Francine Kane’s Post

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

🙌🏼 I am a big fan of this 🙌🏼 John Lewis & Partners are leading the change by making their interview process more accessible by offering interview questions in advance. Why is this a great move? 😨Interviews can be nerve-wracking so revealing questions can calm nerves and enable candidates to prepare thoroughly without the added pressure of the unknown 🧠When candidates have time to prepare, they can provide more thoughtful and comprehensive responses 🌻It’s neuro-inclusive 👍🏼It's a step towards transparency and inclusivity in the hiring process ✔️The quality of the hiring process is enhanced, and candidates feel more confident and valued Offering questions in advance is the easiest adjustment possible in recruitment processes. There will be for and against arguments, but up-front questions coupled with skills based assessments and/or follow up questions that aren't scripted, will empower businesses to genuinely identify and assess the very best people with confidence. It's encouraging to see major companies take such proactive steps in promoting diversity, equity, and inclusion and I'm keen to see how this initiative by John Lewis will influence recruitment strategies across the tech industry. Could this be the beginning of a new standard in hiring practices? What are your thoughts on companies revealing interview questions in advance? #InclusiveHiring #Recruiting #Diversity

John Lewis in the UK is shaking up the interview process by publishing it's interview questions, department by department, on-line for everyone to see. Why the transparency? They want to attract a wider pool of talent, especially those who might struggle with traditional interview formats. Sinéad Brady a career Psychologist believes it is both positive and inclusive. Could it help those who might not do so well in an interview situation, but could be great in the workplace feel better prepared? The verdict? John Lewis is betting on a more inclusive and effective hiring process. Will it become the norm? Some may worry it might make interviews too predictable? Only time will tell, but this is definitely a shake-up in the recruitment world. What do you think? #recruitment #interview #careergoals www.raretec.ie

Over the past couple of days, I had ten interviews scheduled—both virtual and in-person—but only one candidate actually attended, and even they were running late. 🥲 One person sent a message to cancel, and another gave a quick call to explain their absence. As for the rest? They didn’t even respond. 🙃 This experience got me reflecting on the challenges we face in recruitment. As someone relatively new to the field, I’m learning that each missed interview opens up questions about why candidates aren’t following through. 🤔 Curious to understand this better, I came across some insights worth sharing: 📍A recent report from Indeed shows that 78% of job seekers in 2022 “ghosted” during the hiring process, a 10% rise from the previous year. Although it’s easy to blame it on the lure of better offers, it turns out that multiple factors are at play. 🔸The top reasons candidates reported for not showing up: The role didn’t align with their career path The company culture didn’t fit their values The benefits offered weren’t competitive They received another offer The salary wasn’t attractive enough To reduce no-shows, here are a few strategies that might help: 🔑 Practical steps to minimize candidate no-shows: 1️⃣ Prioritize quick follow-ups: When you find a good candidate, schedule the interview within 48 hours to maintain their interest. 2️⃣ Be upfront about pay and benefits: Transparency from the start sets clear expectations. 3️⃣ Offer flexible interview options: Flexibility in timing and virtual interview options can make attendance easier for candidates. 🔎 Let’s not forget that communication is a two-way street. Employers, too, need to close the loop by updating candidates about interview outcomes. Open and respectful communication, even when it’s tough (like declining a candidate or deciding not to proceed), helps to keep the process transparent for everyone involved. If you’ve had similar experiences or ideas on how to address this, I’d love to hear them. 🤝🌻 Link to the article: https://lnkd.in/e68cwuZG #recruitment #humanresources #talentacquisition #jobseekers #employerbranding #HomZhans

Key Takeaway: John Lewis is pioneering an inclusive approach to recruitment by publishing interview questions online for all roles. This move aims to help candidates better prepare, increase inclusivity, and potentially widen the talent pool. It acknowledges the limitations of traditional interviews and supports individuals who may struggle with standard formats, while maintaining a rigorous selection process. Should employers share interview questions in advance? - https://lnkd.in/eeTkmy98 #supplychainjobs #logisticsjobs #supplychainjobsforemployers #employers #hiring #recruitment 

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

Do you make it to the interview stage and then hear nothing? In this market, the cause could be anything. But here are some stats you might want to be aware of. Data from a survey* of 2,000 recruiters on first impressions: 47% of interviewers said that they wouldn’t offer the job to a candidate if they had little knowledge of the company 33% knew whether they would hire someone in the first 90 seconds. 40% of interviewers thought that a lack of a smile is a good enough reason not to consider a candidate. 50% of interviewers said they would eliminate a candidate for the position because of the way they dressed, acted, or walked through the door. 20% of interviewers said that candidates who sat with their arms crossed during their meetings were not considered for the role, because of their body language that reflected their lack of confidence. 65% of interviewers said that candidates who failed to make eye contact didn’t get the role for which they were applying. 40% of interviewers stated that the quality of a candidate’s voice and their overall confidence was a reason for not taking their candidacy further. Recruiters and hiring managers are human, and humans can be very odd. What can you do to avoid being caught up in one of those frightening stats? *Survey source in article. #interviews #JobInterview

🔍 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

What's the acceptable number of stages in an interview process? A headhunter’s take👇 Whilst this doesn't cater to the clickbait algorithm, the truth is there isn't a right / wrong answer (apart from 1 stage) let me explain why: (Not including HR screening call) 1 stage and offer = red flag. Suggests they haven't had many applicants & are looking to fill the role ASAP. You should always try to meet more than 1 person to get multiple perspectives, a feel for the culture of the firm / the type of people they employ. 2 stages - This is ideal for junior level positions, doesn't take up too much time for those interviewing (time is money) and gives the potential employee the opportunity to meet multiple people. At entry level, the skillset required is relatively simple so a decision can be made swiftly & often the emphasis is on personality / ambition as opposed to credentials. 3 stages - The sweet spot for the majority of roles. Screening call, two conversations & a presentation / business case. This is applicable up to SM level. 4 stages - This risks candidates getting frustrated, losing their appetite & questioning why what they have presented thus far hasn't been sufficient for the firm to come to a decision. However, on occasion I can understand why 4 stages are required. When this happens, it's usually for one of two reasons: - There are multiple candidates at this stage & the firm wants to get a second opinion from another interviewer - The candidate is asking to be upskilled / wants a significant pay rise but the firm doesn't feel they have yet justified this. I have had this situation countless times (when an experienced M wants an SM role and we have to re-strategize) and it's fair, if you interview for a Manager role but want more, expect to demonstrate more. 5+ stages - Despite the outrage / clickbait headlines, there is a place for this. Predominantly at the Partner level when the firm is making a big investment (OTE salaries of over £1,000,000) Interviews at this level are often far more informal as the skillset of the applicant isn't in doubt (one doesn't become a partner at a MBB firm unless they are exceptional at what they do) - whilst the process is longer, it's less intense and is often two individuals bouncing off each other to see if a collaboration for both parties is advantageous. At partner level in consulting, it's not uncommon for there to be 8-10 chats before a decision is made. Imperative that the process is done quickly, 2 chats a week = 8 chats in 4 weeks, process over in a month. Anything more than this is usually indicative that the firm genuinely doesn't know what it is looking for. Summary - take each interview process on a case by case basis and take what you read on the internet with a pinch of salt. Like many things in life, there is no one size fits all. Agree? Disagree? LMK 🙂👇 #resumewriting #cvwriting #resumetips #cvtips #recruitment #interviewtips #consulting

Stop Eliminating Perfectly Good Candidates by Asking Them the Wrong Questions Assessing a job candidate is all about the questions you ask during the interview. But too often leaders ask the wrong things, focusing more on what the interviewee has done in the past rather than what they can do in the future. If you need to hire someone to work on an innovation project, make sure you’re asking questions that get to their ability to collaboratively problem solve. And, it’s important to understand what they’re passionate about working on. Innovation happens when you bring people with different passions and approaches together to work toward the same goal. Key highlights include: 👉 The importance of asking right questions 👉 The pitfalls of traditional questions and it's impact on the candidates 👉 Different Interview Strategies & Skill Assessment Techniques to be used 👉 Learning how to build a diverse & inclusive workforce 👉 Understanding the power of follow-up questions during the interview 🔗 Read the full article here: https://lnkd.in/dDheRyAm #candidateexperience #careerdevelopment #inclusivehiring #innovativehiring #interviewstrategies #skillsassessment #fairhiring #interviewtips #colvill