Sudina Search’s Post

Red Flags in the Hiring Process: What Candidates Should Watch Out For Navigating the hiring process can be challenging enough without encountering red flags that indicate potential issues within an organization. Based on my experience and conversations with others, here are a few key warning signs candidates should be aware of: Ghosting: It's frustrating when communication suddenly stops after interviews or follow-ups. Ignoring emails and messages is unprofessional and leaves candidates in a state of uncertainty. Lack of Clarity in Timelines: When there's no clear timeline for the hiring process, it can lead to significant time wasted by the candidate. Transparency is key to maintaining trust and respect. Changing the Terms: If the details of the role, compensation, or expectations keep shifting during the process, it’s a sign that the company may not be reliable or may lack clear direction. Pre-Determined Hiring Decisions: When companies conduct interviews despite already having a candidate in mind, it misleads other applicants and gives false hope. This practice is not only unfair but also a waste of everyone's time. Role Alteration: It’s a red flag when the role you applied for suddenly changes, either in scope or in title, during the hiring process. This could indicate disorganization or a lack of respect for the candidate’s expectations and career goals. Candidates, be vigilant. Recognizing these red flags early can save you time, energy, and help you find an employer that values your time and skills.

Interesting article to read this Friday night! I experienced recruiting candidates with the right skills but without the right attitude. In this case, I include this note when sending their profiles to my hiring managers. I may not be the decision-maker in the hiring, but at least I have warned my hiring manager, and we can both see and understand the potential risk of hiring a competent candidate who does not have the right attitude. https://lnkd.in/gjY2uSKR

🎯 What is Bad Hire? A "bad hire" refers to an employee who is not the best fit for a particular role or organization. This could be due to various reasons, such as not meeting performance expectations, lacking necessary skills, displaying poor behavior, or not aligning with the company culture. What Are the Costs of a Bad Hire? Recruiting and Training Time: The hiring process typically takes four to six weeks, with additional time required for onboarding. If a bad hire occurs, this process prolongs, adding to recruitment costs. Low Productivity: Overstated qualifications can lead to errors and decreased efficiency, costing both money and managerial oversight. Poor Morale and Decreased Teamwork: Inadequate performance from one team member can impact morale and productivity across the team. Lost Clients: Poor performance can damage client relationships, resulting in lost business opportunities and a weakened reputation. Weakened Employer Brand: Employees reflect a company's values; hiring individuals who don't align can damage reputation and hinder future recruitment efforts. Litigation Risk: Bad hires may expose companies to legal risks due to their inability to perform their duties effectively. How To Prevent a Bad Hire? Fine-Tune Job Descriptions: Clear and concise job descriptions help attract candidates with the necessary skills. Standardize the Interview Process: Use consistent questions and involve team members to assess culture fit. Check References: Verify candidates' honesty, skills, and work ethic through thorough reference checks. By applying these strategies, businesses can efficiently identify superior candidates. Explore more about RIR recruitment services here: https://zurl.co/ErNM 📌 #hr #humanresources #hrmanager #management #businessowner

A clear and structured hiring process is essential for attracting the right talent and ensuring fairness across the board. Here’s how you can build a robust process that minimizes risks: 📝 1. Job Specifications Start with precise job specifications. Share all relevant details to attract the right candidates. Being transparent helps applicants assess whether they are a good fit before applying. 🔻Risk if skipped: Vague job descriptions lead to a flood of irrelevant applications, wasting time and resources. ✅ 2. Eligibility Checks Establish clear eligibility criteria. Use these to screen applications and filter out candidates who don’t meet the minimum requirements. This saves time and ensures only qualified candidates move forward to detailed assessment stage. 🔻Risk if skipped: Failing to screen properly can result in unqualified candidates advancing, increasing the risk of poor hires and wasted resources. ⚖️ 3. Conflict of Interest Declaration Hiring managers should declare any conflicts of interest for all applicants in the assessment pool. Transparency here ensures decisions are made fairly and without bias. 🔻Risk if skipped: Undeclared conflicts can lead to biased decisions and favoritism. 📊 4. Assessment and Scoring Evaluate candidates based on a clear assessment matrix designed for the role. Score each application to identify the strongest contenders. Only candidates who meet or exceed the required score should move to the interview stage. 🔻Risk if skipped: Inconsistent assessments can lead to unqualified candidates moving forward, affecting productivity and team performance. 🎤 5. Interview Process Conduct interviews with a panel of more than one person to ensure diverse perspectives and fair evaluations. Independent scoring by each panel member provides an objective basis for comparison and helps reduce the risk of bias. 🔻Risk if skipped: Relying on a single interviewer increases the likelihood of unconscious bias, and decisions may be perceived as subjective or unfair, leading to poor hiring outcomes and potential dissatisfaction within the team. 🔑 Conclusion Hiring is not just about filling a vacancy - it’s about demonstrating fairness, transparency, and integrity throughout the process. If any part of the process lacks these qualities, it opens the door to perceptions of bias, favoritism, or incompetence, which can damage your organization’s reputation. By following these steps, you ensure the process is both fair and trusted, and that you attract the right talent for the right reasons. #hiring #HR #talentacquisition #recruiting #workpractices #HRpractices #biasinhiring

What mistakes employers often make when choosing the right candidates? Employers can make several mistakes before choosing the right candidates for their roles. Some common ones include: 1. Lack of Clear Job Descriptions: Not defining the job requirements and responsibilities accurately can lead to attracting the wrong candidates. 2. Inadequate Screening Process: Failing to properly screen resumes and applications can result in overlooking qualified candidates or advancing unqualified ones. 3. Ignoring Cultural Fit: Only focusing on skills and experience without considering whether the candidate fits the company culture can lead to poor long-term retention. 4. Bias in Hiring: Allowing personal biases or unconscious biases to influence hiring decisions can result in a less diverse and potentially less effective team. 5. Rushing the Hiring Process: Making hasty decisions due to the urgency to fill a position can lead to poor hires. 6. Overemphasis on Credentials: Focusing too much on educational background and certifications instead of practical skills and experience can overlook potentially great candidates. 7. Poor Interview Techniques: Conducting unstructured interviews or asking irrelevant questions can fail to provide a clear picture of a candidate’s abilities and fit. 8. Not Checking References: Skipping the step of contacting references can miss out on crucial information about the candidate's past performance and behavior. 9. Ignoring Red Flags: Overlooking warning signs such as inconsistencies in the resume or poor communication skills during the interview process can lead to hiring mistakes. 10. Neglecting Candidate Experience: Failing to provide a positive experience for candidates cannot only deter top talent but also damage the company's reputation. By addressing these mistakes, employers can improve their hiring processes and make better-informed decisions when selecting candidates. #HiringTips #Recruitment #TalentAcquisition #HR #HiringMistakes #RecruitmentStrategy #HiringBestPractices #TalentManagement #HRInsights #WorkplaceCulture

THE HIRING DILEMMA: WHY "PERFECT" CANDIDATES ARE SO ELUSIVE This is a common phenomenon in the current job market where some interviews are conducted, and yet no one seemingly fits the open position within the organization. It also gives birth to this notion that somehow, somewhere, there exists this "perfect" candidate who will eventually turn up. A closer inspection, however, reveals that the problem would be with the recruiter and the hiring manager themselves. **The Myth of the "Perfect" Candidate** Hiring a great employee starts with an understanding that no one is the "ideal" candidate. Most of the time, such idealized expectations inhibit the whole hiring process. The search can simply not move forward, especially when the candidates don't fit every description. No candidate is indeed ideal; instead, it's about identifying one with the right mix of skills, attitude, and cultural fit for the position required. **The Value of Risk-Taking** It's time for the recruiter or hiring manager to get out of the box and give new candidates a shot in the dark. If you interviewed 40 people and none of them worked out, then perhaps you are thinking a little too clearly. Is the bar too high? Are you passing over people who, with some development or training, will be just what you need for this job?   **Use Potential, Not Just Experience, as an Indicator of Success** Although experience is important, don't overlook the potential. You're searching for individuals with a strong work ethic and an overall positive attitude who are willing to learn. In most instances, these are people who can be moulded and developed into high performers. **The Value of a Good Cultural Fit** Though the technical skills of the candidate are essential, having a cultural fit in the organization is equally relevant. Choose a candidate who shares the same values as your company and will be an asset to your organization. Hiring is, after all, a two-way street. It's about the right candidate for the company, just as it is the right company for the candidate. You may attract the best talents or fill that vacant position by embracing a less rigid, more open hiring approach.

Don't gamble with your hiring decisions. Ever wondered how to consistently hire AND retain the best talent? It's all about the methodology. Learn a recruitment process that ensures you hire the right person every time. Here’s how I do this with 3 steps: 1. Thorough Candidate Assessments: It goes beyond matching some key words from a CV to a job description. Dive into candidates' skills, experiences, competencies, and most importantly, previous performance. Through in-depth interviews, skills assessments, and behavioral evaluations, we identify candidates who not only meet job requirements but also excel in the role and industry. 2. Culture fit evaluations: It’s not just about making sure the candidate aligns with your company’s values, mission, and culture. Assess how well a candidate will fit into your operating culture and work environment, e.g. the way your team or business gets things done. Identify candidates who will enjoy and work well with your leadership style and team dynamics. 3. Reference Checks: References are a crucial step in the process. Confirm a candidate's qualifications, and past performance, and get insights from previous supervisors, colleagues, and clients. This ensures that you have all the information needed to make a hiring decision. Ready to explore a new screening process?  

Are you tired of hiring employees who don't live up to expectations? Lou Adler, a guru in developing strategies to hire the right person the first time, has a unique perspective on hiring that might interest you. Instead of a boring job description, he recommends a performance-based strategy that focuses on the candidate's past accomplishments and potential for success. Here are a few key points to consider when hiring: 1. Include a performance objective in the job description. For example, increase team productivity by 5% within the first six months. 2. Prequalify candidates by assessing their past accomplishments. 3. Focus on performance-based indicators to determine a candidate's potential for success. 4. Ensure the job is a good career move for the candidate. 5. Clearly review and prioritize KPI's during the interview process. While these factors are important, don't forget to assess a candidate's soft skills too. Will they be successful in your company's environment? Consider using a DISC assessment to get a better understanding of a candidate's soft skills. For more information, email charlie@bsiconsult.com.

Trouble recruiting and hiring? Let's talk about the Elephant in the room. Companies struggle to hire because of ridiculous expectations that few candidates can live up to and because of bad hiring practices/processes that create a terrible candidate experience. Common thematic statements from hiring managers: - We don't want to talk with that candidate because their background is 60% "this" and 40% "that" but we need someone who's 60% "that" and 40% "this." We're going to pass on interviewing them. - Oh the candidate was great and I really thought we were going to make them an offer but then, in the middle of the 37th interview as we were having them juggle bowling balls while standing on one foot and reciting the Pledge of Allegiance, they didn't answer this one question exactly like we wanted so they're a no-go. - Well we hired someone else from their current employer a few years ago and that person didn't work out so I don't think they'd be a good fit. - Sorry it's been 5 weeks since you or the candidate has gotten a response from us but we'd love to make them this offer! Let's fix some of this here and now. Here are some guidelines to go by. The 5 Candidate Rule: If your hiring manager has 5 candidates who 1) meet or exceed the qualifications and requirements of the position 2) who've been screened by someone who understands the job (Recruiting, HR, another member of your Team) and 3) who want what the company has to offer & can fulfill the requirements of the role, and yet the hiring manager still can't make a hire then the problem is absolutely not the candidate pool.....it's unrealistic expectations OR unconscious bias. Process guidelines: - For non-management positions the process should be no more that 3 steps and take no longer than 2 weeks from start to finish. - For management or above- the process should be no more than 4 steps and take no longer than 3 weeks from start to finish. ** Last time I checked candidates don't get paid for the time they spend in an interview process so we should stop treating them like they do.....at least Elephants get peanuts. The Elephant in the Room? Ridiculous expectations and a cumbersome process aren't screening out the bad hires....they're running off the great hires. And remember, an Elephant never forgets.

“What is the most critical part of the hiring process?” I asked a longtime friend that has spent 20+ years in HR and Recruiting for organizations of all sizes. The answer was rather surprising. He said…  “We spend a tremendous amount of time and effort to identify, screen and ultimately hire the best candidate. This process typically takes months, with multiple people involved. Then… An offer is accepted, and a start date confirmed. Everyone’s happy.  But now I really begin to worry.” Why? “Because most companies don’t have a bridge plan - that period of time between acceptance and start date – typically two weeks to sometimes a month or more. That’s a long time for someone to re-think their decision.” “From that moment on, the candidate is grappling with their decision. Questioning themselves, did I make the right decision, is this the right company for me? They may be facing a counteroffer. If relocation is involved there’s a whole additional level of risk.” “What do you recommend?” I asked. “First, focus more of the interviewing process on behavior. We do good job screening for skills and abilities, experience, and requisite educational requirements. But I want to know what drives this person, and how they respond to change.” “Second, have a plan for the “bridge”. Who stays in contact with the candidate and what that entire process looks like. If we’ve done a good job getting to know the person and their behavioral drivers, we can customize this process for them.” Lastly, he said...” This is really an integral part of the hiring process. We invest so much time hiring someone, the last thing I want to do is lose them just before the finish line. Oh, and don’t get me started on the importance of onboarding them the right way too!” A topic to cover next time… #peoplefirst #peopleculture #behaviorbasedhiring