Benjamin Sesser’s Post

In hiring, are references a waste of time? If you answered yes, you may reconsider after learning to more skillfully wield this invaluable tool. Done right, references are a vital part of a well-informed hiring decision. They can provide meaningful insight to help you create an optimal environment for your new team member's success. Here are some questions to help make reference calls more relevant and productive. #references #hiring #hiringtips #recruiting Thanks to First Round Capital Review.

Is your secretive hiring process costing you the best talent? **Transparency in hiring can revolutionize your recruitment strategy.** 🌟 Imagine sharing interview questions and processes upfront—you're not just setting clear expectations, you're building real trust with candidates. But here's the catch: Where do you draw the line? 🤔 Too much transparency might erode your competitive edge. So, how do you strike the perfect balance between openness and strategy? **How transparent is your hiring process? What impact has it had?** Let's dive into this critical conversation. Share your experiences and insights! 👇

💡 Are you still hiring based on gut feeling? It’s time to rethink that. 💡 We’ve all heard it before – “I just had a good feeling about this candidate.” But here’s the tough truth: gut feelings can lead to bias, inconsistency, and missed opportunities. In today’s competitive landscape, relying on subjective impressions isn’t enough to find the best talent. What if you could eliminate guesswork and bring data into every hiring decision? Enter Interview Scorecards – the ultimate tool to transform your hiring process: ✅ Remove Bias: Evaluate all candidates against the same criteria. No more ‘gut feelings’ – just data-backed decisions. ✅ Streamline the Process: Speed up hiring without sacrificing quality. Scorecards help you cut through the noise and focus on what matters. ✅ Improve Collaboration: With a standardized evaluation system, your entire hiring team can align on what great looks like. At BarRaiser, we’ve taken this one step further. Our AI-driven platform automatically collects real-time feedback, scores candidates based on predefined metrics, and calculates the overall rating – ensuring faster, more accurate decisions. Ready to bring precision and fairness to your hiring process? Stop relying on gut instincts and start using structured interview scorecards today. Take action now and level up your hiring! 👉 Know more or book a demo: https://lnkd.in/gNC-yCnN

Assessments, as part of a hiring process, aren't just about skills. They're also about cultural fit. 🤝 By working on a task together, you can observe how a candidate interacts with your team, their communication style, and their overall approach to work. This gives you valuable insights into whether they'll thrive in your company's unique environment. Curious to know how you can incorporate assessments or a task in your next hiring process, give me a shout!

Why should we hire you?🤔 (A simple question. But one of the toughest to answer. 💥) Here’s the real key: It’s not about YOU. It’s about THEM. 💡 When hiring managers ask this, they’re looking for specific things: 1️⃣ Do you understand their mission or goals? 🎯 2️⃣ Can you add value or fill a specific need? 🛠️ 3️⃣ Are you a cultural fit? 🤝 4️⃣ Do you have a unique edge over others? 🌟 So, how do you answer this? Let’s break it down: 1. Focus on the match. 👉 Align your skills and experience directly with the job description. Example: “I’m excited about your company’s focus on AI in healthcare. With my experience in AI projects, I’m ready to contribute to innovations in this space.” 2. Show your uniqueness. 👉 Highlight what sets you apart. Example: “At [previous role], I managed brand transformations that led to measurable growth—this has prepared me to tackle your rebranding goals.” 3. Paint a vision. 👉 Share how you see yourself in the role. Example: “I see myself leveraging my team management experience to help your projects hit milestones faster and smoother.” 4. Emphasize the cultural fit. 👉 Share authentic insights about how you’d fit into the team. Example: “I admire your monthly recognition program—it’s clear you value your team, and that resonates with how I work best.” 💡 Final tip: Keep your answer short, sharp, and impactful. ✨ Your turn: What’s the BEST way you’ve heard someone answer this question? 👇 P.S. Found this helpful? Repost ♻️ so your network can ace their next interview too. 🚀 🥋🍍🏄🏻♂️📚🎯 https://lnkd.in/gasbtJpg

I invite you to join me in reshaping the conversation about the unfortunate practice of ghosting in hiring processes, particularly when it occurs after a meaningful and genuine interaction. Recently, I shared on Glassdoor my experience with a company that left me in the dark, despite our initial conversation. As a recruiter myself, I understand the challenges other professionals face while managing their current workloads. The recruitment process is a demanding task where empathy plays a crucial role, serving as the primary showcase of the company's culture. Therefore, I encourage you to utilize platforms like Glassdoor to anonymously rate your interview processes. Through collectively sharing our experiences, we can capture the attention of decision-makers and foster positive change in the hiring landscape. I've posted a guide on how to effectively rate your interview process, and you can find the link in the first comment below. Let's unite in advocating for a more considerate and transparent hiring process. Emphasizing the importance of respectful communication, I believe, will contribute to a professional environment built on mutual respect and understanding. Who's with me on this mission? 🙋🏻♀️ #RespectfulRecruitment #EmpathyInHiring #GlassdoorReviews #CareerAdvice #JobSearchTips

Don't let your hiring process GO TO THE DOGS! 🐶 These two! They are in the backseat - about to beg for hotdogs. That’s Vinny Pickles on the left and Leo on the right. Even our furry friends have standards when it comes to their favorite treats! Similarly, your hiring process needs to be top-notch to attract the best talent. How do you figure out if yours sets you apart - or sets you back? Consider these elements: 𝗔𝗽𝗽𝗹𝗶𝗰𝗮𝘁𝗶𝗼𝗻: Is it easy to complete? 𝗦𝘁𝗮𝘁𝘂𝘀 𝗨𝗽𝗱𝗮𝘁𝗲𝘀: Do you provide timely feedback, even to those not selected? 𝗖𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻: Is your messaging personalized and positive? 𝗡𝘂𝗺𝗯𝗲𝗿 𝗼𝗳 𝗜𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄𝘀: Are the interviews appropriate for the role’s level? 𝗜𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄 𝗘𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲: Are your interviewers skilled and is the process conversational rather than interrogative? 𝗔𝘀𝘀𝗲𝘀𝘀𝗺𝗲𝗻𝘁𝘀: Are you using effective tools to gauge skills? 𝗧𝗼𝗻𝗲 𝗮𝗻𝗱 𝗘𝘅𝗽𝗲𝗰𝘁𝗮𝘁𝗶𝗼𝗻𝘀: Does the process offer a clear and realistic view of the role? 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸: How promptly and professionally is feedback given? To all candidates? 𝗧𝗶𝗺𝗲𝗹𝗶𝗻𝗲: Is the overall process efficient? 𝗢𝘃𝗲𝗿𝗮𝗹𝗹 𝗘𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲: Does the candidate feel valued, even if not hired? Even in a depressed economy or a slow hiring market, maintaining a top-notch hiring process is essential. It sets you apart from the competition and strengthens your brand, ensuring long-term success. 🚀 Bonus tip: Consider assigning a "secret shopper" to apply for a role and evaluate elements like the application process, candidate communication, and overall tone. You might be surprised what you learn about your own process!

Let's face it, delivering the 'thanks, but no thanks' news isn't anyone's favourite part of the hiring process. But fear not! Our latest blog has your back with tips on handling that conversation with grace and empathy. #HiringEtiquette #CandidateFeedback #TalentAcquisition #Joveo https://bit.ly/4cFmYWH

This is the Trait We Seek in Every New Hire It's something you might assume everyone has, but it's surprisingly rare. Common Sense. You would assume everyone can apply it, but common sense is more than just knowing facts. It involves having the intuition to know when to speak and when to listen. Basically knowing when to talk and when to shut up. It’s about understanding context and being able to adapt to different clients, colleagues, and partners. I have to admit it’s a very hard trait to identify directly in a hiring process or interview. I usually go with my gut feeling. It's the cornerstone of our hiring process and the secret sauce to building a team that truly reflects our values and culture. Why is it so crucial? Our team isn’t just a group of individuals; they represent our brand and what we stand for. The reason it’s so important for us to hire people with common sense is that it’s incredibly hard to teach or instill in someone. How do you identify common sense in potential hires?

You can’t measure or improve ⚒️ what you don’t know ❓ Unfortunately, for many talent leaders, that’s been the reality of the interview black box. But not anymore. Embrace the future of hiring with BrightHire's groundbreaking Interview Quality Report. It’s the first-ever north star for measuring interview performance. The Interview Quality Report gives you powerful, automated insights so you can: 🎯 Set clear goals & drive towards one core, shared KPI: - Define what "good" looks like and unite your team around a shared goal. - Quantify interview performance for the first-time ever, and share accountability for driving towards hiring excellence together. 🤝 📈 Measure what matters for your org: - Define your ideal interview structure (prompt starts, clear agendas, balanced conversations, etc). - Configure your own rubric across 10+ dimensions to monitor what matters most. 📊 Benchmark performance for better talent outcomes: - Compare your org’s performance against the industry average (calculated across hundreds of thousands of interviews!) - Know your strengths and weaknesses so you can optimize hiring to win the best talent. Finally, say goodbye to guesswork. Hello to transformative insights that help you hire fairer, faster, smarter.