Habol Tech Solutions’ Post

Are You Practicing Double Standards in Your Hiring Process? Picture this: A candidate walks into an interview prepared to discuss their qualifications, achievements, and ideas for your company. Instead, they’re met with a panel that grills them for an hour about their ability to “handle stress,” “multitask endlessly,” and “adapt to change.” But here’s the kicker: when that same candidate asks about your company’s support systems—training programs, mental health resources, or even team dynamics—the response is vague at best. This imbalance raises a glaring question: Are we holding candidates to higher standards than we hold ourselves? Hiring is often touted as a two-way street, yet so many processes treat it as a one-way interrogation. We expect candidates to be prepared, adaptable, and enthusiastic, but how often do companies fail to extend those same qualities? Do you take time to prepare personalized interview questions or adapt to candidates' unique needs? Or are you leaning on generic scripts and cookie-cutter assessments? Double standards like these don’t just hurt candidates—they hurt your company. If your hiring process is a one-sided affair, it signals that you see candidates as commodities rather than collaborators. Worse, it sends a message that your company might not deliver on the promises it makes. What kind of culture are you cultivating if you prioritize extracting maximum value from candidates without offering them the same in return? Imagine a company that truly walked the talk: a place where interviews were as much about showcasing the organization’s strengths as they were about assessing a candidate’s. A place where transparency, respect, and fairness weren’t just buzzwords but the baseline for every interaction. Because here’s the truth: the best candidates are interviewing you just as much as you’re interviewing them. They notice when your processes are inconsistent or your values don’t align with your actions. And trust me, they’ll choose to work for companies where integrity is more than just a line on the mission statement. So, before your next interview, ask yourself: Are you practicing double standards? Or are you fostering an environment of trust, mutual respect, and professionalism from the very start? Because if actions speak louder than words, make sure yours are saying, “We’re a company worth working for.” #HireWithIntegrity

The red flags are there in the beginning even if you try not to see it. Don’t be fooled by the notion that things will get better or it really isn’t that bad. It’s easier to keep looking for a job after just getting one because you still have applications calling etc vs. years down the road and you have to start over. If you see red flags now then you’ll see red flags later. No rose colored glasses will fix it. A company’s culture is more likely to break you than you are to fix it.

We asked candidates: What moment in the interview process made you feel like a company was "the one?" The data might come as a surprise. Here’s what we found: 55% of candidates focused on culture - specifically transparency, team dynamics, and human connection. 👉 Transparency: Candidates want clear feedback on both technical and cultural fit.“ After every round, I knew exactly how I fit with the team - beyond just my skills.” 👉 Team Dynamics: It’s not enough to talk about culture. Candidates want to see how teams collaborate, tackle problems, and grow. “Watching the team address a project failure openly made me trust this was the right place for me.” 👉 Human Connection: Candidates value real, meaningful interactions. Meeting future teammates, seeing how they communicate, and building a personal connection can make a huge difference in the decision-making process. "When I connected with my future colleagues, it felt genuine, and I could see myself working with them every day." Not to be ignored is the 45% of candidates that were influenced by other factors like technical fit, compensation, and logistics. Ignoring these could mean losing top talent. Takeaway: Don’t just talk about culture - show it. With 55% of candidates focused on culture and human connection, and the rest weighing factors like compensation and role alignment, every part of your process matters. Candidates are making decisions faster than ever - if you’re not showing who you are, someone else is.

𝐋𝐞𝐭'𝐬 𝐭𝐮𝐫𝐧 𝐭𝐡𝐞 𝐭𝐚𝐛𝐥𝐞𝐬--what if employers were the ones interviewed by candidates??? Welcome to the 'Employer Hot Seat' - where companies must prove they're worthy of top talent. Every "we value our employees" claim should get put to the test internally. Wakeup call for talent and culture practices. Check out the revamped "Interview Cheat Sheet," now an aid for the EMPLOYER-interviewee answering to candidates! 1) Tell us about your company culture and background 2) Why should top talent want to work for your company? 3) How does your company deal with pressure or stressful situations? 4) What is the hardest workplace challenge you've ever tackled? 5) What sets your company apart from other employers? 6) What are the company's main strengths in relation to crafting an employee experience with clear, career-enhancing growth plans? 7) What would you say are your company's weaknesses--and how are you improving them? 8) Describe a situation where your company had to balance multiple priorities. How did you manage resources? [Provide a specific example and discuss the impact of the result on employee satisfaction] 9) Tell us about a time when your company couldn't meet a commitment to employees and how you handled it. 10) Share an example of difficulty working with a staff member. How did you handle it? [your conflict mgmt process on display!] 11) Why should an employee want to leave their current position to join you? 12) What questions do you have for me? The point isn't to suggest that candidates ask these--it is to get employers to reflect on if they can ace such an interview. Or whether there'd be hives and heartburn speaking confidently and in full candor, in a way that sells their workplace! If being in this employer hotseat gives you pause, you've vital work to do. Answers are a brutally honest mirror that'll reflect the gap between intention and your reality. And you must build a workplace that can sit through these questions and others without breaking a sweat. _______________________________ 🌱 Let's get more trust and confidence in your management team, don't let another week of untapped potential pass. Reach out for help developing a roadmap for your unique organizational needs and to build 𝐀 𝐖𝐨𝐫𝐤𝐩𝐥𝐚𝐜𝐞 𝐓𝐡𝐚𝐭 𝐖𝐨𝐫𝐤𝐬™ https://lnkd.in/eEnzBAss image credit to Chris Donnelly

When interviewing for a new job, it's crucial to assess whether the company's culture and values align with your own. Here are five questions that can help you gain insight into the company's ethos: 1. "Could you share some examples of projects or initiatives that demonstrate the company's commitment to its core values?" This question allows the interviewer to provide concrete evidence of how the company's stated values translate into action. It's one thing to have values written on a website or a poster in the break room; it's another to see them embodied in the work the company does. 2. "How does the company support professional development and continuous learning for its employees?" The response to this question can reveal the company's stance on growth and education, which is a key component of a supportive and forward-thinking workplace culture. Companies that invest in their employees' development are often those that value innovation and personal growth. 3. "In what ways does the company seek employee feedback, and how is this feedback implemented into decision-making processes?" This question can give you an idea of how collaborative and inclusive the company culture is. A company that actively seeks and incorporates employee feedback is likely to have a more open and respectful culture. 4. "Can you describe the work-life balance initiatives the company has in place?" Understanding the company's approach to work-life balance can tell you a lot about its priorities and how it values the well-being of its staff. A company that promotes a healthy balance is likely to have a more satisfied and productive workforce. 5. "How does the company celebrate successes and handle challenges?" This question can help you understand the company's approach to recognition and adversity. It's important to know if the company fosters a positive environment that acknowledges achievements and if it has a supportive culture that helps employees navigate through tough times. Remember, the way these questions are answered can be as telling as the content of the answers themselves. Pay attention to the interviewer's tone, enthusiasm, and the level of detail they provide, as these can all be indicators of the company's true culture and values. #interviewquestions #values #interview

Your Hiring Process Isn’t a Mystery —Let Candidates In on the Plot Too often, candidates are left guessing during the hiring process. From waiting to hear back to wondering what comes next, it can feel more like a suspense novel than a structured journey. Here’s the deal: transparency isn’t just a “nice-to-have.” It’s essential for attracting (and retaining!) top talent. When candidates know what to expect, they’re more likely to stay engaged, build trust, and imagine themselves as part of your team from day one. Here’s How to Take the Mystery Out of Hiring: 👉 Define the Hiring Process Before You Start Interviewing Know who you want involved in the process, why their input matters, and what role they’ll play. And remember: keep it tight! The more streamlined, the better. 👉 Set Clear Expectations from the Start During those initial conversations, lay out the basics: timelines, decision-makers, and how many steps they can expect in the process. Clarity goes a long way in building trust. 👉 Communicate Regularly Keep candidates in the loop at every step. A quick “We’re still reviewing applications” email can prevent them from feeling left in the dark (or worse—ghosted). 👉 Give Honest, Constructive Feedback Nobody enjoys giving rejection news, but a little transparency goes a long way. Respect the candidate’s time and effort by providing constructive feedback. Who knows? Even a rejected candidate could turn into a brand advocate. 👉 Share Company Insights and Culture Help candidates picture themselves in the role by sharing what makes your team unique: company values, what a day looks like, and what “success” means. Remember, your hiring process reflects your company culture. We spend a lot of our lives with co-workers, so candidates aren’t just applying for a role—they’re choosing a place to invest their time and energy. Let’s take the mystery out of their journey!

Greetings connections! Here is today's news flow... 3 ways to spot a toxic workplace before taking the job. Before committing to a job, it's crucial to watch out for signs of toxicity in the workplace, ranging from narcissistic supervisors to colleagues who undermine you. Laura Leuillier, a career coach, highlights three key indicators that can help you identify a potentially toxic work environment early on. Here are 3 ways to spot a toxic workplace: -  A high staff turnover -  The hiring manager doesn't let you speak during the interview -  They answer your questions defensively or with buzzwords Read more at: https://lnkd.in/eqtKB7vn #aislinggroup  #aislingnewsflow  #workplace #interview

If you are in the process of recruitment and want to ensure that the candidates you are going to meet are the right match for your company, this post might be useful to you. We have identified 10 warning signals to which you must pay special attention so as not to compromise your recruitment process ↓ 1. Negative talk about former employers: ↳ Openly criticizing former employers or colleagues can reveal unresolved conflicts or a lack of responsibility. 2. Lack of enthusiasm: ↳ A lack of interest or unengaging responses may indicate low motivation or commitment. 3. Tendency to blame others: ↳ Individuals who do not take responsibility might lack self-awareness. 4. Rudeness or lack of respect: ↳ Inappropriate behavior towards staff can be a sign of potential problems in team interactions. 5. Overconfidence or arrogance: ↳ Overestimating oneself may indicate an inability to work in a team or to accept criticism. 6. Lack of preparation for the interview: ↳ Insufficient preparation may betray a lack of seriousness or respect. 7. Inconsistent or vague responses: ↳ Inconsistent or evasive answers may suggest dishonesty or a lack of attention. 8. Inappropriate attire: ↳ Inappropriate dress can reflect a lack of respect or understanding of the company culture. 9. Being late without a valid reason: ↳ Being late without apologizing and without prior notice can demonstrate poor time management. 10. Lack of questions about the position: ↳ Not asking questions may indicate a lack of interest or critical thinking.  

When interviewing for a new job, it's crucial to assess whether the company's culture and values align with your own. Here are five questions that can help you gain insight into the company's ethos: 1. "Could you share some examples of projects or initiatives that demonstrate the company's commitment to its core values?" This question allows the interviewer to provide concrete evidence of how the company's stated values translate into action. It's one thing to have values written on a website or a poster in the break room; it's another to see them embodied in the work the company does. 2. "How does the company support professional development and continuous learning for its employees?" The response to this question can reveal the company's stance on growth and education, which is a key component of a supportive and forward-thinking workplace culture. Companies that invest in their employees' development are often those that value innovation and personal growth. 3. "In what ways does the company seek employee feedback, and how is this feedback implemented into decision-making processes?" This question can give you an idea of how collaborative and inclusive the company culture is. A company that actively seeks and incorporates employee feedback is likely to have a more open and respectful culture. 4. "Can you describe the work-life balance initiatives the company has in place?" Understanding the company's approach to work-life balance can tell you a lot about its priorities and how it values the well-being of its staff. A company that promotes a healthy balance is likely to have a more satisfied and productive workforce. 5. "How does the company celebrate successes and handle challenges?" This question can help you understand the company's approach to recognition and adversity. It's important to know if the company fosters a positive environment that acknowledges achievements and if it has a supportive culture that helps employees navigate through tough times. Remember, the way these questions are answered can be as telling as the content of the answers themselves. Pay attention to the interviewer's tone, enthusiasm, and the level of detail they provide, as these can all be indicators of the company's true culture and values. #interviewquestions #values #interview

Hiring the right person isn’t just about qualifications – it’s about ensuring they’re a good cultural fit for your team. In this episode, we dive into two powerful methods to evaluate whether an applicant truly aligns with your business: the team interview and the working interview. Both offer unique insights and help uncover what a traditional interview might miss. We’ll show you how to involve your most engaged team members in the interview process, ensuring those who are deeply committed to your company’s vision, mission, and culture help evaluate new hires. This not only gives the team a voice but also allows the candidate to ask questions and gain a true understanding of what it’s like to work at your business from their future peers. Next, we explore the working interview, a practical test that puts candidates in real-world scenarios, such as answering phones or writing estimates. You’ll learn how this hands-on experience can help assess their skills, teamwork, and adaptability, giving you and your team a better understanding of how they might fit in day-to-day operations. These methods offer a well-rounded approach to hiring, allowing you to spot potential red flags and avoid costly hiring mistakes. Don’t rely on gut feelings alone – let your team help you find the right person who not only performs well but also enriches your company’s culture. Tune in for tips and strategies to make your next hire a perfect fit! If you need any assistance please reach out to us! https://lnkd.in/gCtT-z_Q+Social