COGBEE’s Post

Imagine a first date turned nightmare: wrong order, spilled food, and forgotten dessert. Not a good look. Interviews are similar. Botch them, and qualified candidates become disgruntled daters, sharing their bad experiences like bitter reviews. The data backs it up - A CareerBuilder study shows 84% of candidates with negative interview experiences tell others, and 70% won't apply to that company again. The culprit? Common interview mishaps: · Ghosting: 51% of candidates experience it, leaving them feeling disrespected and discouraged. · Unprofessionalism: 60% of candidates encounter interviewers who are late, unprepared, or dismissive. Not cool. · Unclear expectations: 38% face interviews with ambiguous job requirements, leading to confusion and frustration. Don't let interview mishaps be the dealbreaker! Read how - https://bit.ly/4950KuJ #InterviewAsAService #EmployerBranding #CandidateExperience #EmployerOfChoice #humanresources #humanresourcesmanagement #humanresourcesconsulting #humanresourceshelp #skillassessments #Recruiting #recruitingtips #RecruitingCareers #RecruitingNews #recruitingrecruiters #COGBEE

3 reasons to provide interview feedback (in addition to being professional and respectful)… 1. It improves your employer brand. Candidates who receive feedback are more likely to recommend your company to others, even if they were unsuccessful. 2. It helps you evaluate your interview process. Feedback from candidates can highlight areas where your interview process might be unclear, lengthy or biased. 3. Identifies potential for future roles: A candidate who wasn't the right fit for this specific role might have valuable skills for a future opening. Keep connected, there's no point burning bridges. ------------------------------------------------------------------------------------------ I have over 20 years’ experience in recruitment and specialise in the Dynamics 365 market. If you are looking for additional talent for your team, please get in touch with your requirements and we can see how Talent Locker could support. [email protected]

How much 𝗽𝗲𝗿𝗰𝗲𝗻𝘁𝗮𝗴𝗲 of 𝗰𝗼𝗺𝗽𝗮𝗻𝗶𝗲𝘀 interview 𝗛𝗥 𝘂𝘀𝗲 𝗦𝗹𝗮𝗻𝗱𝗲𝗿𝗶𝗻𝗴 for the 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲 in the world? 𝗖𝗵𝗮𝘁𝗚𝗣𝗧 𝘀𝗮𝗶𝗱: While there aren’t specific global statistics on the exact percentage of companies whose HR teams use slanderous or negative tactics during interviews, various studies offer insights into the use of unethical or biased practices that could negatively affect candidates’ perceptions. 𝟭. 𝗡𝗲𝗴𝗮𝘁𝗶𝘃𝗲 𝗜𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄 𝗧𝗮𝗰𝘁𝗶𝗰𝘀 Research from sources like the Society for Human Resource Management (SHRM) and LinkedIn indicates that around 10-15% of candidates report experiencing inappropriate interview practices. These can include overly harsh criticism, undermining a candidate’s qualifications, or other negative remarks that make candidates feel undervalued. Some companies—8-10% according to surveys—use pressure-based tactics to test resilience. Such practices might border on rudeness or dismissiveness and are more prevalent in competitive industries like finance or consulting. 𝟮. 𝗕𝗶𝗮𝘀 𝗮𝗻𝗱 𝗗𝗶𝘀𝗰𝗿𝗶𝗺𝗶𝗻𝗮𝘁𝗶𝗼𝗻 𝗶𝗻 𝗜𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄𝘀 A notable portion of candidates also face biased or discriminatory questions that may feel slanderous, reflecting stereotypes or assumptions about their backgrounds. A 2020 Glassdoor survey found that about 25% of job seekers experienced biased or inappropriate questioning in interviews. In such cases, questions are perceived as undermining the candidates’ qualifications or identity, creating a negative interview experience. 𝟯. 𝗥𝗲𝗽𝘂𝘁𝗮𝘁𝗶𝗼𝗻 𝗗𝗮𝗺𝗮𝗴𝗲 𝗮𝗻𝗱 𝗟𝗼𝗻𝗴-𝗧𝗲𝗿𝗺 𝗜𝗺𝗽𝗮𝗰𝘁 CareerBuilder studies show that 42% of candidates say they would avoid reapplying to a company if they had a poor interview experience, often linked to disrespectful or overly critical interactions. Moreover, around 60% of job seekers are likely to share negative experiences on sites like Glassdoor if they felt treated unfairly. This negative feedback can damage the company's reputation and impact its ability to attract top talent, especially if the interview process seems slanderous or dismissive. 𝟰. 𝗖𝘂𝗹𝘁𝘂𝗿𝗮𝗹 𝗮𝗻𝗱 𝗥𝗲𝗴𝗶𝗼𝗻𝗮𝗹 𝗗𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝗰𝗲𝘀 Direct or critical interviewing practices vary globally. Some regions, particularly parts of Europe and Asia, have more direct interviewing styles, which can sometimes feel disrespectful to candidates. In these regions, up to 20% of candidates report negative experiences, though outright slander remains challenging to quantify. 𝗦𝘂𝗺𝗺𝗮𝗿𝘆 In sum, while we don’t have direct statistics on slander by HR, approximately 10-25% of candidates report facing biased or overly critical questioning that could harm their professional reputation. Negative interview experiences influence company perceptions and discourage qualified candidates from reapplying. 𝗪𝗵𝗮𝘁 𝗶𝘀 𝘆𝗼𝘂𝗿 𝘁𝗵𝗼𝘂𝗴𝗵𝘁 𝗼𝗻 𝘁𝗵𝗶𝘀? #Slander #Negative #Interview #ReputationDamage #toxic #Companies #HR

6 tips to identify potential red flags in the interview process: 1. Inconsistencies and/or gaps – A lack of transparency in their work history can raise concerns about their honesty and reliability. HOWEVER! Do not be too quick to judge if you see that a candidate has inconsistencies – ask WHY before automatically rejecting someone. 2. Communication skills – Communication skills are a window into a candidate's suitability for a role. Pay attention to how they express themselves both verbally and non-verbally. 3. Negative outlook – If a candidate constantly criticizes past employers or colleagues without valid reasons, it may indicate an inability to handle workplace challenges with a positive and constructive attitude. Read more for tips 4-6! #JunoTips #RedFlags #InterviewTips #Candidates #HiringTips https://lnkd.in/eEeJkbDC

🔍 Are you striving for more inclusive recruitment? In the article below, Totaljobs shares how to recognise and overcome interviewer bias with effective strategies for fairer hiring. ⚖️ From unconscious responses to trivial candidate characteristics to the pitfalls of stereotyping, bias in job interviews can skew perceptions and hinder the selection of the best talent. 💡 Discover actionable steps to cultivate a more inclusive and diverse workplace, equipping your team with the knowledge to make better hires. Read the article in full here 👉 https://lnkd.in/d9_nw4PP. #Hiring #Recruitment #DiversityAndInclusion #HR

You would think if #employers ask every candidate the same questions to get the job that's a fair exercise. However, that's rarely how it goes. #HR asks different things than the #hiring manager. Some have the opportunity to interview face to face, while other must do it via Zoom or just voice. As this ERE article points out All Isn’t Fair in #Screening and #Interviewing. #recruiting #talentacquisition https://lnkd.in/gCkchTZK

Interview Insanity: A long and strenuous interview process that doesn't include any updates or feedback, was on Rippl's recently released Viral Workplace Buzzwords. Many organizations' hiring processes need to change. This article includes antidotes to address common interviewing issues and boost your brand as an Employer of Choice: Imagine saying goodbye to interview fatigue and hello to a more efficient, candidate-friendly recruitment journey. In her latest article for @Fast Company, Laurie Chamberlin, President of LHH Recruitment Solutions in North America, shares four essential strategies to transform your hiring practices. These tips promise a seamless and rewarding experience for both you and your candidates. Ready to make your company shine in the competitive job market? Discover how these strategies can help you stand out: https://lnkd.in/d2N6mXcn

Red flags? Or maybe they were just nervous? Check out my blog with some tips on what to look out for during an interview!

Is your interview process truly tapping into the full spectrum of talent? When hiring the right candidates, fairness goes beyond mere compliance—it's about acknowledging genuine talent and untapped potential. Yet, in a setting where biases frequently hide unseen, ensuring that our interview techniques remain fair and inclusive is crucial. Here are some steps: 🗣️ Blind CVs: remove personal details like names and gender. This helps employers focus solely on a person's skills and experience, without being influenced by factors like their name or background. 🎭 Anonymous Performance Tasks: ask candidates to complete job-related tasks and assign them a number instead of putting their name on it. This way, you judge the work, not the person who did it. 📊 Use Numbers to Decide: when deciding on a candidate, use a scoring system to rate their interview answers. This helps make decisions based on facts, not feelings. 📝 Standardized Feedback Templates: have interviewers use the same form to provide feedback about candidates. This helps ensure consistency and fairness in judgments. 🧠 Think Differently About 'Qualified': don’t just look for the usual signs that someone is right for the job. Consider individuals who may have taken a different path but possess the necessary skills. 💡 Be Clear About What You Want: clearly communicate to candidates what you're looking for and how you'll make your choice. This helps maintain fairness and eliminates hidden biases. 📝 Let’s Talk: How do you make sure interviews are fair? Tell us what you’ve tried. - - - - - - - - - - 🔔 Interested in more? Follow me, José Aveleira 🔄 Repost to help others find it. #FairHiring #UnbiasedInterviews #InclusiveRecruitment

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