Candidate Source Limited’s Post

🚀 Minimizing Bias in Recruitment: A Proven Approach 🚀 Using structured interviews and diverse hiring panels is key to reducing bias and making more informed decisions. 🔑 Structured Interviews 1. Develop standardised job-related and behavioural questions 2. Use consistent guides and rating scales 3. Train interviewers on mitigating bias and keeping evaluations objective 🎯 This structured process ensures a more reliable, equitable assessment of all candidates. 🌍 Diverse Hiring Panels 1. Assemble teams with varied backgrounds, experiences, and perspectives 2. Score candidates independently to avoid groupthink 3. Debrief afterwards to reach a consensus based on objective criteria 🎯 Diverse perspectives lead to fairer, more balanced hiring decisions. ✨ Bonus Tips: 1. Consider blind initial screenings 2. Focus on inclusive, clear job descriptions 3. Continuously gather feedback and monitor diversity metrics #HiringBestPractices #DiversityAndInclusion #FairHiring #HR Learn more: https://lnkd.in/e-9FhV9T

📈Diverse hiring panels: Why is a diverse interview panel important❓ 🤔Did you know that diverse interview panel is critical because it helps reduce the potential for unconscious biases that can arise during the hiring process ⁉️ 🎯What is the desired outcome of a panel interview ✅Members of the panel may ask different questions. ✅Consider different aspects of a candidate’s background. ✅Offer varying opinions on a candidate’s qualifications. ✅Ultimately leading to more informed hiring decisions. 📈The Benefits of a Diverse Interview Panel 1. Enhanced Decision Making 2. Improved Representation 3. Increased Fairness 🤔How to Create a Diverse Interview Panel? 🎯Identify Key Characteristics you want represented on the panel, such as gender, race, age, nationality, and abilities. 🎯Cast a Wide Net to ensure a diverse pool of candidates, cast a wide net when recruiting panel members. 🎯Train Panel Members on how to conduct unbiased interviews and how to recognize and mitigate unconscious bias. 🎯Partner and connect with PLS - Pharma & Life Science recruitment. 💊Let PLS cure your sourcing pains. ☎️Connect with [email protected] or [email protected] Geralyn Naidu Shade Temay Woodward Shaun Smith Benjamin Goodwin Dylan Cowan #WomenInStem #DEI #Inclusion #GlobalRecruitment #InclusionMatters #CloseTheDreamGap #weCare  https://lnkd.in/dEcbn3wZ

Excited to share my journey with blind interviews and how they’ve transformed our hiring process.  In this latest article, I discuss how focusing on skills over first impressions has helped us find incredible talent and build a more diverse team.  Join me in exploring how this approach can make a real difference in creating inclusive workplaces. 🌟  Thanks, Featured for making this happen!  #BlindInterviews #DiversityAndInclusion #InnovativeHiring

Over 70% of job seekers want feedback on an interview. More than 60% said that receiving feedback during the interview process, even if they do not receive a job offer, would make them more inclined to apply to future jobs at that company. But delayed communication hurts both employers and candidates. How? · Candidates feel disrespected and lose trust in the company. · They're left wondering about their next steps and may miss out on other opportunities. · Employers lose out on top talent who move on to other positions. The solution - 📢 COMMUNICATE 📢 Here's why it benefits everyone: · Candidates appreciate the update, even if it's not good news. · Employers can maintain a positive employer brand. · The hiring process moves more efficiently. Learn how clear communication benefits both employers and candidates - https://bit.ly/3wjUgKA #ApplicantExperience #TalentAcquisition #RecruitmentBestPractices #CandidateExperience #EmployerBranding #COGBEE

Check out our CEO Linda Scorzo's personal experience with blind interviews and the amazing impact they've had on our hiring process. This article dives into how we've uncovered hidden talent and fostered a more inclusive environment. Don't miss Linda's insights on making recruitment fairer and more effective! 🌍✨ #InclusiveHiring #TalentDiscovery #EquityInRecruitment

Interview timelines are getting longer. Have you observed that most interviews timeline are hovering beyond an acceptable time line of 2 -3 weeks. 👉🏽Is it a function of dearth of talents? 👉🏽Is it due to the tightening and contracting economy? 👉🏽Is it a function of organization not knowning exactly what they want in a candidate? 👉🏽Or is it just a function of apathy by candidates who are being forced to appear for so many interviews? There is an organization that engaged us earlier on in the year, we informed them about the mis-match in their profile and the salary. What they wanted would required using AI to remodel or create that special human being. Two different sets now and we are still tinkering. Organizations represented by their hiring managers or HRMs must begin to understand the type of personality and experience that they want in a candidate. This would hasten up the recruiting process. Spending 4 months on a recruitment that has been penciled down for one month is ridiculous. Seemingly rejecting candidates for some obscure reasons beg the question. There is no perfect candidate anywhere. Candidates are people who have feelings so the emotional part will show up once a while, it is beyond any recruiters control so asking recruiting companies to guarantee their continued stay with you for over 6 months is also ridiculous. Find out what you need to do to keep them in your organization. 📌Initiate employee engagement programs and activities. 📌Pay competitive salaries and offer other perks if you can’t play the “number” game. Yeah! There were days we could close up recruiting process within 2 weeks! There were no tick-the- box- perfection, we simply work on what you see is what you get and instincts. Those candidates do stay then! Why! The environment wasn’t this knowledgeable. They didn’t have access to this much information. Organization and candidates need to do more. 📌Invest in yourself so you can stand out. 📌If you have it, 99,9% of the time, it is so obvious. However, If we made a bad choice, we usually replace at no fee. Nevertheless, organizations must begin to also invest in good onboarding and induction system or even talent retention strategies. Sometimes it is like magic, you are recruiting for another organization and you get this “light bulb moment”, hmm! This candidate will surely fit another client’s role and not this. We all deserve better so let’s stop this ridiculous and perpetual search for that “Perfect Human”. They are human before being candidate. #interviews #recruitingagencies #beacongate #ritababalola

📢 Statistics have shown that 62.2% of candidates shared that they received "bad interview vibes" as their top reason for turning down a #joboffer. Being able to effectively interview candidates not only leaves an individual with a positive experience, but it will also help you pick the best fit for your organization while continuing to develop your #employerbrand.   Dive into our latest blog and empower your hiring managers with the skills they need to conduct effective interviews.   3 Key Takeaways: 💡 Consistency is Key: Learn the benefits of a structured interview approach. 💡 Effective Questioning: Uncover techniques to ask questions that reveal the true potential of candidates. 💡 Constructive Feedback: Grasp the significance of feedback in refining your hiring decisions.   Start #training your hiring managers in the art of effective interviews and elevate your #recruitment game today 👉 https://lnkd.in/gx_2uqSv   #HiringExcellence #InterviewSkills #TalentAcquisition #RecruitmentStrategies #HiringSuccess #Training #TalentDevelopment #EmployeeDevelopment #LearningandDevelopment #CareerDevelopment #BusinessDevelopment #PsychometricAssessments #Psychometrics #HumanResources #HR #HRLeadership #HRManagement #HRM #HRTech #TalentAnalytics #HRStrategy #HRAnalytics #HRAdvice #HRBlog #BusinessTips

Are you tired of not receiving feedback after an interview? You're not alone. Many candidates face this issue. Check out this insightful article that explains why recruiters often don't provide feedback and what you can do about it. #interviews #interviewfeedback #jobsearch Read more here: https://lnkd.in/d8cdFbTR

# Bridging the Gap: When Candidate Interviews Don't Align with On-the-Job Performance As talent acquisition professionals, we often encounter a perplexing situation: A candidate excels throughout the interview process, demonstrating the required skills and expressing enthusiasm for the role. However, post-hiring, their performance and attitude significantly diverge from our expectations based on the interview process. ## The Dilemma This discrepancy raises several critical questions: 1. Where does the responsibility lie? Is it with the interviewing team for not adequately assessing the candidate, or with the candidate for potentially misrepresenting themselves? 2. How can we refine our hiring processes to better predict on-the-job performance? 3. What strategies can employers implement when faced with this situation? ## Proposed Solutions In my experience, two potential approaches could help mitigate this issue: 1. **Enhanced Candidate Evaluation**: Implement more comprehensive assessment methods that go beyond traditional interviews. This could include job simulations, extended trial periods, or in-depth reference checks to evaluate not just skills, but also cultural fit and work ethic. 2. **Structured Post-Hire Integration**: Establish a clear post-hire process that includes:   - A defined probationary period with specific performance metrics   - Regular check-ins and feedback sessions   - A structured improvement plan for underperforming employees   - A decisive action plan if improvement isn't achieved, potentially including termination and replacement ## Your Insights Matter I'm keen to hear from fellow professionals in talent acquisition, HR, and management: - What has been your experience with this issue? - What innovative interview or assessment techniques have you found effective in predicting on-the-job performance? - How do you handle situations where new hires don't meet expectations? - What strategies have you implemented to improve the alignment between interview performance and actual job performance? Share your thoughts, experiences, and solutions in the comments. Let's collaborate to enhance our hiring practices and ensure better outcomes for both employers and employees. #TalentAcquisition #HiringBestPractices #EmployeePerformance #HRChallenges

We've all been through traditional hiring interviews—they can be long, tedious, and feel more like interrogations than conversations. At Revolgy, we decided to change that. Traditionally held interviews often gave us a narrow idea of the candidates, focusing too much on technical skills and experience while overlooking soft skills and a cultural fit; job titles also lead to mismatches between companies, and we knew there had to be a better way. So, we shortened our process from five steps to only two–an HR screening call and a hiring team call. 🔗 Learn more about how we hire as a remote-first company and why we feel we perfected our hiring process at the link below. #revolgy #hiring #remotework #recruitment