Tews Company’s Post

There is a lot to balance during an interview process. Finding a viable candidate who is interested is a whole other conversation. The benefits of working with a recruiter for hiring needs hold many benefits. We do the heavy lifting of vetting talent. We arrange and coordinate interviews - in all time zones! We help both the hiring managers and the candidate navigate through the process. We problem-solve when there are inevitable curveballs. Some interview processes are multi-layered, while some are more direct. Either way, it is a lot to manage on top of day-to-day work when you're a candidate or the assigned hiring manager to the role. Working with us will guarantee the process rolls out smoothly and everyone wins. Let's chat. #seniorliving #assistedliving #memorycare #recruiter #recruiting #candidates #employees #hiringmanagers #interviews #opportunities #offers

The job market is broken and companies are to blame... Ever ask yourself why a company would do more than one interview? Why on earth would a company have multi-step interview processes? Why waste their time when they could just hire someone? Companies used to do that but they’ve been burned. They didn’t dig deep enough, missed red flags, and hired people who negatively impacted the company. That’s why they do prescreening, multi-stage interviews, presentations, personality profiles, and references. Sure, it’s a lot for candidates to go through, but for some companies, they feel it’s necessary. Do I agree with asking candidates to do more than 3 interviews - No Do I agree with take-home projects or assignments - No Do I think candidates should be paid for their time after a reasonable investment - Yes The point of this post is why is it like this. Companies learned the hard way that hiring the wrong person is costly, and they’ve adapted to protect themselves. Your job is to make hiring easier for them. Job seekers need to adapt to the new way of hiring. #JobMarket #HiringProcess #Recruitment #InterviewTips #TalentAcquisition #HR #CareerAdvice #JobSearch #Employment #Recruiting #HiringChallenges #JobSeekers #HiringAdaptations

I see lots of people on LinkedIn complaining about their inability to find new talent. This is a likely a THEM problem, not a candidate problem. My last three hires are all fantastic - and each of them were hired after only two interviews. The formula is simple: 1. Write a very specific job advertisement that includes the salary information. Reduce the amount of fluff and BS by focusing on what you actually need. 2. Identify the top 3 to 5 candidates after no more than two weeks of posting the position. 3. Conduct the interviews, and make firm decisions. 4. Pay people what they are worth! The process is simple and repeatable. There isn’t any reason for companies to require 5+ interviews in most instances. It’s a waste of internal resources, and it isn’t fair to the candidates either. Before you complain about finding talent, I recommend you take an objective look at your internal process. #hiring #talent #hr #KISS #keepitsimplestupid

Candidate: I'm at the first stage with one other company, they've sent me a task to compete Me: Sorry, what? Candidate: Yea, I really liked the company when I applied, but being sent a task before I've even spoken to anyone has put me off. HIRING COMPANIES - this is a major no no. If the first interaction with your company is being asked to spend 3+ hours on a task before you MIGHT speak to them, it is a huge red flag ❌⛔ Interviews are a two way street and in my opinion the effort from both sides throughout the process should be reciprocal (or as close to as possible). Candidates deserve the right to speak to someone at the company, full stop. So they can learn more and decide if the role/company is right for them before they commit hours of their personal time to a task. The message this approach sends to the candidate is: ❌ Our time is more valuable than yours ❌ Candidate experience is not a priority ❌ We expect you to prove yourself before we'll consider speaking with you ❌ We believe we are that great we can expect this of people #candidateexperience #interviewing #recruiting #employerbrand #talentacquisition #candidates #interviews

Finding the right job goes beyond matching your skills to a position—it's also about finding a workplace that aligns with your values and needs. Understanding what you truly want from a job is crucial, and it’s important not to settle for less. Assess potential employers by asking insightful questions and observing how you’re treated throughout the recruitment process. A job that fits your personality and work style leads to greater satisfaction and success. When preparing for an interview, focus on understanding the company's culture and values to ensure a good fit. Ask questions that reveal how the company supports its employees' growth and well-being. Pay attention to how interviewers interact with you and, if possible, observe the work environment. These insights will help you determine if the company aligns with your personal and professional needs. There’s a job out there that perfectly suits you. Are you ready to find it? #JobHunting #SmartInterviews #MySmartHR

I've always believed that, much like in a leadership role, a headhunter is an advocate when it's all boiled down. Like a jockey. You want to ensure your horse wins the race, after all. Same energy applies here with headhunting, and with leadership in general. You want to make sure your horse wins the race. That your horse succeeds. Otherwise, you're just going through the motions and that benefits no one at all. You're playing just to say you played and can collect a paycheque at the end of the day. If you're in a position of advocacy - act like it. Conduct yourself accordingly.

It wasn't until I started trusting my gut that I began seeing a higher success rate in my interviews. I've been reflecting on the importance of trusting your gut when dealing with people. Recruitment is a people business, and people can be wild, wonderful, and unpredictable. When I started as a recruitment consultant, I focused heavily on training and mastering the art of headhunting. I learned everything about the relevant technologies and identifying candidates with the required skillset.  However, despite this, many of my interviews weren't converting into deals. I realised I wasn't trusting myself.  A candidate can look great on paper, but if they don't meet the client's expectations in terms of attitude, eagerness, and professionalism, it won't work. It works both ways – an opportunity can seem promising initially, but if the company culture isn't a match, it might not be wise to pursue it.  Not every opportunity suits everyone, and that's okay! It wasn't until I started trusting my gut that I began seeing a higher success rate in my interviews. This week, I wanted to share a few situations where I went wrong and should have trusted my instincts. #AgnesCole #Recruitment #TrustYourGut #Intuition

Food for Thought! This post is inspired by conversations with job seekers, all facing similar struggles. One question consistently echoes during job interviews: “Why should I hire you?” It’s a classic, a staple in the recruiter’s toolkit to assess a candidate’s worth. But what if we pivot the spotlight? Instead of placing the onus solely on the job seeker, let’s ask the recruiter: “Why should I join?” Job seekers are no longer passive recipients of opportunities but active participants in shaping their careers. Recruiters, it's crucial to recognize and respond to this shift. So, recruiters, what sets your organization apart? What compelling narrative do you offer to attract top talent? Is it your culture of innovation, commitment to employee growth, or the meaningful impact your company creates? Job seekers aren't just looking for a job; they seek a partnership. They want to join a team where their skills are valued, growth is nurtured, and contributions matter. They want to align with a vision that resonates with their values and aspirations. So, why should I join? #InterviewTransformation #CoachingForSuccess P.S. A Job interview is a discussion between two parties discovering the mutual benefit of working together. It's essential that the interview process focuses on shared goals, mutual respect, and mutual benefit.

Is your hiring experience personalized for your candidates? Are you considering the ways new hires might experience their interviews? Sometimes, the interview process gets left behind in the wave of product features, new offerings, business changes, etc. But you're still hiring! Making sure you're giving potential candidates a good experience throughout is essential. And part of that is honestly the screening and interviewing workflow. You could be setting up interviews in a fraction of the time, and also providing a stress-free process, through Wedge. We let you and your candidates interview when easiest; you pick the questions, record your own if you'd rather - and customize time durations. Candidates can complete their interview when they'd like, and redo any questions if they aren't fully satisfied. It's a win win experience that makes all parties happier, while spending less time and resources on the unnecessary bits in interviewing. No more scheduling mishaps or travel expenses. Just an authentic connection that lets you get to know your employer and/or employee in a much more personalized way. Check it out for yourself, watch an example question: ⬇️ 👀 https://lnkd.in/gNCpAnN5 Or, head to our website to learn more: www.wedgehr.com #wedgehr #hiring #interviews #interviewing #recruiting #toptalent #hrmanager #hiringmanager #hr #jobs #remote #success #personalized

Most job candidates don't keep in touch with people they meet during the interview process. That's a missed opportunity. Even if things don't turn out the way you would have hoped, the people you meet during an interview process might be helpful in the future, and it usually never hurts to drop an occasional line to see how they're doing or if you can help them with anything. Who knows, maybe a different job has just opened up at their company, and now that you're top of mind and they remember meeting you, they can help you get a head start. Maybe their friend at a different company just called them and is looking to hire someone just like you, and maybe they'll pass your name on. Maybe things didn't work out with the person they ended up hiring and they're re-opening the search. Even if you don't get the job you want during an interview process, chances are you've met some people during that process that may be helpful in the future. Create a system where you're reminded to check in with them on a regular cadence—maybe every 3 months, maybe every 6 months, and just see if you can help them with anything. Do this even when you're happily employed—you may find yourself in an unexpected situation where you need to find work, and you don't want to wait until that moment to stay in touch. 99% of people won't do this. That means if you do, you'll be a standout, in a good way. #InterviewTips #InterviewAdvice #JobHuntingTips #JobHunting #JobInterviews #Career #CareerGrowth #CareerManagement #OpenToWork #Interviewing #InterviewingTips #GetHired #GetHired2024 #CareerCantina