Sarah Dalton’s Post

When you’re interviewing for a job, and find yourself up against an internal candidate, it's good to manage expectations about an offer. As a general rule, I’m all for companies promoting internal candidates, as it reflects good leadership development and growth opportunity for employees. But I have to say, I’m rooting for my coaching clients. If you’re up against an internal candidate, I encourage you to do your prep, and enthusiastically move forward with the interview process, because you could be the external applicant who breaks through. And no matter what, interviewing is good practice, with teachable moments to help you shine for the next opportunity. #InterviewPrep #JobSearchTips #CareerCoaching

I recently faced an interview question that left me completely lost, when it really shouldn’t of. The question was: “How do you manage a team?” While simple at first glance, I found it so open-ended that I struggled to focus on where to begin, especially being conscious of time. This experience highlighted something important: Interviews are stressful situations, and sometimes the right answers are there—candidates just need that little bit of guidance or structure to bring them out. For example, revising the question to something like “What strategies do you use to motivate and empower your team members to perform at their best, especially in challenging situations?” not only helps candidates focus but also allows them to showcase their strengths in a clearer way. In high-pressure environments, this approach can help interviewers get the best out of candidates and uncover the practical insights they might otherwise miss. A small adjustment can make a big difference in understanding someone’s leadership style and how they handle real-world challenges. #interviews #leadership #recruitment #teammanagement #jobinterviewtips

But How Do Your Candidates Feel About YOU? During a typical hiring process, organizations tend to see things through their own eyes. What I mean by this is that they rarely stop to consider what candidates think about them. Imagine you’re a leader conducting interviews for a new opening. Your candidates have gone through multiple interviews, and you’re seriously considering a few of them. But have you told any of them where you are in the process, or are you thinking only about what’s in front of you? Far too often, leaders don’t consider this process from the candidate’s perspective. What do they think of you and your organization? What gave them these opinions, and what could you learn from them if they had the means to provide you with anonymous feedback? The key here is that, at some point, you must ask the people you’re interviewing if you’re describing yourself and your organization in a manner that makes them want to join your team. Without a global process that incorporates such evaluation, you’ll either lose out on top talent or be left with only those candidates who have no other options. #CandidateExperience #HiringProcess #Leadership #HealthIT

𝐁𝐞 𝐑𝐞𝐬𝐩𝐞𝐜𝐭𝐟𝐮𝐥 𝐢𝐧 𝐭𝐡𝐞 𝐇𝐢𝐫𝐢𝐧𝐠 𝐏𝐫𝐨𝐜𝐞𝐬𝐬: Rejecting a candidate is part of hiring—it's completely normal. But dragging them through multiple interviews, assessments, and months of uncertainty isn't. If you're clear early on that the candidate isn’t the right fit, let them know. It’s about respect and valuing their time. Don't use their ideas or proposals if you're not planning to move forward with them. And if you're set on hiring internally, skip the external process altogether. Be transparent. Be kind. The hiring process says a lot about your company culture—make sure you're sending the right message. #HiringBestPractices #Leadership #RespectInRecruitment #HRTips #SpiritualHR

Management practices in the UK lean towards being traditional and cautious. This prompts a discussion on how leadership and recruitment methods can adapt to address current challenges. In this article, Adam Bryant delve into fresh and inventive interviewing and hiring techniques, informed by insights gathered from over 1,000 interviews with top executives. #leadership #interviews #questions #uk #traditionalmanagement #cautiouspractices

More than just a gut feeling! Your people decisions will be your most important ones. Developing and applying a robust interviewing technique is a "must have" quality that separates out the best, and highest performing leaders from the rest. However, many leaders are unfamiliar with structuring the interview process. One effective approach includes: 1) Introduction 2) Provide an overview of the company and the job 3) PAST: Dive into the candidate's previous experience and track record 4) PRESENT: Explore the candidate's current situation 5) FUTURE: What qualities do they seek from their world of work immediately and how do they wish to develop their career 6) Q&A importantly to include you looking to delve into the candidates ability to be able to handle the most difficult elements of the job The Q&A to also include time for them to ask you questions #Leadership #Interviewing #Hiring #DecisionMaking

I am interviewing 3 people for 1 position. Give me some advice. One of my clients is hiring for a mid-level management role for one of their businesses units The leadership team screened the first round candidates, conducted several second round Zoom interviews, and has 3 people they all agree could be a good fit. I have been asked to interview the 3 candidates in person, what could go wrong 😜 What is something meaningful you always ask OR remember being asked during an interview. You can count on me breaking the ice with: "so...what is your favorite Phil Collins song" (ZERO % chance they know who Phil Collins is) #interviewquestions #entrepreneurship #hiringtalent #leadership #management #humanresources

Why is decision making so rarely discussed in hiring conversations? In my experience as a search consultant, it’s often overshadowed by culture, strategy, or other leadership qualities. Read Kingsley Gate’s compelling feature published in HBR discussing why decision making should take center stage in interviews: https://lnkd.in/gWiPJdmw

💪One of the most valuable lessons I've learned throughout my career as a recruiter (and wish all recruiters and hiring managers would embrace) is the importance of putting yourself in the candidate's shoes. JOB INTERVIEW It's not just about assessing skills; it's about creating an environment where candidates can truly showcase their potential. 🫴If they're struggling with a question, help them out. Rephrase it, give them time to think, and remind them that silence isn't a bad thing. Get the best out of them ! 😳 After all, interviews are stressful, and sometimes nerves can get in the way of the best answers. We often talk about candidates trying to sell themselves, but here's the question: Are you, as a hiring manager, trying to sell yourself as the leader they want to work for? #Hiring #Recruitment #Leadership #CareerDevelopment #HiringManagers #CandidateExperience

If you want to create real impact, start by turning interviews into growth opportunities. I understand that managers and recruiters have limited time, but let’s be honest—it only takes a minute to provide constructive feedback to a candidate who invested hours preparing and interviewing for your open role. Managing isn’t just about delivering projects or showing positive metrics in an Excel sheet. It’s about taking care of people—those already on your team and those who aspire to be part of it. What percentage of the time have you got some feedback after a rejection? #Leadership #TalentManagement #InterviewFeedback