensive work without compensation.

Ohhhhhh the risks of being a Recruiter. You find that really good candidate, you work them through the process, nothing stands out as a red flag and you're getting close to the final interview (or maybe they make it as far as the offer) and they drop out. There are three stages of grief when this happens. Shock, denial, and acceptance. While you are in shock, you are wondering if you missed red flags, you're worried about your relationship with the client, and you're hoping nothing bad happened to your candidate. There's denial and you're trying to email and call your candidate to figure out what happened while trying to assure your client something just came up (life happens). Then, there is acceptance. You accept that people are people and you find that motivation all over again and go back to the drawing board with a positive attitude. These things happen at no fault to you or your client. It's the risk of being a recruiter. 😎 How do you handle this situation? #recruiting #humanresources #talentadvising #recruitingstruggles #recruiting101 #peoplemanagement #humor #laugh

As a hiring manager remember that the people you’re interviewing might someday come back around. Your industry is (probably) a pretty small world. I’ve had no less than three people who interviewed for a role on my team last year reach out to help with referrals. The crazy thing is I didn’t hire any one of these three people. Not because they weren’t great, but because we had other candidates with specific domain knowledge, which was important. Their positive experience in my interview process gave them a positive outlook on me as a person and a leader, to the point that they’re offering me help. How you treat people comes back around. Default to kindness. You may get it back some day.

With the start of 2024, many people I know are interviewing, looking for internal or external company positions to advance their career and income. If you're one of them, check out the latest blog from Empowered Community, Inc.: Confessions of a Hiring Manager: 4 Secrets to Avoiding Interview Landmines: https://lnkd.in/eWymS3TA #interviewtips #jobsearch #insidertips #interviewskills #empoweredcommunity

Recruiter: I'm sorry, but the candidate accepted another offer. Manager: But you said he was our first choice. Recruiter: You were. Manager: Then how did we lose him? Recruiter: While you put him through a 6-week interview process, another company pulled the trigger on him in 2 weeks. Lesson learned: Move fast when hiring or you'll go somewhere else. Many don't take too long. Good candidates are wanted by other companies and they'll go there if you take your time. Share your thoughts? 🤔

One thing I don't understand about IT recruiters these days is there are some that will pursue you aggressively, call you, answer your questions, set up multiple zoom calls so yiu can discuss the role with them then their boss..then after the interview they ghost you. They don't even have the courtesy to reach back and give you any sort of feedback. Six Months later the same recruiter forgets they ghosted you and reaches out for a new role. I have been blacklisting them. What have you guys been doing to deal with such recruiters? I feel like if you reach out to me for a role and we work together through the process, I deserve some sort of feedback, even 'we picked a different candidate' will suffice. My advice to recruiters, do not ghost people because we don't forget.

💥Have you completed a Final Interview? Time to seal the Deal!💥 You’ve just found your super star candidate that you've been waiting for, the final interview went to plan and you want to get that individual on your team, but here’s the thing, don’t sit on that offer. You need to move fast! ⚡️ Why? Because whilst you're "thinking it over" or "navigating the red tape" your top candidate might be signing on the dotted line elsewhere..........✍️ Here’s the deal: Quick offer = Big win and higher rate of acceptance 🎉 Hesitate = Lose out and risk a negative candidate experience 😬 Fast decisions show you’re serious and gives the candidate the right impression 🏃♂️💨 A speedy process can also boost your employer brand too 📈 Especially in today’s competitive market, speed isn’t just an advantage, it’s a necessity. Don’t let a great candidate slip away because you’re dragging your feet. Keep the momentum going and lock in that talent and get the offer out before someone else does! ⏳

I remember the early days of my recruitment career when even the smallest hiccup could send my mind into a tailspin. - What if the candidate "ghost" the interview?  - What if they accepts a counteroffer?  - What if they decide not to show up for work? The never-ending "what-ifs" would play on loop in my mind, keeping me on the edge of the seat for the rest of the day or render the night sleepless if I were already in bed. Luckily, I saw the unproductive nature of my ways and embraced a different approach - to control what I can control. 𝐖𝐡𝐚𝐭 𝐝𝐨𝐞𝐬 𝐜𝐨𝐧𝐭𝐫𝐨𝐥𝐢𝐧𝐠 𝐰𝐡𝐚𝐭 𝐈 𝐜𝐚𝐧 𝐜𝐨𝐧𝐭𝐫𝐨𝐥 𝐚𝐬 𝐚 𝐫𝐞𝐜𝐫𝐮𝐢𝐭𝐞𝐫 𝐦𝐞𝐚𝐧? It means making sure you understand the subject on hand before going into a client meeting. It means putting in your best effort towards qualifying a role.  It means carefully assessing the candidates and pre-closing early. It means being thorough to a regimental degree with follow-ups. It means always doing what you said you would. The rest as I like to say "is in God's hands". It is said that 85% of what we worry about never happens. If the problem you're facing has a solution, why are you worrying? If the problem you are facing doesn't have a solution, why are you worrying? Think about it and let it go.

When interviewing for a new role, we often look out for red flags that may give us pause. However, it's equally important to pay attention to the green flags that signal a great potential employer. Green flags like a clear job description that aligns with interview discussions, building strong rapport with the hiring team, and a role focused on company growth rather than a replacement of someone who has left, all can indicate a promising opportunity. What are some of your green flags when interviewing for a role? #greenflags #jobsearchtips #TriSearch