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How can you find the right talent for your organization? Here are some tips to consider: 1. Show a sense of urgency during the interview process. Respect the candidate's time and show interest in their skills and experience. Remember, the candidate is also evaluating your organization during the interview process. 2. Be transparent and open to opposing ideas. Embrace different perspectives and philosophies, which can enrich your team. 3. Recognize that you have competition for top talent. Your organization may have great benefits, but other companies in the area may offer similar perks. Make sure to highlight what sets your organization apart. 4. Consider candidates for roles outside of the box. If they don't fit the position they are interviewing for, explore if their skill set can be an asset in another role within your organization. 5. Keep an open mind when evaluating candidates. Sometimes, an enthusiastic candidate with most of the skills can be a better fit than a candidate with all the skills but lacks interest. Remember, finding top talent is a competitive process, but taking the time to evaluate candidates thoroughly can help you build a strong and diverse team. Also, thank your recruiter.

 "Michał that was a brilliant candidate in the final interview. When can we expect a few more candidates in the final, to compare and choose the best one" - the manager of the hiring manager asked. And I was pissed. Why? I've heard these words when recruiting for a role that was difficult to hire. Also, with the Hiring Manager, we spend A LOT of time thinking, discussing and fine-tuning who should we hire for this role. We had a clear and specific picture of a great candidate. We made this effort, so we would immediately recognise a great candidate when we see them. But the moment we met this candidate, the immediate instinct of the Hiring Managers Manager was to "talk with few more candidates". That's exactly why we spend so much time clarifying our candidate profile. To be clear on who we need, and when we meet them, offer them on the spot. Without comparing them to other candidates. Yet this kind of "let's see others" approach seems to be quite common and normalised. It's a 𝐡𝐢𝐫𝐢𝐧𝐠 𝐅𝐎𝐌𝐎; no matter how this candidate is, what if a better one is just around the corner? Hiring FOMO leads to missing out on great candidates, makes recruiting process longer than necessary and more expansive. "𝗕𝘂𝘁 𝘀𝗵𝗼𝘂𝗹𝗱𝗻'𝘁 𝘆𝗼𝘂 𝗯𝗲 𝗹𝗼𝗼𝗸𝗶𝗻𝗴 𝗳𝗼𝗿 𝘁𝗵𝗲 𝗯𝗲𝘀𝘁 𝘁𝗮𝗹𝗲𝗻𝘁?" Yes, but you have to define what's "best" for you. What's best for your company/team might be different from the "best" for others. That's why you should measure candidates with YOUR definition of "best", your company culture, your team and your business needs. Not the market. Not the talent pool. 𝐌𝐚𝐤𝐞 𝐭𝐢𝐦𝐞 𝐚𝐧𝐝 𝐞𝐟𝐟𝐨𝐫𝐭 𝐭𝐨 𝐝𝐞𝐟𝐢𝐧𝐞 𝐰𝐡𝐨 𝐲𝐨𝐮'𝐫𝐞 𝐥𝐨𝐨𝐤𝐢𝐧𝐠 𝐟𝐨𝐫 𝐛𝐞𝐟𝐨𝐫𝐞 𝐲𝐨𝐮 𝐬𝐭𝐚𝐫𝐭 𝐫𝐞𝐜𝐫𝐮𝐢𝐭𝐢𝐧𝐠. When the moment of decision comes, stick to it. It will also save you time, money and nerves. Btw. We hired the candidate. Without seeing other candidates. It was a good decision 😁.  

Is your interview process putting people off? 🤔 I recently got this response from someone I approached for a position: "That interview process is way too complicated for me. I'm going to have to politely pass on it." This feedback got me thinking: Are hiring practices inadvertently deterring top talent? Here are some points to consider: - Complexity vs Necessity: Is each step in your process actually essential? Or are you unintentionally creating barriers? - Time Investment: How much time are you asking candidates to commit? Remember, they may be juggling work, family, and life. - Transparency: Are you clearly communicating the steps involved? Uncertainty can be off-putting. - Candidate Experience: Does your process reflect your company culture and values? - Feedback Loop: Are you getting feedback from successful and unsuccessful candidates? Striking the right balance is crucial. Your process should be thorough enough to identify the best candidates, yet streamlined enough not to discourage applications. What are your thoughts? Have you recently reviewed your hiring practices? #Recruitment #HiringProcess #CandidateExperience #SoftwareEngineering #Careers Kioni Talent ------------------------- Struggling to find the right tech talent for your company? Let's change that. Book a free discovery call using the appointment button on my profile to explore how we can secure mission-matched talent efficiently and cost-effectively.

Finding the right candidates in the manufacturing industry can be a challenging task. With so many skills and qualifications to consider, it's essential to have a structured approach to your interviewing process. 🤝 First and foremost, clearly define the role you are hiring for and outline the specific requirements and responsibilities. This will not only attract candidates who are the right fit but also help you assess their suitability during interviews. 🔍 When screening resumes, look beyond just qualifications and experience. Consider factors like cultural fit, problem-solving abilities, and adaptability. These soft skills are often crucial in a manufacturing environment where teamwork is key. 💼 During interviews, ask behavioral questions that prompt candidates to share real-life examples of how they have handled challenges or achieved success in previous roles. This can provide valuable insights into their approach to work and problem-solving skills. 🧠 Don't forget about practical assessments or technical tests tailored to the role's requirements. These can help you gauge a candidate's hands-on skills and ensure they have the necessary expertise to excel in the position. 📝 Lastly, always seek feedback from multiple team members involved in the hiring process. Different perspectives can offer valuable insights into a candidate's potential fit within your team dynamics and culture. Collaboration is key! 👥 What strategies do you use to streamline your manufacturing candidate interviewing process? Share your tips below! #Manufacturing #InterviewingTips #HiringProcess

If you’re losing top talent, it’s probably because of this one mistake in your interview process… 𝗧𝗵𝗲 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲 𝗲𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲. Most people are obsessed with grilling the candidate, asking every possible question to make sure they’re “right for the job.” And yeah, that’s important. But here’s the reality... The candidate experience is just as important. Maybe even more. If you’re trying to hire A-players (and let’s be real, you should be), the way candidates experience your process is EVERYTHING. - How they meet your team. - How they see your company. - How you present yourselves in the interview. It all starts with the candidate experience. Because here’s the thing… The candidate experience turns into the employee experience. If they think you’re a mess during the interview, guess what they’re going to think when they join your team? That your company is a mess. So you’ve got to ask yourself: Does every interview serve a purpose? Are you collecting the right info, or just dragging them through unnecessary rounds? Are you showing them a buttoned-up, on-brand version of your business? Because here’s the truth... How candidates experience your process is how they’ll view your entire company. And if you want to attract A-players, you better make sure that experience is tight. That’s how you really win when it comes to hiring 💪

Are you hiring and interviewing? Are you interviewing for a new role? Interviewing must be a two-way process – some organisations ignore this. Attracting and recruiting the right individuals is always a significant challenge for any business. A stand out interview process increases the likelihood you will hire the right candidate to succeed in the role. A poor interview process is usually an indication of a dysfunctional company. This affects: ·      The qualification process and the wrong questions being asked leading to a potential poor hire ·      Your employer brand and the ability to attract the best talent ·      Time spent and lost during an exaggerated interview process ·      The obvious costs related to the above An effective recruitment process will enable the interviewers to qualify the candidate’s behaviour, competencies and culture fit. The process also enables the candidate to experience the internal workings of their potential employer – some organisations ignore this. Repost or comment for reach and opinion.

Are you hiring and interviewing? Are you interviewing for a new role? Interviewing must be a two-way process – some organisations ignore this. Attracting and recruiting the right individuals is always a significant challenge for any business. A stand out interview process increases the likelihood you will hire the right candidate to succeed in the role. A poor interview process is usually an indication of a dysfunctional company. This affects: ·      The qualification process and the wrong questions being asked leading to a potential poor hire ·      Your employer brand and the ability to attract the best talent ·      Time spent and lost during an exaggerated interview process ·      The obvious costs related to the above An effective recruitment process will enable the interviewers to qualify the candidate’s behaviour, competencies and culture fit. The process also enables the candidate to experience the internal workings of their potential employer – some organisations ignore this. Repost or comment for reach and opinion.

Are you hiring and interviewing? Are you interviewing for a new role? Interviewing must be a two-way process – some organisations ignore this. Attracting and recruiting the right individuals is always a significant challenge for any business. A stand out interview process increases the likelihood you will hire the right candidate to succeed in the role. A poor interview process is usually an indication of a dysfunctional company. This affects: ·      The qualification process and the wrong questions being asked leading to a potential poor hire ·      Your employer brand and the ability to attract the best talent ·      Time spent and lost during an exaggerated interview process ·      The obvious costs related to the above An effective recruitment process will enable the interviewers to qualify the candidate’s behaviour, competencies and culture fit. The process also enables the candidate to experience the internal workings of their potential employer – some organisations ignore this. Repost or comment for reach and opinion.

Many organizations miss the mark with CANDIDATE EXPERIENCE 🤦♂️ Enhancing the candidate experience during executive interviews is crucial for attracting and securing top-tier leadership talent. It's not hard to do... but it requires MEANINGFUL INTENTION which will bring HUGE VALUE to the process and ULTIMATE OUTCOME 🤘 Here are 5 creative ways to ELEVATE the experience for candidates: 💡 Tailored Onboarding Packets: Share personalized digital packets with company culture insights, leadership team intros, and strategic vision. It sets a welcoming tone and helps candidates prepare. 💡 Interactive Tours: Showcase key offices, operations, and future colleagues, allowing candidates to visualize themselves in the role. It can be done in person and virtually (where appropriate). 💡 Customized Case Studies: Present real-world challenges to spark strategic thinking, followed by collaborative sessions with executives. 💡 Peer Executive Lunch/Dinner: Facilitate informal relationship-building through a casual lunch or dinner with senior executives or board members. 💡 Personalized Follow-Up: Send thoughtful feedback post-interview, aligning their skills with the company’s goals, even if they aren’t selected. ***Check out the good word from Max Hansen below*** ⬇ ⬇ ⬇ ⬇ ⬇ ⬇ ⬇ ⬇ ⬇ ⬇ ⬇ ⬇

Lose a great candidate because your interview process took longer than it takes to get a bill through Congress? Does your CEO need to interview an entry-level candidate? Probably not. Do you need to accommodate the PTO calendar of an entire leadership team? Nope. The consequences if you do? ⬇️ ➡️Candidate Frustration: Lengthy interview processes can frustrate candidates, especially if there are numerous rounds of interviews or long gaps between each stage. This frustration may cause candidates to lose interest in the position or pursue other opportunities. ➡️Loss of Top Talent: Highly qualified candidates may drop out of the process if it takes too long, especially if they receive offers from other companies in the meantime. This could result in the loss of top talent to competitors. ➡️Resource Drain: Conducting multiple rounds of interviews with various stakeholders can be resource-intensive for the hiring company. It requires time and effort from hiring managers, interviewers, and other staff involved in the process. ➡️Delayed Hiring: A prolonged interview process can delay the hiring of a candidate, leaving the position vacant for an extended period. This can impact team productivity and increase the workload on existing employees. ➡️Negative Candidate Experience: Candidates who have a negative experience during a long interview process may share their dissatisfaction with others, potentially damaging the employer's reputation and making it harder to attract top talent in the future. ➡️Competitive Disadvantage: In fast-paced industries where talent acquisition is competitive, a lengthy interview process can put the hiring company at a disadvantage compared to competitors who have a more streamlined process. ➡️Bias Amplification: Extended interview processes may inadvertently amplify biases, as candidates may face different interviewers or interview formats at various stages, leading to inconsistencies in evaluation. ➡️Increased Drop-out Rates: As the process drags on, more candidates may withdraw their applications due to competing offers, loss of interest, or frustration with the prolonged timeline. ➡️Impact on Employer Brand: A drawn-out interview process can reflect poorly on the employer brand, signaling inefficiency or indecisiveness to potential candidates and the broader industry. A great recruiter keeps you informed on what is going on with your candidate pool. Let us help you. Call a Pinnacle Society recruiter today. We cover all industries. Go to www.PinnacleSociety.org #PinnacleProud #EliteRecruiting