Corporate Navigators, LLC’s Post

Did you ever wonder how good your hiring skills are? Since doing interviews, as candidate or employer, I always wondered: "How reliable are these decisions?" Apparently not so great. Have a look at this data backed read: https://lnkd.in/dFRUdrYz Turns out recruiters may subconciously look for employer brand names rather than skill.

It is rare to be a good recruiter. No, I mean it. And I am not speaking about the ghosting of the candidates. That is for another story. I am saying that our meetings with candidates should be about them. Not about recruiters. Using the word 'interviews' for our conversations with candidates is probably not the best idea. It is sending the message that one side is asking questions. And the second is answering questions. But in today's world of Talent Acquisition, it needs to be a two-way conversation. Not just companies, but also candidates are choosing. A recruiter should be more of a listener than an examiner. Let your candidate tell their story and ask you questions. Create rather a space for a deep conversation than a quick screening. When candidates feel well in our interviews, we build our employer brands in the most essential area. But if they didn't feel welcomed and listened to, probably, they will not apply again.

Traditional candidate screening is broken. We rely too much on resumes, which are often inflated and don’t tell the full story. The interview process is riddled with unconscious bias and inconsistent evaluations. We need to evolve. Relying solely on resumes and typical interview questions is like judging a book by its cover and a random page. By leveraging technology, we can screen candidates based on real skills, not just degrees or buzzwords. It's time to embrace unbiased, consistent, and 24/7 screening capabilities. Discuss below: What changes have you made to improve your screening process? #Hiring #Recruitment #AICandidateScreening

“Invisibles” #8: Candidate handling  In low-cost Search models, the first casualties are candidates.  Low fees require operational efficiency, which means there is no time for candidate welfaring:  making sure candidates have been properly briefed on the opportunity and client culture; prompt feedback after interviews; the courtesy of being stood down if unsuccessful.  We have lost count of the number of candidates who complain of being ‘ghosted’ by headhunters and are left to infer that they are no longer under consideration.  All this has a very negative impact on the hiring firm’s employer footprint and reputation. Read more here: https://lnkd.in/dZ7aMXfx  #assetmanagement #recruitmentstrategies

❌ NO, recruiting isn't about receiving candidates in bulk ❌ Nor treating them as interchangeable numbers Recruiting is above all about listening to stories; recruiting is about being attentive 📖 We are not robots 🤖 and we know that landing a job can change a life. We, recruiters, have an impact on the lives of the candidates we meet. 💼 It's up to us to ensure that impact is as positive as possible, even if the recruitment doesn't lead to a hire. ✅ Here are some simple actions that truly make a difference: 1️⃣ Providing constructive feedback after interviews 2️⃣ Offering objective advice on a candidacy 3️⃣ Checking in and providing updates regularly What do you do to positively impact the candidates you meet? 🧐 #Recruitment #ConstructiveFeedback #CareerSupport #HumanResources

I've seen several recent posts where jobseekers are asking the following questions shortly after the intial screening or first interview has started. What is the hourly/salary range? Are you considering any internal candidates? Ideally, what is your timeframe to fill this position? In the past, these questions may or may not have been asked during the initial screening or first interview. Now, many candidates want to know this information right away. They want to know if the hiring process is going to be a waste of time or if they have a legitimate chance of being hired. Recruiters and hiring managers that are transparent throughout the hiring process will always have multiple referrals and candidates to choose from.

An effective strategy for candidate evaluation is crucial to ensuring you make the right decisions on who to add to your team. While hundreds of people might apply for a job, many companies only invite around 2% of candidates to an interview. The screening process is how business leaders shortlist candidates based on their skills, experience, and attributes. However, not every screening strategy is alike. To ensure they're not missing out on valuable talent or adding unnecessary complexity to the hiring process, companies need to analyse, and implement the right screening methods for their specific needs. This article will explore the best ways to screen candidates this year. ->✍👉 https://lnkd.in/e_fnc9Qn #taxjobs #accountancyjobs #first2recruitltd #auditjobs #insolvencyjobs

"'Instead of listing each role and project you've worked on, focus on making each of your answers show your knowledge and motivation', she said. 'This leaves me with a clear understanding of the candidate's past performance and what they're capable of'.....the best candidates use metrics to demonstrate the impact of their work". Great interviewing advice for job candidates from Business Insider, and the focus on knowledge, motivation, and impact is well aligned with our approach at Topgrading.

Here are a few insights on why candidates drop out of the interview process and a very simple solution to this issue. 👇 #recruitment #hiring

It’s been a lot of fun and I’ve learned a ton working with Aline Lerner and her platform, interviewing.io as well Tushar Kundu and  Kadeem Noray. A few points stand out to me:  First, this work speaks to the strength of Aline’s platform and its theory of change: there’s a lot more signal in a high-quality technical interview than a resume; interviewing.io helps equalize the playing field and increase pathways to employment. Second, it’s striking how recruiters struggle to recognize talent, particularly for those with non-traditional backgrounds. Third, we can do much better with algorithmic screening than human recruiters! A subtle but often-lost point is that it can be easier to change the behavior of an algorithm than to change the behavior of a person. This point has important implications for reducing bias in screening processes.  And this is one piece of Learning Collider’s larger agenda on building and estimating screening algorithms with fairness constraints and trying to raise the bar for reducing disparate impact and disparate treatment.  Metrics like the “4/5th’s rule” are a terrible way to assess and mitigate disparate impact. We can do so much better to reduce discrimination and improve equality of opportunity.  Keep an eye out for our future work building algorithms for hiring, underwriting, tenant screening and more. And if you’d like to reach out and talk about this work, please do!  PS thank you to Dr Freada Kapor Klein for the introduction to Aline! ❤️